This paper will give an outline of the competences that are required from tutors and support staff to guide and support students within a Virtual Learning Environment to support a new paradigm of learning within the Dutch (upper) secondary and tertiary vocational education system: competence-based education. In particular, it will address the developments at the company the authors work for: a commercial Distance Education (DE) provider.
This paper will give an outline of the competences that are required from tutors and support staff to guide and support students within a Virtual Learning Environment to support a new paradigm of learning within the Dutch (upper) secondary and tertiary vocational education system: competence-based education. In particular, it will address the developments at the company the authors work for: a commercial Distance Education (DE) provider.
Appropriate technology and entrepreneurship training for students (s atet)Samir Raj Bhandari
Technical Education and Vocational Training(TEVT) plays a vital role in the country’s prosperity and sustainable development. The knowledge, skill, training and attitudes that we acquire paves important foot step for lifelong learning. TEVT helps in shaping the education tomorrow and empowering the youth for future. This proposal is put forward with a vison of providing TEVT for secondary level students for sustainable development of the community
Market Research Report : Vocational Training Market in India 2012Netscribes, Inc.
For the complete report, get in touch with us at : info@netscribes.com
Vocational training market in India was valued at INR 90 bn in 2011 and is slated to grow at a CAGR of 23%. Government has set a target of preparing 500 mn skilled workers by 2022, as around 75-80 mn jobs will be created over the next 5 years and 75% of them will require vocational training. The market is poised for strong growth over the next few years owing to favourable government support.
The report begins with an introduction to the education market in India and its various sub-segments. Indian education system largely consists of formal and informal sectors, with the formal sector accounting for the major share. A macro overview of the Indian education system is also included, which throws light on some of the key indicators such as literacy rate in India, demographic split in education, budget allocation for education and five year plan outlay for education. This section also includes the vocational training policy framework present in India.
The market overview section gives an insight into the overall education market in India along with the vocational training market, their market size and growth. This is followed by the key segments and applications of vocational training. In India, it is present in both formal and informal sectors and has wide applications in areas such as IT, BFSI, retail, aviation and others. The education and vocational training structure in India is also provided. Additionally, an analysis of Porter’s Five Forces provides an insight into the competitive intensity and attractiveness of the market.
An analysis of the drivers and challenges explains the factors leading to the growth of the market including huge demand for skilled workers, low vocational training penetration, increasing government expenditure, growth in service sector and inefficiency in formal education system. The key challenges identified are low quality of inputs and lack of finance.
The government participation in this sector has also been highlighted in the report, and includes government bodies, government initiatives and associated bodies. Ministry of Human Resource Development and Directorate General of Employment & Training are the two key government bodies in this sector. Government initiatives largely comprise of National Policy on Skill Development, Skill Development Initiative Scheme, Craftsmen Training Scheme, National Vocational Qualification Framework and National Vocational Educational Qualification Framework. Industry associations impacting vocational training segment constitutes of FICCI, CII and ASSOCHAM. Foreign collaborations in this sector include countries like UK, Canada, Germany, Switzerland and Australia. International bodies like International Labour Organization, World Bank and European Union, also contribute to the vocational education and training segment in India.
What is Vocational Education and Need for the same?Definition of Training,Vocational Training,Methods of Training,Do's and Don t's,Automobile Engineering etc.,
Training and Development in WIPRo
Wipro have an in-house training department that handles continuous training of employees.
Those with less than one year of experience are taken through a well-structured induction/training program. This will cover all aspects of software development skills that are required.
To meet the ever-changing requirements in training, wipro have rolled out their e-learning initiatives, which is available to all employees. Their "Virtual Campus" runs with the objective of building a vast learning community on the Net. The facility of "Training on demand" enables the individual to be in complete charge of his own learning experience.
