The document discusses different methods of training used by two trainers - the strict principal who uses pressure-based techniques and Aamir Khan who encourages creativity and passion. It analyzes the impact of each approach, finding Aamir Khan's style to be more effective as it helps trainees pursue their passions without fear and learn practical applications through demonstration.

1. Group 4:
Geetanjali Wadhawan (043023)
Hitaishi Gupta (043026)
Sukrita Goyal (191178)

2. Agenda
• Significance of Training
• Role of the Trainer
• Skills of the Trainer
• Characteristics of Trainee
• Methods of Training
• Types of Training
• Training Impact and evaluation
• Conclusion

3. TRAINERS
Viru Sahastrabudhe Phunksukh Wangdu

4. TRAINEeS
Farhaan Qureshi Phunksukh Wangdu Raju Rastogi

5. Significance of training
•Optimum Utilization of Human Resources – It helps in optimum utilization of human
resource that further helps to achieve the organizational goals and individual goals.
•Enhancing skills of Human resources – It helps in enhancing technical as well as
behavioural skills of employee in an organization thus increasing efficiency of an
organization and helping employees to attain growth in their career path.
•Productivity – It helps in increasing the productivity of the employees that helps the
organization further to achieve its long-term goal.
•Organization Culture and Climate – It helps to develop and improve the organizational
health culture and effectiveness. It helps in creating the learning culture within the
organization. It creates a positive environment by creating positive perception and
feeling in organization.
•Quality – Training and Development helps in improving upon the quality of work and
work-life.
•Positive Image – It creates a better corporate image.

6. role of trainer
•Assess the training needs of the individual
• Know more and more about people learning styles
• Develop training programs
• Planning and coordinating the resources required
•Motivating employees to achieve goals
• Facilitating process improvement
•Constantly being in touch with trainees and work
processes so that they are aware of employees’ skill
needs.
•Acquiring in depth knowledge of organization and its
mission and goals.
• Facilitate problem solving teams and making training as
an integral part of the organization.

7. role of trainer
•Didn’t assess the training needs of the
trainees and delivered a standard training to all
the trainees every year.
•He didn’t develop any new training
program and didn’t even coordinate with the
trainees.
• No feedback was taken from the trainees and
no motivation was given to them to achieve their
goals.

8. role of trainer
For example Rancho wanted to learn
extra, so he should have been
encouraged to pursue his
innovative projects.
Also considering the financial
conditions of Raju’s family instead of
discouraging and threatening him to
go against Rancho, he should have
been advised and motivated to
achieve his goals.

9. role of trainer
Rancho tried to understand the trainees well, instead
of asking them to follow status quo, he asked them to
follow their dreams.
He encouraged and motivated Raju and Farhaan at
every step.

10. role of trainer
This helped Raju get a good placement

11. role of trainer
Farhaan become a professional photographer
which was his dream in life.

12. Skills of trainer
•Controlling the Group
•Communication skills
•Setting the Example ---Negative Examples
Joy’s Case
•Planning
•Measuring and evaluating
•Strategic planning
•Subject knowledge

13. Skills of trainer
•Listening
•Coaching
•Getting and Giving Information
•Understanding Group Needs and Characteristics
•Communication Skills
•Knowing and Understanding Group Resources
•Controlling the Group
•Counseling
•Setting the Example---Running Joy’s Helicopter, creating an inverter with car batteries
•Representing the Group
•Planning
•Strategic planning
•Problem solving
•Facilitating organizational change
•Subject knowledge
•Initiation

14. characteristics of trainee
Farhan Qureshi, Raju Rastogi, and Rancchoddas Shamaldas Chanchad "Rancho"
are three engineering students who share a room in a hostel at the Imperial
College of Engineering (ICE).

15. characteristics of trainee
•Farhan is studying engineering to pursue his father's wishes over his own wish — to
become a wildlife photographer.
•Raju is studying to raise his family's fortunes. He is pessimistic and superstitious.
•Rancho, driven by his passion for machines and devices, studies for joy of it. He has
come to this engineering college for learning.

16. characteristics of trainee
Desire:
All the three trainees had the desire to learn. Their motives were different but
desire was there.
Willingness to Listen:
Both Raju and Farhan had the willingness to listen as they didn’t wish to question
the status quo but Rancho was willing to question the status quo so he wanted
justification for anything that he couldn’t understand.
Dedication:
Rancho was dedicated to the core. Since he was driven by his passion for
machines and devices, he could run Joy’s helicopter.
Mental and Physical Preparedness:
Raju was not at all mentally prepared when Viru Sahastrabudhe threatens to
expel Raju unless he squeals on Rancho. Not wanting to betray his friend or let
down his family, Raju jumps out of the third floor window and ends up in a coma.
Rancho was mentally very strong. Despite Viru Sahastrabudhe’s constant scolding
and discouraging words, Rancho held his passion to the core.

17. METHODS OF HANDLING TRAINEES

18. Boman Irani ( The Principal)

19. 1. Discipline

20. 2. Reinforcing Competition

21. 3. Creating pressure

22. 4. Performance judged
by Marks

23. 5. Discouraged Creativity
and Innovative Thinking

24. 6. Criticised publically
and never appreciated

25. 7. No Open Communication

26. AAMIR KHAN

27. 1. “Love what you do”

28. 2. Encouraged Creativity and Innovation

29. 3. Against Pressure
“AAL IZZ WELLL”

30. 4. Being a Role model

31. 5. Practical Application

32. 6. Freedom

33. 7. Humour

34. 8.Believed in Learning
and not Marks

35. TYPES OF TRAINING USED

36. •Demonstration training
Aamir Khan demonstrates what he tells his friends to do as
discussed above.
•Projects
Students in the college were given projects as part of their
curriculum
•Mentoring
Aamir Khan acts as a mentor for his friends to make them realize
that passion leads to excellence and thus one should do what one
loves.
•Cognitive learning
Knowledge is imparted in the students through lectures and by
giving them various projects.

37. TRAINING IMPACT AND EVALUATION

38. Boman Irani ( The Principal)

39. Students are not able to perform well because of
the fear of failing
They do not learn the practical applications of the
concepts taught as stress is on scoring marks and not
on learning.
The pressure created even drove a student to
commit suicide.
Students become a part of the rat race and do not
understand the importance of pursuing their
passion.
No creativity due to fear of getting humiliated by
the trainer

41. AAMIR KHAN

42. The trainees understand the importance of pursuing their passion
They understand the importance of excelling at what they do rather
than running after success.
The trainees learn to live their life free of fear and understand what
their trainer was teaching them.
The trainees learn that every stressful situation can be faced by
telling your heart that “all is well”. Performance deteriorates under
pressure and it is important to manage stress successfully to succeed.
As the trainer here demonstrated whatever he told them to
do, there was greater trust between the trainer and the trainees and
they were more motivated to follow him.

45. •Training that is imposed upon the trainees is not
effective.
•Open communication is important between the
trainer and the trainees. One way training is not as
effective as interactive training.
•Demonstration training is more effective as it
shows the practical application of the training.
•Learning from the peer group is much greater than
classroom learning.
•Once the importance of the learning being imparted
is explained to the trainees, they become much
more receptive to it.