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19/11/2010
TRAINING: A PANACEA OF ORGANIZATION
SURVIVAL?
Group Members: Submitted to:
ANIL KUMAR SHAKYA MRS. ANSHU MAM
UIB...
TRAINING DEFINED : It is a learning process that involves
the acquisition of knowledge, sharpening of skills, concepts,
ru...
It’s not what you dream of doing, but it’s having the
knowledge to do it.
It's not a set of goals, but it’s more like a ...
Importance's of training in the
organization :
Optimum Utilization of Human Resources –
Training and Development helps in ...
 Development of Human Resources - Training
and Development helps to provide an opportunity and
broad structure for the de...
Development of skills of employees - Training and
Development helps in increasing the job knowledge and
skills of employee...
Training in Organization: A Developmental
Perspective
According to the recent review by Harvard Business Review,
there is ...
Increased role of training in different sectors :
Training Programs in Retail/FMCG Sector
A look at the statistics shows ...
* Online Course
* Group Study
* Computer-Based Training
* Self-Directed Training
Training programs at IT industry: The Ind...
Training Courses in BPO Sector:
* Call Centre Management
* Advanced Interpersonal Communication
* Business Communication
*...
Training programs at Pharmaceuticals industry: India
Pharmaceutical market is valued at about US $8 billion and is
expecte...
Public sector employees more cared than private
sector:-
 A recent survey has shown that, out of the top 10 caring
employ...
 The analysis revealed that the top three firms in the 'caring
employer' league table are public sector companies, with
I...
 The third and fourth biggest spenders - SAIL and TCS - spent
496 corer and 494 corer respectively, recording a growth of...
Reasons for Employee Training and Development:
 When a performance appraisal indicates performance
improvement is needed
...
Identifying Training Needs:
 Training needs can be assessed by analyzing three major
human resource areas: the organizati...
19/11/2010 17
The bigger picture
Organizational performance
Employee performance
Employee Skills, Knowledge and Attitudes
Employee educa...
Training?
Training helps to
bridge the gapExisting
• Skills
• Knowledge
• Attitudes
Required
• Skills
• Knowledge
• Attitu...
Training Need Analysis (TNA)
TNA is a tool to
identify the gapExisting
• Skills
• Knowledge
• Attitudes
Required
• Skills
...
TNA (Step 1): Future performance
Existing
performance
Future
performance
What are the goals for the future
performance of ...
TNA (Step 2): Challenges
Existing
challenges
Future
challenges
What are we concerned about?
What’re the challenges today?
...
TNA (Step 3): Employee performance
Existing
performance
Future
Performance
In what way our employees should
start performi...
TNA (Step 4): New Skills, knowledge and
Attitudes
Existing
•Skills
•Knowledge
•Attitudes
Required
• Skills
• Knowledge
• A...
TNA (Step 5): Training needs
Existing
•Skills
•Knowledge
•Attitudes
Required
• Skills
• Knowledge
• Attitudes
Now that we ...
TNA in essence…
Start with future organizational goals and challenges
Assess required employee performance to meet the goa...
Training : a panacea of organization survival:
 Employee Training Leads to Competitive Advantage:-
The quality of employe...
Employee Training Leads to technological Advantage:-
With technology changing almost as fast as the speed of light, it's
c...
employee training increasing worker competence:-
training program are designed to make worker better
employees by bringing...
Reducing the likelihood of unwanted turnover:-
Poor job performances also cause turnovers workers may be
discharges Becaus...
enhancement of customer satisfaction:-
Organization are compelled to ensure superior quality
lowest cost and better servic...
Establishing a positive organization climate:-
training enhances the interaction and understanding
between the employer’s ...
Training & HRD Process Model
19/11/2010 33
Needs Assessment Phase
 Establishing HRD priorities
 Defining specific training and objectives
 Establishing evaluation...
Design Phase
 Selecting who delivers program
 Selecting and developing program content
 Scheduling the training program...
Implementation Phase
 Implementing or delivering the program
19/11/2010 36
Evaluation Phase
Determining program effectiveness – e.g.,
 Keep or change providers?
 Offer it again?
 What are the tr...
Conclusion:-
For today's organization training is although not a panacea for
all the ills nor is a remedy which can work m...
19/11/2010 39
19/11/2010 40
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Trainig a panacea of organization survival

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Trainig a panacea of organization survival?

