Trainer as change

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Trainer as change

  1. 1. TRAINER- AS CHANGETRAINER- AS CHANGE AGENTAGENT Presented by:Presented by: Harshika RathoreHarshika Rathore Reetu JakharReetu Jakhar Jyoti SoniJyoti Soni Divya SharmaDivya Sharma M.B.A.III SEM (SOMG)M.B.A.III SEM (SOMG)
  2. 2. POINTS TO BE CATERED:POINTS TO BE CATERED:  Introduction to the case.Introduction to the case.  Some facts related to case.Some facts related to case.  Various training and developmentVarious training and development programs provided by AVON.programs provided by AVON.  Analysis of AVON strategies followedAnalysis of AVON strategies followed
  3. 3. INTRODUCTIONINTRODUCTION TO THETO THE CASECASE
  4. 4. SOME FACTS RELATED TO THESOME FACTS RELATED TO THE CASECASE  AVON is a U.K. based company., has 250millionAVON is a U.K. based company., has 250million ponds turnover.ponds turnover.  It has 2500 sales managers throughout the U.K. ,It has 2500 sales managers throughout the U.K. , has main offices in Corby and Northampton.has main offices in Corby and Northampton.  AVON operates several businesses like Avon'sAVON operates several businesses like Avon's European manufacturing facilities , UKEuropean manufacturing facilities , UK marketing,European Regional Marketing,gobalmarketing,European Regional Marketing,gobal ITS.ITS.
  5. 5. CONT…CONT…  The customer service centre at Corby has a callThe customer service centre at Corby has a call centre as well as warehousing, shipping andcentre as well as warehousing, shipping and distributiondistribution  So there is a wide variety of careers , specialistSo there is a wide variety of careers , specialist skills and professions to consider.skills and professions to consider.  BRONWEN CURTIS –vice president HR.BRONWEN CURTIS –vice president HR.  VISION of the company is to “GET PEOPLE’SVISION of the company is to “GET PEOPLE’S GROWTH” along with the high sales and profits.GROWTH” along with the high sales and profits.
  6. 6. Various training provided by AVONVarious training provided by AVON  Cascading business goals to an appraisalCascading business goals to an appraisal process.process.  Manager as the coach :–managers were trained toManager as the coach :–managers were trained to understand and develop the complete needs ofunderstand and develop the complete needs of their staff.their staff.  Opened two Learning Resource Centers (LRC).Opened two Learning Resource Centers (LRC).  The LRCs were open doors for employees whoThe LRCs were open doors for employees who wished to take up any kind of learning initiative.wished to take up any kind of learning initiative.
  7. 7. Cont…Cont…  Provided opportunities for employees to changeProvided opportunities for employees to change careers ( for e.g.. from finance to sales)careers ( for e.g.. from finance to sales)  Avon always believed in continuous learning andAvon always believed in continuous learning and development creates opportunities to increasedevelopment creates opportunities to increase manager's skills.manager's skills.  Always focused on employee’s personal learningAlways focused on employee’s personal learning needs …..that makes the AVON life long learningneeds …..that makes the AVON life long learning plan different.plan different.
  8. 8. Cont…Cont…  The AVON approach was to create anThe AVON approach was to create an environment where everyone can aspire toenvironment where everyone can aspire to be “the best they can be”be “the best they can be”  AVON therefore meet the employee need’sAVON therefore meet the employee need’s in the form of job satisfaction andin the form of job satisfaction and company’s need for maximum contributioncompany’s need for maximum contribution from each individual.from each individual.
  9. 9. Cont…Cont…  AVON staffed trained and enthusiasticAVON staffed trained and enthusiastic personal development advisors for thepersonal development advisors for the employees.employees.  Conducted skills workshops called “Maths isConducted skills workshops called “Maths is Magical”.Magical”.  Avon always tried to drive the cultural shiftAvon always tried to drive the cultural shift needed to support changing business needsneeded to support changing business needs
  10. 10. IssuesIssues SuggestionsSuggestions 11 Less focus on externalLess focus on external recruitment.recruitment. In spite of only focusing on internal training, introductionIn spite of only focusing on internal training, introduction of new blood should be incorporated.of new blood should be incorporated. 22 Employee Turnover RateEmployee Turnover Rate a) Retention Plana) Retention Plan b) Turnover / Exit Forecastb) Turnover / Exit Forecast 33 Learning of subjects whichLearning of subjects which have no direct link withhave no direct link with working at AVON.working at AVON. a) Creating interest and motivating employees.a) Creating interest and motivating employees. b) Merit based promotions and extra rewards should beb) Merit based promotions and extra rewards should be initiated.initiated. 44 Less focus on team work.Less focus on team work. a) Focus on Team development and interrelations.a) Focus on Team development and interrelations. b) Team building exercises should be conducted.b) Team building exercises should be conducted. 55 High Development CostHigh Development Cost a) Proper Implementation of HRP Processa) Proper Implementation of HRP Process b) Exit Managementb) Exit Management Analysis of AVON strategiesAnalysis of AVON strategies

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