Training presentation

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Training presentation

  1. 1. TRAINING AND DEVELOPMENT OBJECTIVES The principal objective of training and development division is to make sure the availability of a skilled and willing workforce to an organization.
  2. 2. FOUR OTHER OBJECTIVES Individual Objectives :-help employees in achieving their personal goals, which in turn, enhances the individual contribution to an organization. Organizational Objectives :-– assist the organization with its primary objective by bringing individual effectiveness. Functional Objectives – maintain the departments contribution at a level suitable to the organizations needs. Societal Objectives -ensure that an organization is ethically and socially responsible to the needs and challenges of the society.
  3. 3. TRAINING IN ORGANIZATION: A DEVELOPMENTAL PERSPECTIVEThe increased role of training in every organizationirrespective of the nature, size and structure andleadership pattern to bring desired change isdeeply felt and practiced.According to the recent review by HarvardBusiness Review, there is a direct link betweentraining investment of the companies and themarket capitalization. Those companies with highertraining investment had higher marketcapitalization. It clearly indicates that thecompanies which have successfully implementedtraining programs have been able to delivercustomer goals with effective results.
  4. 4.  Since the very effectiveness of any organization depends on the competencies and motivation level of the employees present in it. The effectiveness of manpower planning lies in how well the quantity and quality of the manpower is maintained in the organization
  5. 5. BASIC RATIONALE BEHIND TRAINING 1) Training as an enabling function :A well defined and need based training which focuses on the present competencies and aims towards developing the required ones always shows a clear and transparent picture of a enabled employee. 2) Training as a planned experience:A competency based training when matched with suitable content, concepts, trainers and experience leads training as a wonderful experience out of classrooms and sets a unlimited scope for development.
  6. 6.  3) A key to intrinsic motivation :An intrinsically motivated employee in result not only creates a better work culture in his own working but helps in achieving super ordinate goals thus becoming a motivated and a committed performer. 4) Training as a key to change management:training program aimed at improving skills and removing the mental blocks which prevents an employee to deliver his best in his work. Thus, a trained employee in himself becomes a change agent who facilitates innovative and creative approach to management. 5) Generating future employees :Well trained and motivated workforce work proactively are ready to accept challenges, are multi – skilled and bring enhanced profits to organization.
  7. 7. INCREASED ROLE OF TRAINING IN DIFFERENTSECTORS Training Programs in Retail/FMCG Sector -* some of the training programs that are given in the retail sector are: * Sales Training * On-the-Job Training * Seminars/Workshops * Customer Relationship Management * Online Course * Group Study * Computer-Based Training
  8. 8. TRAINING PROGRAMS AT IT INDUSTRY Training Courses in BPO Sector * Call Centre Management * Advanced Interpersonal Communication * Business Communication * Accent neutralization * Customer Relationship Management * E-mail Etiquette * Selling over the Phone * Telephone Etiquette
  9. 9.  * Cross-cultural Training * Computer Based Training Methods * E-learning * CD-ROM-based * Lectures * Discussions * Media access * Web * Video * Audio * Web-based training sessions * Intranet-based training courseware
  10. 10. TRAINING PROGRAMS ATPHARMACEUTICALS INDUSTRY Training Areas * Brand Protection * Contamination Control * Drug Verification * Supply Chain Visibility * Recall Management * Shrinkage Reductions * On-the-job training
  11. 11. TRAINING INITIATIVES AT KPO KPO is about providing knowledge based services in the areas like market research, business research, financial research, legal services, etc. There is a constant need of well-planned training programs as the work profile requires understanding of market research objectives and methodologies. This sector requires behavioral training as well as training to handle stress because of odd working hours
  12. 12. TRAINING INITIATIVES IN HOSPITALITY SECTOR The major challenge of this sector is shortage of skilled employees along with the challenge of attrition rate. Managers require huge range of competencies such as, peoplemanagement, viable skills, business insights, analytic skills, succession planning, and human resource development in order to get success in this sector.
  13. 13.  . Some of the essentials required by this sector are: * Good infrastructure * Trained trainers * Quality of content * Certification of training course * Effective Training evaluation Training Programs are available for the following areas: * Food Production * Food and Beverage Service * Front Office
  14. 14. TRAINING INITIATIVES IN AUTOMOBILE SECTOR With this rapid expansion and coming up of major players in the sector, the focus is more on the skilled employees and the need of human resource. The companies are looking for skilled and hard working people who can give their best to the organization. Various companies are opening training institutes to train interested ones in this sector, like Toyota has recently opened Toyota Technical Training Institute (TTTI) near Bangalore that will offer 4 courses in automobile assembly, mechatronics , automobile weld and automobile paint. TTTI will provide both a high standard of education and training in automotive technology as well as employment opportunities for development
