A

Project Report
On
Learning & Development
At Synoverge Technologies Pvt. Ltd.

Human Resource Management

PGDM-1
Submitted to: Prof. Chirag Thaker
Submitted by:
Name Roll No.
Ghelani Nisarg P1613
Mathukiya Akshay P1624
Mehta Virang P1625
Shah Parth P1645
Shah Ravi P1646
Yadav Harsh P1659

N.R. Institute of Business Management

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Acknowledgement:
We take this opportunity to express our profound gratitude and deep regards to our mentor: Prof.
Chirag Thaker for his exemplary guidance, monitoring and constant encouragement throughout
the course of this project. The blessings, help and guidance given by him time to time shall carry
us a long way in the journey of life on which we are about to embark.

We also take this opportunity to express a deep sense of gratitude to Mr. Ravi Pendharkar &
Mrs. Samantha Fernandes: HR Managers for allowing us at the organization and providing us
with the information and guidance, which helped us in completing this project. We are also
thankful to Mrs. Shaili Shah for helping & getting the appointment with the HR Managers at the
organization.

Lastly, we thank our group members and friends for their constant encouragement and help without
which this project would not be possible.

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Introduction of the topic:
One of the most talked subjects in corporate circles, in recent times is how to optimize the
contributions of human resources in achieving organizational goals. An efficient and satisfied
workforce is the most significant factor in organizational effectiveness and marginal excellence.
But experiences in business and service organizations however indicate that management,
comparatively speaking, bestow more time and attention to policies and systems relating to
production, technology, investment, inventory, marketing, etc. than to human resources.

Compulsion of modern business environment is however promoting corporate

managements to systematically review their current attitudes, beliefs and policies towards human
resources for they contribute most significantly to the survival and growth of organization.
Enlightened and progressive managements have therefore come to believe that people are not
problems but opportunities. Training and Development activities are important part of exploring
these opportunities.

Training and Development are the parts of talent management. Training and
Development activities are designed to impart specific skills, abilities and knowledge to
employees. Training is a planned effort by an organization to facilitate employees learning of job
related knowledge and skills for the purpose of improving performance. Development refers to
learning opportunities designed to help employees grow and evolve a vision for future.

TRAINING DEVELOPMENT

1.Training means learning skills and 1.Development means growth of an

knowledge for doing a specific job. employees in all respects.

2.It is concerned with maintaining and 2.It seeks to develop competence and skills
improving current job performance. Thus, it for future performance. Thus, it has a long-
has short-term perspective. term perspective.

3.It is job-centered in nature. 3.It is career-centered in nature.

4.The executives has to be motivated

4.Role of trainer is very important.
internally for self-development.

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In simple terms, training and development refer to imparting specific skills, abilities and
knowledge to an employee.

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Some of the commonly used training programs are listed below:
1. Induction Training:
Also, known as orientation training given for the new recruits in order to make them
familiarize with the internal environment of an organization. It helps the employees to
understand the procedures, code of conduct, policies existing in that organization.

2. Apprenticeship training:
Apprentice is a worker who spends a prescribed period of time under a supervisor.

3. Coaching:
The trainee is placed under a particular supervisor who functions as a coach in training
the individual. The supervisor provides feedback to the trainee on his performance and
offers him some suggestions for improvement. Often the trainee shares some of the duties
and responsibilities of the coach and relieves him of his burden. A limitation of this
method of training is that the trainee may not have the freedom or opportunity to express
his own ideas.

4. Job Rotation:
Also, called cress training. This involves moving individuals to various types of jobs
within the organization at the same level or next immediate higher level for periods of
time. This rotation may be for as short as an hour or two or as long as a year.

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5. Outside meetings & conferences:
Most managers and professionals have opportunities to attend trade and professional
conferences and conventions the year. If participants actually attend the scheduled
meetings and workshops at these conferences, they can be excellent learning experiences.

6. Roleplay:
Role play is a simulation in which each participant is given a role to play. Trainees are
given with some information related to description of the role, concerns, objectives,
responsibilities, emotions, etc. Then, a general description of the situation, and the
problem that each one of them faces, is given. For instance, situation could be strike in
factory, managing conflict, two parties in conflict, scheduling vacation days, etc. Once
the participants read their role descriptions, they act out their roles by interacting with
one another.

There are other two types of training:

Inbound training:

Inbound training is training given on the job. It is the training which given within
the organization.

Outbound Training:

The Outbound Training is a technique used to enhance the efficiency of

employees through Experiential Learning. In other words, taking the group of
employees away from the actual work environment into the outdoors and are
assigned some challenging task or activity that needs to be completed by them
within a given time frame.

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If entirely new product/service comes into market, then its part of training. But,
development is adding extra skills/knowledge in what we have actually.

