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Training & Development


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  • 1. A SHRM PerspectivePrepared by:  Abhik Tushar Das (20104001)  Ajay Cecil (20104002)  Anand Singh (20104003) 15Months EMBA at SPM/PDPU, Gandhinagar. (
  • 2.  In simple terms, training and development refers to the imparting of specific skills, abilities and knowledge to an employee  It is any attempt to improve current or future employee performance by increasing an employee’s ability to perform through learning  The need for training & development or increasing skills and knowledge is determined by the employee’s performance deficiency Training & Development need = Standard performance – Actual performanceComments on: Saturday, 07 May 2011 2
  • 3.  Develop the competences of employees and improve their performance  Help people to grow within the organization in order to meet its future needs for human resource internally  Reduce the learning time for new employees to ensure that they become fully competent as quickly and economically as possible.Comments on: Saturday, 07 May 2011 3
  • 4. Training & Development offers competitive advantage to a firm by;  removing performance deficiencies  making employees stay long  meeting future employee needs.Comments on: Saturday, 07 May 2011 4
  • 5. M/s Hypothetical EPC company Shortage of experienced personnel Falling behind in project deadlines Overshooting the budget Increase in attrition rateSaturday, 07 May 2011 Comments on: 5
  • 6. Comments on: Saturday, 07 May 6
  • 7. Profitability through quality delivered Primary skills: Project planning, on time scheduling, quality management basics Skills: Coordination, Project Secondary skills: Leadership, Management , Execution, Domain Negotiation, Interpersonal skills knowledge Training Need AnalysisCourses available: Project Scheduling, Budgeting, Costing, PS Next (Project AutoCAD, Project planning, Project Planning), Leadership (MDP’s) softwares. Basic project management, quality assurance, inter-personal skills,By evaluation and by performance as an communication skills assistant to Project Manager. Comments on: Saturday, 07 May 2011 7
  • 8. Comments on: Saturday, 07 May 8
  • 9. T3 Team LeadKSA Knowledge of project mgmt and quality assurance programs Well versed in project mgmt software Primavera Ability to lead project team and team developmentTDR Draft team status report and submit to project manager Conduct regular reviews of project status and timelines Create agenda and facilitate regular sub team meetings Comments on: Saturday, 07 May 2011 9
  • 10. T4 Project ManagerKSA Experienced in project mgmt, process development & execution Plan, execute and finalize projects as per budget Ability to effectively prioritize and execute tasks under pressureTDR Define project scope, goals and deliverables Develop full scale project plan and execution timeline Handle progress report, documentation and project proposals Comments on: Saturday, 07 May 2011 10
  • 11. Group or organizational Analysis Individual AnalysisOrganizational goals and objective Performance appraisalPersonnel/skill invention Work samplingEfficiency indices InterviewsMBO or work planning systems QuestionnairesCustomer survey/satisfaction data Attitude surveyConsideration of current and Training progressprojected changes Rating scalesComments on: Saturday, 07 May 2011 11
  • 12.  Identify ASK of Team Lead and Project Manager Identifythe gaps between the two functional positions Fill in gaps of the existing ASK of Team Lead and required TDR for the Project Manager Comments on: Saturday, 07 May 2011 12
  • 13. • Arithmetic, probability, statistics, etc Aptitude • Charts, graphs & tables • Equipment operating principles and manuals • ANSI, ASME equipment and material standardsTechnical • ISO 9000 quality management standards • Determine verbal skills • Judge oral communication skillsManagerial • Test understanding of language Comments on: Saturday, 07 May 2011 13
  • 14.  There is a skill gap between Team Lead and Project Manager Being Hardcore technical expert Team Lead is lacking management skills Project Manager is lacking domain knowledge High attrition rate due to less opportunity to grow (plateau effect) Comments on: Saturday, 07 May 2011 14
  • 15. Project Manager 10+ years Team Lead 05 years Project Engineer 03 yearsGraduate Trainee 01 year Comments on: Saturday, 07 May 2011 15
  • 16. Simulation methods Technical short-term Project Manager courses (PS Next)Team Lead Training about the internal processes MDP courses Refresher courses in Behavarioul sciences Soft Skill training Training about managing conflicts Comments on: Saturday, 07 May 2011 16
  • 17. Team Project Schedule:Lead Manager Schedule: 2hours on the job with subordinates Weekend courses Conferences as and when arranged Delivery: Delivery: On the Job Off the Job Conferences/ Classroom, Lectures, Seminars, Management Case studies games, Role play Comments on: Saturday, 07 May 2011 17
  • 18. Comments on: Saturday, 07 May 18
  • 19.  Feedback: To asses the Trainees reaction on the basis of a structured Questionnaire Learning: To asses the delivery of the course in terms of goal achievement by Questionnaire Behaviour: Manager/ Customer feedback ROI: Measure the efficacy through Project deliverables Comments on: Saturday, 07 May 2011 19
  • 20. Comments on: Saturday, 07 May 20
  • 21. PRE-TRAINING POST-TRAINING Skill-gap between Team Lead  Both Team Lead and Project and Project Manager Manager are on the same knowledge platform Team Lead lacked  Team Lead appreciates the Management skills work of Project Manager Project Manager lacks domain  Project Manager is aware of knowledge the functional problems faced by his Team Lead High attrition rates among Team Leads resulting in  Increased career aspirations recruitment of new Managers have stemmed Attrition rates. Comments on: Saturday, 07 May 2011 21
  • 22. Comments on: Saturday, 07 May 22