  15. 15. ADOPTING OUT – OF THE BOX THINKING APPROACH Apart from the regular in – house training programs organization depending on the skills should also be willing to initiate other ways which in an indirect way would train the employees as well as give a message that they are valued and the organization has a serious and committed approach for their future. Certain initiatives in this regard are - 1) Wipro Spectra mind has tied up with BITS Pilani and the Symbiosis Institute of Management to provide distance learning programmer for employees which would help in better career progression and movement up the ladder
  16. 16.  2) Software Company CSC gives its employees a six- month sabbatical to work with an NGO of their choice. Initiatives like these help in building a feeling of social responsiveness which also brings positive changes in emotional balance and value system. 3) Wipro Spectra mind and ICICI One Source use their powerful parents to provide career diversification opportunities
  17. 17. ALIGNING TRAINING TO BUSINESS STRATEGY:MANAGEMENT PERSPECTIVE For todays organization training is although not a panacea for all the ills nor is a remedy which can work miracles but is an approach which reflects an organization commitment towards its employees not only for present but also for future.
  18. 18.  The other benefits which the management foresee are - * Better career progression * Reduction in rejections * Technology aggradations * Less grievances * Employee empowerment * Effective HRP * Employee retention * Optimal resource utilization
  19. 19. TRAINING METHOD: A DEVELOPMENTALPERSPECTIVE With the advent of globalization and liberalization and increased complexities in the working and structure of organization with diverse work force, talent management and its retention has become a big question. Training thus plays a pivotal role in not only improving the efficiency and competencies of the employees but a long term vision to prepare work force to acquire new roles. Major stakeholders in training a) Trainees b) Trainers c) Training department / agency d) Organization e) Customers f) Society
  20. 20.  Thus the effectiveness of training and the expected results produced in form of benefits will bring improvements not only for the employee but all the above mentioned stakeholders who are directly or indirectly a part of organization fate.
  21. 21. ESSENTIALS FOR TRAINING a) Careful Training need assessment - At individual, task level and organization level b) Training need identification – with the help of reports, feedback, brainstorming exercises, informal interaction between trainee, boss and peers, past performance, appraisal results & expected future roles to be played by the employee c) Carefully planning the budget & other resources needed for effective training d) Other essentials – Including the resource person, trainer, selection of trainee, mode of training whether in house, external training or any professional course. a) Careful Training need assessment
  22. 22.  e) Venue, seating arrangement, Aids in training, printed material or the content, time duration, types of modules and mode of assessment. f) Training evaluation or assessment g) Identifying the implication h) Implementation and follow up i) Motivate and engage your people with such issues that focus on key business results
  23. 23. ROLE OF TRAINING METHODS IN ORGANIZATION EFFECTIVENESS: A DEVELOPMENTAL PERSPECTIVE Every organization depending on the nature, size, resource availability and objectives adopts a specific, need based training program to be imparted depending on the level, content and the expected outcome from it. 1) Generating interaction and developing inter personal behaviour 2) Better decision making and leadership skills 3) Better work performanc and rapport building
  24. 24.  4) Better understanding of organization and value inculcation 5) Emerging trends in training as a competitive advantage
  25. 25.  RoleDefinition Questions 1. Why is training important to our company? 2. What is the purpose of training in our company? 3. Why should we conduct training programs? 4. What are the internal and external markets (clients, customers and consumers) that we support? 5. Who should be trained? 6. When should training be provided? 7. To what level should they be trained? 8. What do we expect training to accomplish?
  26. 26.  10. What are the limitations of training? 11. What would happen over the next year if the training department were eliminated? 12. What would happen over the next year if the training department doubled in size? 13. What responsibility do employees have for their own learning? 14. What responsibility do supervisors and managers have for learning? 15. What responsibility does senior executive leadership have for supporting a learning culture? 16. What responsibility does the training department have to its clients, customers and consumers? 17. What responsibility does the training department have to other departments in the company? 18. Is training considered an investment or an expense? 19. How will the effectiveness of training be measured? 20. How should continuous learning be viewed?
  27. 27.  Role of HRD Professionals in Training This is the era of cut-throat competition and with this changing scenario of business; the role of HR professionals in training has been widened. HR role now is: 1. Active involvement in employee education 2. Rewards for improvement in performance 3. Rewards to be associated with self esteem and self worth 4. Providing pre-employment market oriented skill development education and post employment support for advanced education and training 5. Flexible access i.e. anytime, anywhere .
  28. 28. CONCLUSION

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