Training & Development Process:

ORGANISATIONAL OBJECTIVES
AND STRATEGIES

ASSESSMENT OF TRAINING
NEEDS

ESTABLISHMENT OF
TRAINING AND
DEVELOPMENT GOALS

DEVISING TRAINING AND

DEVELOPMENT PROGRAMME

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IMPLEMENTATION OF
TRAINING AND
DEVELOPMENT PROGRAMME

EVALUATION OF RESULTS

Introduction of the company:

Synoverge Technologies is a next generation Technology Consulting Company focused on
Enterprise Collaboration & Technology Transformation Services. Synoverge helps clients harness
the power of disruptive technologies such as Portals, Enterprise Mobility, Cloud Computing and
Analytics in an integrated manner to bring-in much sought after Business - IT alignment.
Our vision is not to build yet another traditional ADM services model here; we are instead focusing
on providing technology & transformation services, which will enable agile & efficient business
dynamics for the client organization.
Synoverge stands for Synergy, Innovation and Convergence; which indicates Energizing Ideas
through Mutual Synergies, co-creation and Coming Together to create a value for our clients.
Synoverge offers excellent degree of Skills, Pre-configured IPs and Domain expertise across
Portals & Collaboration, Reengineering & Transformation, Enterprise Mobility, Cloud
Computing, Surround ERP, Analytics and Software Product Engineering. Our innovative S3+
service delivery framework provides tomorrows technology solutions to our clients with faster
turn around and higher predictability. Synoverge service delivery framework is aimed towards
enhancing customer satisfaction and reducing the total cost of ownership of various technology
programs while driving innovation through technology.
Synoverge is a Managed Microsoft GOLD Partner with competencies around Portals &
Collaboration, Web Development and Software Development and Silver Partner for Mobility.
Synoverge is an ISO 9001:2008 certified organization which endorses the maturity of our delivery
processes, adherence to globally accepted standards and ongoing commitment to Quality and
Organizational excellence.
With employee strength of over 200 people, Synoverge has clients across US, Japan, Canada and
Europe.

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Our services span across business & technology consulting, application development, application
support and maintenance, application reengineering, product engineering and enterprise
application solutions to business entities as well as ISVs (Independent Software Vendors).

Training & Development at Synoverge:

Training methods at Synoverge has been divided in two parts:
On-the-job training:

1. Synoverge Internship Program:

Company HR has initiated an Synoverge Internship programme (SIP) that aims
to give an opportunity to young undergraduates and postgraduate students from
across the Gujarat to gain the Synoverge.
this group level internship programme intends to bring in computer engineering
students from colleges from Gujarat.
They have tie-up with following colleges for internship:
1. Dharmsinh Desai Institute of Technology, Dharmsinh Desai University,
Nadiad.
2. H. L. Institute of Computer Applications, Ahmedabad University
3. Charotar University of Science and Technology

SIP Interns can be placed with Synoverge company, based on their work
experience, academic focus areas and areas of interest.

2. Induction Training:

The company provides Induction training for new starters in order to enable
them to do their work in a new profession or job role. It includes following:
1)a briefing about your company,
2) its objectives,
3) details of the board of directors,
4) HR policies,
5) organizational hierarchy etc.

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Off-the-job training:

1. Synoverge Leadership System:

There are 9 pillars of SLS:

1) 360-degree feedback
2) Development assignments
3) Synoverge Culture workshops
4) Development relationships
5) Leadership skills training
6) Feedback intensive programs
7) Systemic process learning
8) Action learning

2. Roleplays:

Synoverge focuses on roleplays to develop team building skills.

3. Classroom Training:

At Synoverge if any new product comes, then they provide

classroom training.

4. Leadership Development Programme

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Synoverge follows the following parameters for employee training & development:

1. Recruitment/ Interview:

At Synoverge, they identify the weak points of the candidate while taking the interview
of the placement and put the remarks and after that they give training to the candidate in
their weak areas.

2. Evaluation:

The company do the evaluation after 6 months of the placement & evaluate the candidate
and identify the areas in which the training is needed.

3. Appraisal Meeting:

While in the appraisal meeting with the project manager & hr manager, they identify the
loopholes & strong points. Then they give training to develop weak points & develop the
strong skills.

4. Nominations:

The project manager of the company gives nominations of the employee voluntarily.

The company mainly focuses on succession planning. Succession planning is a

process for identifying and developing new leaders who can replace old leaders
when they leave, retire or die.

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Employee engagement activities:

The company do a lot of employee engagement activities like:

1. Picnics:
Synoverge organize picnics which is a part of outbound training at different places.

2. Annual Functions:
The company organize annual functions at different places every year. Last year, the
company organize annual function at Kenswille Golf & Country Club. The annual
function includes the companys future planning, award ceremony.
This company provides best employee of the year, best team leader, best project manager,
best project of the year etc.

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3. Diwali Celebration & Rangoli Making:

The company do Diwali celebration every year.

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4. Kite Celebration:

The company celebrates kite festival every year at their campus.

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5. Women Day Celebration:

The company celebrates women day & gives female employees gifts.

6. New year party:

The company celebrates new year party every year.

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7. Contest:

The company organize best developer contest & best designer contest to
identify the talents of the employees.

8. Cricket Match:

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9. Birthday Celebration:

The company celebrates birthdays of their employees.

By conducting these engagement activities, the company motivate the employees

& it will increase the employee retention.

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Bibliography:

http://synoverge.com/

http://www.whatishumanresource.com/on-the-job-methods

http://businessjargons.com/outbound-training.html

Group photograph with HR Manager:

HR Manager: Mr. Ravi Pendharkar: Mo. - 9687134973

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