Ppt report on current issues (reforms on tech-voc education and training)Lyn Agustin
Technical-Vocational Education and Training Reforms
The Technical Vocational Education and Training reforms consists of four (4) major components, namely:
1. Quality Assured Philippine TESD System
2 .TESDA Occupational Qualification and Certification System
3. Unified Program Registration and Accreditation System
4. TVET Quality Awards
Empowering MSMEs - Skills Development of the MSME Sector - Part - 7Resurgent India
One of the thrust areas for increasing the competitiveness of MSMEs includes skills development. Skills development not only helps in improving productivity but also fosters entrepreneurship. Hence, it is imperative for the concerned governmental agencies, trade associations and MSMEs to come together and discuss on how to make training programmers relevant and attractive for MSMEs. The lack of human resources has been a long-standing problem faced by MSMEs in the country. Despite India’s large pool of human resources, the MSMEs continue to lack skilled manpower required for manufacturing, marketing, servicing, etc.
Background
Employee analysis
Training and Development Provided
Importance of Training and Development
The concept of Training and Development
Employees Training process
Development their weak position
Tackle the threat of the Banglalink
Findings
Appropriate technology and entrepreneurship training for students (s atet)Samir Raj Bhandari
Technical Education and Vocational Training(TEVT) plays a vital role in the country’s prosperity and sustainable development. The knowledge, skill, training and attitudes that we acquire paves important foot step for lifelong learning. TEVT helps in shaping the education tomorrow and empowering the youth for future. This proposal is put forward with a vison of providing TEVT for secondary level students for sustainable development of the community
Market Research Report : Vocational Training Market in India 2012Netscribes, Inc.
For the complete report, get in touch with us at : info@netscribes.com
Vocational training market in India was valued at INR 90 bn in 2011 and is slated to grow at a CAGR of 23%. Government has set a target of preparing 500 mn skilled workers by 2022, as around 75-80 mn jobs will be created over the next 5 years and 75% of them will require vocational training. The market is poised for strong growth over the next few years owing to favourable government support.
The report begins with an introduction to the education market in India and its various sub-segments. Indian education system largely consists of formal and informal sectors, with the formal sector accounting for the major share. A macro overview of the Indian education system is also included, which throws light on some of the key indicators such as literacy rate in India, demographic split in education, budget allocation for education and five year plan outlay for education. This section also includes the vocational training policy framework present in India.
The market overview section gives an insight into the overall education market in India along with the vocational training market, their market size and growth. This is followed by the key segments and applications of vocational training. In India, it is present in both formal and informal sectors and has wide applications in areas such as IT, BFSI, retail, aviation and others. The education and vocational training structure in India is also provided. Additionally, an analysis of Porter’s Five Forces provides an insight into the competitive intensity and attractiveness of the market.
An analysis of the drivers and challenges explains the factors leading to the growth of the market including huge demand for skilled workers, low vocational training penetration, increasing government expenditure, growth in service sector and inefficiency in formal education system. The key challenges identified are low quality of inputs and lack of finance.
The government participation in this sector has also been highlighted in the report, and includes government bodies, government initiatives and associated bodies. Ministry of Human Resource Development and Directorate General of Employment & Training are the two key government bodies in this sector. Government initiatives largely comprise of National Policy on Skill Development, Skill Development Initiative Scheme, Craftsmen Training Scheme, National Vocational Qualification Framework and National Vocational Educational Qualification Framework. Industry associations impacting vocational training segment constitutes of FICCI, CII and ASSOCHAM. Foreign collaborations in this sector include countries like UK, Canada, Germany, Switzerland and Australia. International bodies like International Labour Organization, World Bank and European Union, also contribute to the vocational education and training segment in India.
What is Vocational Education and Need for the same?Definition of Training,Vocational Training,Methods of Training,Do's and Don t's,Automobile Engineering etc.,
Training and Development in WIPRo
Wipro have an in-house training department that handles continuous training of employees.
Those with less than one year of experience are taken through a well-structured induction/training program. This will cover all aspects of software development skills that are required.
To meet the ever-changing requirements in training, wipro have rolled out their e-learning initiatives, which is available to all employees. Their "Virtual Campus" runs with the objective of building a vast learning community on the Net. The facility of "Training on demand" enables the individual to be in complete charge of his own learning experience.
