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S sudershan
CONTACT ADDRESS: 32 IInd Cross Gramadevatha temple street Adugodi Bangalore 560030
Phone# +91 7411001389 E-Mail :sudershansampath@gmail.com, sudershan_raj@rediffmail.com
DATE OF BIRTH: 19th January 1977
HUMAN RESOURCE MANAGEMENT PROFESSIONAL
Leading Bangalore Learning and Organization Development team , 11 years of Experience in Human Resource
Development / Performance Management System / Compensation Management and Employees Welfare
PROFILE
 HR Professional possessing exhaustive experience in handling best practices, development initiatives,
budgets, Organisational Development and Employee services .
 Developed and implemented effective HR procedure to optimize resources and increase productivity
levels, thereby reducing organizational costs.
 Instrumented steps to enhance employee skills with emphasis on efficiency and effectiveness leading to
better employee performance.
 Proven skills at operations management and formulating strategies, organizing highly effective training
and development programs through innovative and trend setting activities to achieve accelerated growth.
Learning & Development Deployment of HR Best Practices Strategic HRM
Manpower Rationalization Organizational Development While at Work
PROFESSIONAL EXPERIENCE
Leading Bangalore Learning & Organization Development,HR services (April 2012– till date)
Responsibilities
 As Manager Learning & Development will create and implement talent and competency
development interventions/programs designed to enhance competencies in specific areas that will
have a direct/indirect impact on business and growth.
 Executing technical, behavioral and leadership development programs and OD interventions.
 Work with SMEs, external facilitators/consultants to deliver learning interventions.
 Managing a team consisting of e-learning specialists, training coordinators to build and provide an
effective platform for learning interventions on multiple tracks as required for organizational
effectiveness.
 Responsible for ensuring complete conformance to ISO,ISMS,AS9100,OHSAS,BC and Customer
audits for Training/Learning/Competency Development function.
 Partner with the Business and HR leaders to identify competency areas that directly impact bottom
line and enhance top line and build learning modules and assessment mechanisms.
Provide high impact Learning and Leadership interventions across learning tracks through various
learning media like classroom, self-learning/e-learning, team building, outbound, on-the-job
training, knowledge portal etc.
 Build a library of content/courses that would help to enhance multiple levels of all critical
competencies across all competency tracks that can be used to deliver learning programs by SMEs,
Technical Team Leads and Functional Specialists.
 Effectively work with internal and external trainers to optimize training cost and delivery.
Lead the design, development and execution of current and future technical, Leadership and
Professional Development programs (including Principles of Leadership, level specific learning,
Professional Development, and innovative on-line, virtual and/or social learning programs).
 Support and implement technology platforms, programs and initiatives, including learning
management systems and on-line
 Facilitate team building workshops as and when required by HR Business Partners for their
business groups.
 Develop, implement and manage Oganization Design & Development strategies that support SED's
business strategy, specifically in the areas of Talent & leadership, Organizational capability &
effectiveness, Career Development, Succession planning/talent management, Organizational
measurement and Employee Engagement
 Ensure robust Organization & Leadership capability development, Developing Competency
Mapping framework, Managing knowledge management and Patents , Understand business needs
and to implement suitable and effective learning solutions within reasonable timeframes and costs
 Employee Records / File Management, HRMS Data Management, HR MIS & Analysis and
reporting, HR Budget formulation and tracking.
 Updating HR BSC, HR Metrics and monthly dashboards, HR Services such as confirmation process
and exit formalities, Driving and Managing HR Processes adherance and HR Internal Audits.
 Handling external HR Audits, Define and prepare SOPs for new processes, Compensation
preparation for Bangalore based recruits.
 Advising on & Preparation of Choice Pay for new recruits, SPOC for the Outsourced resources ,
Coordinating OE activities at bglr
 Fun at work events and external benchmarking of best practices, HR connect and Sustainability
initiatives
Core Responsibility :-
 Work Environment : Maintaining harmonious working environment in all the locations,
resolving / mediating for resolution of issues.
Manpower Planning : In line with the growth plan of the organization, focusing especially on New factory
, responsible for preparation and periodic review of the 5 year Manpower Plan for the new factory and SEZ.
Goal Setting & Performance Management System : Focusing on a team based performance, ensuring
timely completion of Goal setting excercises based on Balanced Score Card, as also half yearly review of
goals of employees and the annual Performance appraisal.
Employment Engagement & Satisfaction : Conducting and ensuring cent percent participation of
employees at all location and Sharing results with employees, formulating action plans for improvement &
ensuring its implementation.
