The document discusses training programs and methods used by 4 companies. It provides details on the training process, including needs analysis, objective setting, implementation, and evaluation. Both on-the-job and off-the-job training are discussed. Various training methods like lectures, seminars, and role-playing are mentioned. Specific company programs include Tata's e-learning initiative and modules covering various business functions, as well as Maruti's investment in training and processes for sales executives and managers.

1. TRAINING SYSTEM
OF 4 COMPANIES

2. What is Training ?
 Training is the formal and systematic
modification of behavior through learning
which occurs as a result of education,
instruction, development and planned
experience.

3. Training is given on four basic grounds:
 New candidates who join an organization are given
training. This training familiarize them with the
organizational mission, vision, rules and regulations and
the working conditions.
 The existing employees are trained to refresh and
enhance their knowledge.
 If any updates take place in technology, training is
given to cope up with those changes. For instance,
purchasing a new equipment, changes in technique of
production, computer impartment. The employees are
trained about use of new equipment and work methods.
 When promotion and career growth becomes
important. Training is given so that employees are
prepared to share the responsibilities of the higher level
job.

4. The benefits of training :
Improves morale of employees.
Chances of promotion.
Increased productivity.
New business opportunity.

6. TRAINING:
Off-the-Job Training:
• Formal training opportunities that
PEPSICO offers to employees either
internally or externally.
• These training opportunities are
provided in the form of seminars,
classroom training courses and
workshops.
On-the-job Training:
• It provides full opportunity to its
employee to develop themselves and
also train them according to the
requirements of their job.
• In return they will be greatest asset for
their organization. The employee is
being trained in many ways while they
are on job.

8. Training Process:
Training needs & analysis
Development training
objectives
Measure training Result
Implementation Training
Programs
Design training Evaluation
Approach
Review Available training
methods
Design or select training
methods

9. Training Methods:
Conference
 Lecture
 Seminar
Role Playing
 Case Studies
Self-Discovery
 Movies/Videos/Computer based
Trainings MYSORE TRAINING FACILITIES

10. Training Department:
Teams:-
Corporate training team
Organizational development team
Training dept is divided across different verticals:-
1-communication service providers.
2-banking and capital market.
3-manufacturing vertical.
4-insurance and health care.
5-emerging markets-yahoo and British petroleum

12. TATA E-learning programs:
A Unique self-paced program is conducted named
'TATA - Harvard Manage Mentor self-paced e-learning program' by
Harvard Manage Mentor, in association with Harvard Business
School Publishing, providing 44 different programs for Tata
employees.
E-learning programs include:
 Live e-classroom
 Live video broadcast and
 Self-paced e-learning programs

13. Training Modules:
• The training module consists of four cross-functional, cross-
business and cross-located assignments.
--These include three business shifts of 15 weeks
duration in sales and marketing, manufacturing and
operations, corporate strategy, finance and human resources.
• A seven-week rural assignment exposes the trainees to
community work and rural India, helping instill in them a
true picture of the life of ordinary Indians.

14. • Another module is the mentorship programme for
managers placed within group companies. This was
initiated to create a platform for the personal and
professional development of managers post
placement. Additionally, managers are then taken
through a development plan that lasts five years.
• The program's one-year training module, renamed
'group orientation and learning' (GOAL),
emphasizes on structured orientation through
classroom inputs and field visits. It builds trainees'
perspective on the seven core sectors of the Tata
group, its current and future challenges, and its
drive to become a truly global organization.

16. Training programme:
Maruti have invested about Rs 12 crore in their training
program .
They took a decision to establish a world class Maruti
training centre which might come up on a 6-8 acre plot.
Maruti arranges training at several intervals. The
training is mandatory for all the employees. The
training schedule is maintained by the Hr manager.

17. TRAINING PROCESS FOR SALES EXECUTIVES.:-
PRODUCT PROGRAMS:-imparts complete knowledge on MU and its
competitors. Various programs arranged for 2 days.
SELLING SKILLS/CONSULTIVE SELLING PROCESS: - enables understand
customers needs, sales processes etc and enables apply learning in actual
selling (2 days )
CUSTOMER CARE: - appositive attitude and the ability to move is a pre
requisite for excellent performance in any world. Program aims at helping
one to build a positive attitude and interpersonal skills and to enable
better customer handling.

18. TRAINING PROCESS FOR GENERAL MANAGERS/ BRANCH HEADS:
1. Dealership Management Program: -For second generation dealers, and GM’s
and executives on how to manage entire Dealership Operations. Financial
Management, staff management , motivation, tie management planning are
covered.
2. Sales Managers/Team Leaders Program: The Training covers issues like Sales
management( target setting and achievement, enquiry management, resource and
time management etc), Supervisory skills ,Practical Coaching skills, knowledge of
Maruti Finance, Maruti Insurance Extended warranty, True value etc and car
advisor for life concept.(2 days )
3. Branch managers Program: many of the dealers have multiple outlets. While the
owners sit any one outlet and control the others from there, different branch
heads that managers the day to day operations of the outlet manages the other
outlets.