Ppt report on current issues (reforms on tech-voc education and training)Lyn Agustin
Technical-Vocational Education and Training Reforms
The Technical Vocational Education and Training reforms consists of four (4) major components, namely:
1. Quality Assured Philippine TESD System
2 .TESDA Occupational Qualification and Certification System
3. Unified Program Registration and Accreditation System
4. TVET Quality Awards
Empowering MSMEs - Skills Development of the MSME Sector - Part - 7Resurgent India
One of the thrust areas for increasing the competitiveness of MSMEs includes skills development. Skills development not only helps in improving productivity but also fosters entrepreneurship. Hence, it is imperative for the concerned governmental agencies, trade associations and MSMEs to come together and discuss on how to make training programmers relevant and attractive for MSMEs. The lack of human resources has been a long-standing problem faced by MSMEs in the country. Despite India’s large pool of human resources, the MSMEs continue to lack skilled manpower required for manufacturing, marketing, servicing, etc.
Background
Employee analysis
Training and Development Provided
Importance of Training and Development
The concept of Training and Development
Employees Training process
Development their weak position
Tackle the threat of the Banglalink
Findings
Training and development, Staffing, Human resources development, HRM, on the job training, in house training, vestibule training, the difference between recruitment and selection, the difference between training and development
This PPT will help to understand basic concepts in Training Design -It will be helpful for U.G & P.G students in understanding training and development concepts. For other topics regarding training and development kindly refer my other PPT
Training Design – Introduction – Perspective for Designing training – Building a Training Design – Learning Objectives – Components and Methods – Training Process – Key factors in designing – General features of good demonstration – Training of Trainers programs – Skills of an effective Trainer
Talent management practices of TCS-
Recruitment and selection process
Learning and Development
Performance Management
Compensation and Benefits
Employee Retention
Succession Planning
VCONNECT OR ICONNECT: Power of Interpersonal SkillsBhanu Arora
Effective interpersonal skills are crucial for success in both our personal and professional lives. This presentation will explore key interpersonal skill areas and provide strategies for enhancing these capabilities.
We will begin by discussing the importance of active listening. Active listening involves fully focusing on the speaker, asking clarifying questions, paraphrasing to confirm understanding, and avoiding interruptions. By practicing active listening, we demonstrate respect, build trust, and gain a deeper comprehension of others' perspectives.
Next, we will delve into the fundamentals of effective communication. This includes developing verbal communication skills such as speaking clearly, using an appropriate tone and volume, and minimizing filler words. We will also examine the impact of nonverbal cues, including body language and facial expressions, and how they can reinforce or undermine our spoken messages.
Navigating conflict is an inevitable part of interpersonal relationships, so we will explore constructive conflict resolution strategies. These include active listening, finding common ground, compromising, and using non-accusatory language. By approaching conflicts with empathy and a problem-solving mindset, we can turn them into opportunities for growth and stronger connections.
Emotional intelligence is a critical component of interpersonal effectiveness. We will define emotional intelligence and its key elements, such as self-awareness, self-regulation, and social skills. Understanding and managing our own emotions, as well as those of others, can significantly enhance our ability to build meaningful relationships.
Finally, we will discuss the importance of building rapport. Strategies for developing rapport include finding common interests, demonstrating genuine interest in others, and adapting our communication style to the individual. Strong rapport fosters trust, cooperation, and more fulfilling interpersonal connections.
By the end of this presentation, you will have a comprehensive understanding of essential interpersonal skills and practical techniques for enhancing these capabilities in your personal and professional life.
Analysis of Interactions Among the Barriers to JIT Production.pptxBhanu Arora
The just-in-time (JIT) inventory system is a management strategy that aligns raw-material orders from suppliers directly with production schedules. Companies employ this inventory strategy to increase efficiency and decrease waste by receiving goods only as they need them for the production process, which reduces inventory costs. This method requires producers to forecast demand accurately.
The presentation covers the concept of Superchargers in automobiles. A supercharger is an air compressor used for forced induction of an internal combustion engine.
The presentation covers Competency Models which is a framework for defining the skill and knowledge requirements of a job. It is a collection of competencies that jointly define successful job performance.
2. Introduction
Bharat Sanchar Nigam Limited
(abbreviated BSNL) is an Indian
state-owned telecommunications company
headquartered in New Delhi.
It was incorporated on 15 September 2000 and assumed the
business of providing telecom services and network management
from the erstwhile CentralGovernment Departments ofTelecom
Services (DTS) andTelecom Operations (DTO) as of 1 October
2000 on a going-concern basis.