Talent Management & Succession Planning : Deliberate with the Leadership team in trying to create a
fine blend of aspirations and inherit talent of employees, to enable retain the talent pool.
Capability Development (Learning and Development Initiatives) : Working with divisional training co-
ordinators in ensuring adherence to the training calander, ensuring successful implementation of L&D
initiatives like Fusion, Mentoring etc. Identifying & Organising various Behavioural programmes for
employees.
Recruitment : Organising/Conducting interviews of candidates for positions based at Hydro & Renewable
Operations businesses, in co-ordination with the Corp. HR team, including Internal Job Postings for
providing Career & Growth opportunities to existing employees. Also a panel member for Campus
Recruitments. Recruitment of task force employees in line with agreement with the Union.
Induction of New Recruits : Planning and ensuring successful implementation of the Induction Schedule
of newly inducted employees at site. Special sessions for freshers selected through through Campus.
Policies, Processes & Practices : Implementation of the various Policies, Processes & Practices, in co-
ordination with the Corporate HR.
HR Services : Ensuring timely completion of Confirmations, retirement procedures, separation formalities.
Need based transfer of employees within the division as also to other divisions. Maintaining employee data
base, generating MIS as and when required.
Welfare Measures : In line with the TATA’s core value of focusing on employees’ welfare, organizing
health & domestic safety and other behavioural programmes
Competencies / Skills :
 Knowledge of Adult Learning methods and Learning Organizations.
 Designing and delivering interventions / training programs in the behavioral at least first level
supervisory/leadership intervention / program..
 Training Needs Analysis for all Learning tracks viz., Technical, Domain, Process apart from Behavioral
and Leadership tracks.
 Experience in Learning Assessment Methods and tracking Learning effectiveness.
 Strong client relationship management skills and ability to effectively work with all levels.
 Strong vendor relationship skills and ability to identify right vendors for programs and work to get
appropriate content delivered and measure learning effectiveness.
 Experience in designing Competency Frameworks desirable.
 Fast and motivated learner.
Personal Traits:
 Friendly and people-oriented
 Customer focus and Collaboration
 Initiative and commitment
 Problem Solving
 Professional, ethical and values driven
 Strong work ethic
 Excellent influencing skills
Achievements
 Gold Award for Training Excellence in HR from Greentech Foundation New Delhi.
 Successfully implemented initiatives like “HR Connect” & “Skip” meeting, providing opportunity for
employees to freely express their grievances.
 Silver medal in Green Manufacturing Audit
 Best Practices award in 2015 from D&B
 SCPL for Gen-Y people
 R&R in the year 14 and 15 for achieving TNCI and best practices
OD Intervention
EMPLOYEE ENGAGEMENT THROUGH HR VISION
VOICES :- Voices of Internal Customer Engagement & Satisfaction
STEP :- Suggestion to Excel and Progress
PRIDE:- Personal Recognition in Driving Education
MAP:- Manager Assimilation Program
W@W :- While at Work
WORKING IN LEARNING AND DEVELOPMENT DEPARTMENT AS TRAINER ASWELL AS TRAINING
COORDINATOR ( FROM 2006 TILL 22nd March 12 )
Successfully undergone training at ASIA PACIFIC GLOBAL PRODUCTION CENTER THAILAND in Fundamental training as well
as Standardized Work
About Fundamental training program in Thailand-
The main motto of the Training is to be developed as a trainer who can deliver training in the same Global standard level of
Training
Learning and understanding the Basic Knowledge of each process from step one Identifying the Key point and implementing
in skill training content.
Role play as trainee as well as trainer, understand the other view , understanding the technique
Used while training the members.
Training & Development - Identifying development needs,for every associate across functions and levels. Responsible for
Training Need Analysis and preparation of Training Calendar for the year. Rolled out planned development initiatives through end to
end event logistics management. Successfully initiated a process ofinternal subject matter experts on functional areas to impart
training at the least possible cost.
Also, responsible for the Induction & Orientation program for all new employees. Buddy and mentor for trainees and new hire
Identifying training needs across levels through mapping of skills required for particular positions and analysis of the exis ting level of
competencies.
Organizing induction programmers for the new joinees; facilitating Management Development Programs including technical and soft-
skills training programs.
Implementing training and development initiatives to achieve good results.
Updating database with names of attendees,dates,faculty, cost and feedback of the employees.
Conducting training feedback analysis; updating training undergone in the skill map of the members.
Training & Development – identification, execution, effectiveness evaluation
Skill & Competency Mapping
Performance Management
Developing HR policies & procedures – Employee Handbook
Compensation & Benefits coordinator
Implement Work Life Plan & introduce Global Production Training Structure and carry out Plant wide Training.