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Trainig a panacea of organization survival

  1. 1. 19/11/2010 TRAINING: A PANACEA OF ORGANIZATION SURVIVAL? Group Members: Submitted to: ANIL KUMAR SHAKYA MRS. ANSHU MAM UIBM C.S.J.M.U. KANPUR(MBA FT) 1
  2. 2. TRAINING DEFINED : It is a learning process that involves the acquisition of knowledge, sharpening of skills, concepts, rules, or changing of attitudes and behaviors to enhance the performance of employees. It’s not what you want in life, but it’s knowing how to reach it. It’s not where you want to go, but it’s knowing how to get there It’s not how high you want to rise, but it’s knowing how to take off It may not be quite the outcome you were aiming for, but it will be an outcome 19/11/2010 2
  3. 3. It’s not what you dream of doing, but it’s having the knowledge to do it. It's not a set of goals, but it’s more like a vision. It’s not the goal you set, but it’s what you need to achieve it. Training is about the acquisition of knowledge, skills, and abilities through professional development. 19/11/2010 3
  4. 4. Importance's of training in the organization : Optimum Utilization of Human Resources – Training and Development helps in optimizing the utilization of human resource that further helps the employee to achieve the organizational goals as well as their individual goals. 19/11/2010 4
  5. 5.  Development of Human Resources - Training and Development helps to provide an opportunity and broad structure for the development of human resources' technical and behavioral skills in an organization. It also helps the employees in attaining personal growth. 19/11/2010 5
  6. 6. Development of skills of employees - Training and Development helps in increasing the job knowledge and skills of employees at each level. It helps to expand the horizons human intellect and an overall personality of the employees. 19/11/2010 6
  7. 7. Training in Organization: A Developmental Perspective According to the recent review by Harvard Business Review, there is a direct link between training investment of the companies and the market capitalization. Those companies with higher training investment had higher market capitalization. It clearly indicates that the companies which have successfully implemented training programs have been able to deliver customer goals with effective results. 19/11/2010 7
  8. 8. Increased role of training in different sectors : Training Programs in Retail/FMCG Sector A look at the statistics shows that the retail sector in India is worth USD 394 billion and is growing at the rate of 30% annually. An ICRIER study has found that retailing ($180 billion) contributes to 10 per cent of GDP and employs 7 per cent (21 million) of the workforce some of the training programs that are given in the retail sector are: * Sales Training * On-the-Job Training * Seminars/Workshops * Customer Relationship Management 19/11/20108
  9. 9. * Online Course * Group Study * Computer-Based Training * Self-Directed Training Training programs at IT industry: The Indian IT sector is growing at a very fast pace and is expected to earn a revenue of US $87 billion by 2008. In 2006, it has earned revenue of about US $ 40 billion with a growth rate of 30%. IT sector is expected to generate 2.3 million jobs by 2010, according to NASSCOM (National Association of Software and Service Companies). With this rapid expansion of IT sector and coming up of major players and new technologies like SAP, the need of human resource development has increased.01/30/1519/11/2010 9
  10. 10. 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 * Cross-cultural Training * Computer Based Training Methods * E-learning * CD-ROM-based * Lectures * Discussions 01/30/1519/11/2010 10
  11. 11. Training programs at Pharmaceuticals industry: India Pharmaceutical market is valued at about US $8 billion and is expected to reach to US $12 billion by 2010. Indian pharmaceutical market is 2% of world's pharmaceutical market. In the last two years, 3900 new generic products have been launched because of which its market value has been increased to about US $355 million. * Brand Protection * Contamination Control * Drug Verification * Supply Chain Visibility * Recall Management * Shrinkage Reductions * On-the-job training 01/30/1519/11/2010 11
  12. 12. Public sector employees more cared than private sector:-  A recent survey has shown that, out of the top 10 caring employers in India, public sector companies are more caring than private sector. The analysis was done by Economic Times.  Not only did these companies continue to invest in employee training and welfare, they also increased funds allocated to such activities.  he analysis was confined to BSE 500 companies, whose data on employee welfare and training is available for FY09 and FY08 on the CMIE Database. Their ranking was done on the basis of annual spend on the welfare and training of employees. 19/11/2010 12
  13. 13.  The analysis revealed that the top three firms in the 'caring employer' league table are public sector companies, with Indian Oil Corp (IOC), Bharat Petroleum Corporation (BPCL), Steel Authority of India (SAIL) occupying the top three slots.  Tata Consultancy Services (TCS), the country's top software exporter and one of four private sector firms to figure in the list, occupied the fourth slot.  The analysis showed that IOC, the largest domestic company by sales, spent around 673 corer on employee welfare and training during FY09, up 45 percent from what it had spent a year ago. Its state-run rival BPCL occupied the number two slot with a spend of 572 corer on welfare and training of employees. But in terms of growth in expenditure, BPCL was miles ahead of the competition as it registered a 181 percent growth in expenditure on employee welfare and training. 19/11/2010 13
  14. 14.  The third and fourth biggest spenders - SAIL and TCS - spent 496 corer and 494 corer respectively, recording a growth of 40 percent and 29 percent respectively.  NTPC, the country's largest power generation firm, and L&T found themselves in the seventh and eighth position spending around 359 corer and 271 corer respectively.  Software firm Wipro and Reliance Industries Ltd (RIL), India's largest firm by market value, occupied the ninth and tenth places respectively 19/11/2010 14