BSNL is India's oldest communication service provider and its
history can be traced back to the British era. During the British
era, the first telegraph line, was established between Calcutta and
Diamond Harbour.
3. Training and
Development
Training and Development is a subsystem of an organization. It
ensures that randomness is reduced and learning or behavioral
change takes place in structured format.
4. 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.
In addition to that, there are four other objectives:
1. Individual
2. Organizational
3. Functional
4. Societal
5. Importance of
Training at
Telecom
Sector
Telecom is one of the fastest growing sectors in India with a
growth of 21% and revenue of Rs 86,720 crore in the year 2006.
With increase in competition between the major players like
BSNL, MTNL,Vodafone, Jio, Idea, BhartiTele services,Tata, etc,
the requirement for mobile analysts, software engineers, and
hardware engineers for mobile handsets has increased.
6. Training and
Development
at Bharat
Sanchar
Nigam Ltd
(BSNL)
ComputerizedTraining Management System at ALTTC
(Advanced LevelTelecomTraining Centre):This system with
online nomination facility has been made operational after
clearance by IT cell of BSNL.
E-learning implementation: Keeping pace with technological
changes, leveraging the IT infrastructure, e-learning methodology
is being put in place at major training centers of BSNL.
JTO (JuniorTelecom Officer) Induction program: BSNL
corporate office has approved the JTO InductionTraining
Structure.
7. Field Courses: It is always the endeavor of ALTTC to take all
possible steps to meet the training needs of BSNL family. Many
times BSNLCircles have special need for customized trainings.
Training of all BSNL officials in Customer interface on Internet:
BSNL Corporate office has directed ALTTC to conduct courses on
training for BSNL officials.
8. Methods of
Trainings
Seminars & Workshops:The institute conducts seminars on the
latest topics in new telecommunication technologies.The institute
also conducts workshops on important topics concerning DoT
(Department ofTelecom Services).
InductionTraining:The induction training is imparted in various
disciplines for the newly recruited staff as a pre-job training.
In-serviceTraining:The purpose of in-service training is to give
the necessary knowledge and know how about the new
systems/technologies inducted into the network from time to
time.
9. Apprenticeship training:Apprenticeship training is normally
given to artisans, electricians, plumbers and alike.The duration is
mainly 6 months to 2 years; this is carried out under the guidance
and intimate supervision of master craftsman, expert worker and
supervisor.
Job Rotation:This involves the movement of the trainee from one
job to another.The trainee receives job knowledge and gains
experience from his supervisor or trainer in each of the different
job assignments.
Coaching:The trainee is placed under a particular supervisor who
functions as a coach in training the individuals.The supervisor
provides feedback to the trainee on his or her performance and
offers him some suggestions for improvements.
10. Job Instruction:This method is also known as training through
step by step.The trainer explains to the trainee the way of doing
the jobs, job knowledge and skills and allows him to do the job.
The trainer appraises the performance of the trainee, provides
feedback information and corrects the trainee.
Committee Assignments:A group of trainees are given and asked
to solve an actual organizational problem.The trainees solve the
problem jointly. It develops teamwork.
Off the job training:The trainee is separated from the job
situation and his attention is focused upon learning the material
related to his future job performance.
11. Vestibule training:Actual work conditions are simulated in the
classroom. Material, files and equipment, which are used in actual
job performance, are also used in training.This type of training is
commonly used for training personal for clerical and semi-skilled
jobs.
Role-playing: It is a method of human interactions that involves
realistic behavior in imaginary situations.This method of training
involves certain characters.This method is mostly used for
developing inter-personal interactions and relations.
Lecture Method:The instructor organizes the material and gives
it to a group of trainees in the form of a talk.To be effective, the
lecture must motivate and create interest among the trainees.
This method is direct and can be used for a large group of trainees.
12. Programmed Instruction:The subject matter to be learned is
presented in a series of carefully planned sequential units.These
units are arranged from simple to more complex levels of
instruction.
14. Benefits from
Employee
Training
Increased job satisfaction and morale among employees
Increased employee motivation
Increased efficiencies in processes, resulting in financial gain
Increased capacity to adopt new technologies and methods
Increased innovation in strategies and products
Reduced employee turnover
Enhanced company image, e.g., conducting ethics training
Risk management, e.g., training about sexual harassment,
diversity.
