Tpcl 18.39d3co.6389
Although Technology received the maximum attention, the only sustainable competitive advantage in today's environment are People. How to effectively manage human resources has become the key challenge for the leader, not only in terms of his ability to compete, but to survive. When formalized training and development is required to implement your business goals, Team Productivity Consultants offer an Indian experience of having trained more than 185,000 delegates of over 200 Blue Chip Indian corporations. TPCL is a pioneer in soft skill training in India.The business was started in 1985. Established offices across India. TPCL trained people in India, Malaysia, Singapore, Indonesia, Nepal, Saudi Arabia, Bahrain, Dubai, Mauritius, Sri Lanka and Philippines. At TPCL, we recognize your need to understand and effectively develop people who would be the key to build the 21st Century Corporation and as a part of integrated human resources development, we offer training and consulting to help you develop effective training solutions linked to your corporate strategy and business goals. TPCL brings you an extensive range of training programs which are built around principles proven in the real world of business and guarantee results oriented training that will transform your business.
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Tpcl 18.39d3co.6389
- 1. TPCL SUSTAINABLE HOLISTIC HUMAN CAPITAL DEVELOPMENT 1
- 2. WHO WE ARE Incorporated in the year 1985 Over 480,000 delegates trained in 100 plus MNCs and Blue Chip Companies in India, Nepal, Sri Lanka, Malaysia, Singapore, Bangkok, Dubai, Saudi Arabia, London & Mauritius. A wide gamut of training needs addressed from functional as well as attitudinal training 2
- 3. Why we exist To contribute towards our client organizational health & effectiveness What we do • Organizational & Employee Development • Support organizations in developing and accomplishing their Missions • Strengthen Department capability to Change and improve • Foster productive relationships Within and among various units • Develop employee competencies • Build employee commitment • Provide linkages between employee development and Department goals OUR PROCESS 3
- 5. Our Human Capital Development Strategy 5 Developmental Need Assessment Organizational Analysis Operational Analysis Individual Analysis • Organization objectives • Resources • Allocation of resources What an employee must do to meet organization objectives •Knowledge • Skills • Attitudes Current level of performance of each employee. What the optimal performance levels of each employee should be to meet organisation objectives Training Needs Design a learning environment by •Examining characteristics of adult learners •Creating a learning environment Identify and develop training materials and methods of •Information training •Experiential training Functional training • Lectures • Audio – visuals • Self – directed learning • Programmed instruction • On – the – job training Behavioural Training • Games • Role Playing • Simulation • Case Studies • In – basket • exercises • Outbound training Blended learning • e-learning • OJT • Coaching • Web based • On site lab Evaluate training through • Reactions of Learners • Level of learning • Behaviour on Job • Results achieved Agreed optimal performance levels achieved to meet organisation objectives Training Implementation Support Immersive ExperientialTraining FEEDBACK For further modification Training
- 6. Setting Objectives Real life Understanding of the Business During & After Execution & Support Overview Understand the various challenges Need Assessment Skill & Behaviour Formulation What needs to be done 6 DNA PROCESS
- 7. EXECUTION PROCESS 7 3 MonthsDiagnostic and Blue- printing Content Creation and Training Approach validation Adaptation workshop for Assigned Trainers And Rollout Transfer evaluation assessment PDP implementation Implementation Support DNA Validation Exercise CC IET TIS Assessment Training ImplementationApproach Experiential Training - Role-plays, Case-studies, Simulations, Group Discussions, and Instruments Dedicated Pool of Trainers | Workshop Designed Around Deliverables | Post Workshop Review & Consultation|Commitment to the Implementation process
- 8. The four elements of the proposed learning model address the most important barriers to transfer of learning Take a holistic approach Work through the organization structure Provide just-in- time blended learning Reinforce impact through measurement Lack of reinforcement on the job Difficulties in the work environment Non-supportive organizational climate New skills perceived as irrelevant and impractical by learners Learners’ discomfort with change Separation from instructional source Poor instructional design and delivery Negative peer pressure Elements of the model Barriers to transfer of learning 8
- 10. LEARNER PROCESS Learner Centeric Simple Practical IDP : Individual Development Plan Self Assessment Relevant & Result Oriented Motivate & Educate Skills and Principles that can be practiced Key priorities Small group discussion Work sheet Activity Caselet Syndicate Presentation Film 10
- 11. THANKYOU www.tpcl.co.in EMAIL ID:ASHOK.GEORGE@TPCL.CO.IN | ASHOKGEORGE@LIVE.COM TEL: +9124-4061815 MOBILE: +91 9810699552 11