  15. 15. Reasons for Employee Training and Development:  When a performance appraisal indicates performance improvement is needed  To "benchmark" the status of improvement so far in a performance improvement effort  As part of an overall professional development program  As part of succession planning to help an employee be eligible for a planned change in role in the organization  To "pilot", or test, the operation of a new performance management system 19/11/2010 15
  16. 16. Identifying Training Needs:  Training needs can be assessed by analyzing three major human resource areas: the organization as a whole, the job characteristics and the needs of the individuals. This analysis will provide answers to the following questions:  Where is training needed?  What specifically must an employee learn in order to be more productive?  Who needs to be trained? 19/11/2010 16
  17. 17. 19/11/2010 17
  18. 18. The bigger picture Organizational performance Employee performance Employee Skills, Knowledge and Attitudes Employee education, experience and training 19/11/2010 18
  19. 19. Training? Training helps to bridge the gapExisting • Skills • Knowledge • Attitudes Required • Skills • Knowledge • Attitudes 19/11/2010 19
  20. 20. Training Need Analysis (TNA) TNA is a tool to identify the gapExisting • Skills • Knowledge • Attitudes Required • Skills • Knowledge • Attitudes 19/11/2010 20
  21. 21. TNA (Step 1): Future performance Existing performance Future performance What are the goals for the future performance of our organisation? • profit • growth • customer base • new products • ? • ? 19/11/2010 21
  22. 22. TNA (Step 2): Challenges Existing challenges Future challenges What are we concerned about? What’re the challenges today? What challenges we are likely to face in the future? 19/11/2010 22
  23. 23. TNA (Step 3): Employee performance Existing performance Future Performance In what way our employees should start performing differently to help us meet the challenges and take us to the goals? 19/11/2010 23
  24. 24. TNA (Step 4): New Skills, knowledge and Attitudes Existing •Skills •Knowledge •Attitudes Required • Skills • Knowledge • Attitudes In order for our employees to perform differently, what kind of new Skills, Knowledge and Attitudes they need to have? 19/11/2010 24
  25. 25. TNA (Step 5): Training needs Existing •Skills •Knowledge •Attitudes Required • Skills • Knowledge • Attitudes Now that we know what kind of new Skills, knowledge and Attitudes are required for our employees, how can we bridge the gap? 19/11/2010 25
  26. 26. TNA in essence… Start with future organizational goals and challenges Assess required employee performance to meet the goals and challeng Assess required employee Skills, Knowledge and Attitudes to deliver the performance Identify employee training needs to bridge the gap 1 2 3 4 19/11/2010 26
  27. 27. Training : a panacea of organization survival:  Employee Training Leads to Competitive Advantage:- The quality of employees and their skills acquired through education and training are key components in determining the long-term profitability of organizations. Wise organizations invest in the development and skills of their employees – both new and current – by delivering high-quality training programs that will increase the overall efficiency and productivity of the company. 19/11/2010 27
  28. 28. Employee Training Leads to technological Advantage:- With technology changing almost as fast as the speed of light, it's critical to the growth of your business to make sure that your staff is trained and kept up to date. Since we all are driven to do more with less, the key to success in today's marketplace is a higher level of competence that can provide greater productivity and efficiency. 19/11/2010 28
  29. 29. employee training increasing worker competence:- training program are designed to make worker better employees by bringing about permanent changing in their knowledge base, attitude and skills. Worker who lack of needed competencies can create problem that undermine efficient operation. 19/11/2010 29
  30. 30. Reducing the likelihood of unwanted turnover:- Poor job performances also cause turnovers workers may be discharges Because they lack requisite job skills. Although in the some instances such individuals should be terminated. Training can prevent unnecessary termination by:  Building employees job skills, improving job performances  Improving supervisor’s capabilities for managing “underperforming” worker.  Reeducating people whose skills have become absolute allowing the organization to assign them to new job responsibilities. 19/11/2010 30
  31. 31. enhancement of customer satisfaction:- Organization are compelled to ensure superior quality lowest cost and better services to their customer to meet these challenge they must enhances their overall performances continuously the training of employee help in improving upon the quality of work and controlling cost. 19/11/2010 31
  32. 32. Establishing a positive organization climate:- training enhances the interaction and understanding between the employer’s and employees. It help to build a good labor management relationship and insure that the individuals goals align well with organization goals. The collective feeing of the employee about their organization is called the organization climate. 19/11/2010 32
  33. 33. Training & HRD Process Model 19/11/2010 33
  34. 34. Needs Assessment Phase  Establishing HRD priorities  Defining specific training and objectives  Establishing evaluation criteria 19/11/2010 34
  35. 35. Design Phase  Selecting who delivers program  Selecting and developing program content  Scheduling the training program 19/11/2010 35
  36. 36. Implementation Phase  Implementing or delivering the program 19/11/2010 36
  37. 37. Evaluation Phase Determining program effectiveness – e.g.,  Keep or change providers?  Offer it again?  What are the true costs?  Can we do it another way? 19/11/2010 37
  38. 38. Conclusion:- For today's 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 Thus, in such turbulent environment where competition is not only inter product or inter market at national or global level but intra – product or intra – organization competition also exists. Thus to retain its hard fetched Human capital a well planned training policy, department and expectations should be so designed that it could lead way to better organization culture and climate. 19/11/2010 38
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