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Trainer as change

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  • 1. TRAINER- AS CHANGE AGENT Presented by: Harshika Rathore Reetu Jakhar Jyoti Soni Divya Sharma M.B.A.III SEM (SOMG)
  • 2. POINTS TO BE CATERED:
    • Introduction to the case.
    • Some facts related to case.
    • Various training and development programs provided by AVON.
    • Analysis of AVON strategies followed
  • 3. INTRODUCTION TO THE CASE
  • 4. SOME FACTS RELATED TO THE CASE
    • AVON is a U.K. based company., has 250million ponds turnover.
    • It has 2500 sales managers throughout the U.K. , has main offices in Corby and Northampton.
    • AVON operates several businesses like Avon's European manufacturing facilities , UK marketing,European Regional Marketing,gobal ITS.
  • 5. CONT…
    • The customer service centre at Corby has a call centre as well as warehousing, shipping and distribution
    • So there is a wide variety of careers , specialist skills and professions to consider.
    • BRONWEN CURTIS –vice president HR.
    • VISION of the company is to “GET PEOPLE’S GROWTH” along with the high sales and profits.
  • 6. Various training provided by AVON
    • Cascading business goals to an appraisal process.
    • Manager as the coach :–managers were trained to understand and develop the complete needs of their staff.
    • Opened two Learning Resource Centers (LRC).
    • The LRCs were open doors for employees who wished to take up any kind of learning initiative.
  • 7. Cont…
    • Provided opportunities for employees to change careers ( for e.g.. from finance to sales)
    • Avon always believed in continuous learning and development creates opportunities to increase manager's skills.
    • Always focused on employee’s personal learning needs …..that makes the AVON life long learning plan different.
  • 8. Cont…
    • The AVON approach was to create an environment where everyone can aspire to be “the best they can be”
    • AVON therefore meet the employee need’s in the form of job satisfaction and company’s need for maximum contribution from each individual.
  • 9. Cont…
    • AVON staffed trained and enthusiastic personal development advisors for the employees.
    • Conducted skills workshops called “Maths is Magical”.
    • Avon always tried to drive the cultural shift needed to support changing business needs
  • 10. Analysis of AVON strategies a) Proper Implementation of HRP Process b) Exit Management High Development Cost 5 a) Focus on Team development and interrelations. b) Team building exercises should be conducted. Less focus on team work. 4 a) Creating interest and motivating employees. b) Merit based promotions and extra rewards should be initiated. Learning of subjects which have no direct link with working at AVON. 3 a) Retention Plan b) Turnover / Exit Forecast Employee Turnover Rate 2 In spite of only focusing on internal training, introduction of new blood should be incorporated. Less focus on external recruitment. 1 Suggestions Issues
  • 11. THANK YOU