Understanding the Importance of Human Development by Continuous Training & there by increasing the competency level:
Training Activities (Global Toyota Certified Master Trainer)
Carried out training requirement study for Shop floor Planning, Installation of Training Centre at Toyota Kirloskar Motor-
Bidadi.Responsible for designing & manufacturing training infra & equipments
Preparation of training manuals based on shop floor requirement, preparing Visual manuals & Curriculum to facilitate effective
training.
WORKED IN PRODUCTION (Shop Floor HRD) (FROM JUNE 2003 TILL AUGUST 2006)
Job Accountabilities;
 4 ‘S’ and Visualization of Physical Goods - Condition of worksite in which abnormality jumps into the eyes at a
glance to the supervisor by immediately by 4 ‘S’ , Visualization, Visual Control & Problem Solving.
 Standardized Work implementation, Management & Jikoutei Kanketsu (NDC) – Setting of Standardized work,
Visualization of Standardized work, Utilization of Standardized work and Result KPI like Zero Accidents, Zero
Defects and Direct Man hour reduction.
 OJD and model line preparation - Reinforcement of shop floor and human resource development through visual
control, action and Kaizen to cope with abnormality by determining the standard and basic rules of shop floor
management
 Shop Floor Daily Management - Classify shop floor management level into 3 stages (5 major missions) and set a
target and implement concrete action according to the situation and level of each affiliate.
 KPI Management- Arrive at KPI for Asia Pacific Toyota Affiliates, Make clear Data grasping method & based on
negative factor (Sub KPI) suggest Kaizen & see through its implementation.
 Shop floor Performance assessment - Carry out Shop Floor Jiritsuka (Self Reliance) assessment of Asia Pacific
Manufacturing Companies.
 Abnormality Management – Prioritize weak points based on the results of assessment & carry out Kaizen based on
the level of responsibility (Occurrence type, Subject setting type & vision achievement type)
SHOP EXPERIENCE IN LINE SIDE (From August 1999 till 2003 June)
Job Accountabilities;
 Responsible for implementation of the TOYOTA Production System ( T.P.S ) viz safety first, Quality ( BIQ ), Just in time
(JIT), minimization of Cost, 5 ’S’, Standardized Work, Total Preventive Maintenance ( T. P. M ).
 Responsible for reporting of Production Efficiency, Key Quality performance’s and Attendance control of the area to DGM
 Spearheading a team, setting departmental targets and managing departmental issues & supporting the organizational needs.
 Responsible for making standardized work chart, standard work combination table, work instruction sheet, work
instruction drawing and display at the work place for smooth work flow sequence.
 Practicing GENCHIE GENBUTSU (Go and see) rule for the production, quality and easy operations.
 Implementation of KAIZEN to improve work place environment.
 Was instrumental in setting group wise Quality targets as per the company wide Quality Hoshin targets.
 Applied QC Circle to improve the working condition through active participation of team members .
 Problem solving through PDCA, 7 QC tools & 4 M analysis.
 Handling the training and development aspects of the team consisting of ISO 14001 activities to meet Environmental
Standards.
 Establish systemfor quality standards for ensuring the Built in quality at line side.
Responsible for installation of Jigs & Equipment and machinery from GOSHI-SVP (Start Volume Production) according
EDUCATION & PROFESSIONAL DEVELOPMENT
Persuing POSTGRADUATE DIPLOMA In Talent MANAGEMENT
BACHELOR in Business Administration
MKU University , Bangalore :
Certified Psychometric Test Professional (CPTP)
NHRD
Certified Learning and Development Manager
NHRD
CACA
NHRD
LANGUAGE SKILLS
Multilingual; Kannada,Telugu, English & Hindi
REFERENCES: Available on request.
Commitment & Competence - two Qualities required
for accomplishment of any mission.
Open for new challenges, I assure abundance of both.

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sudershan

  • 1. S sudershan CONTACT ADDRESS: 32 IInd Cross Gramadevatha temple street Adugodi Bangalore 560030 Phone# +91 7411001389 E-Mail :sudershansampath@gmail.com, sudershan_raj@rediffmail.com DATE OF BIRTH: 19th January 1977 HUMAN RESOURCE MANAGEMENT PROFESSIONAL Leading Bangalore Learning and Organization Development team , 11 years of Experience in Human Resource Development / Performance Management System / Compensation Management and Employees Welfare PROFILE  HR Professional possessing exhaustive experience in handling best practices, development initiatives, budgets, Organisational Development and Employee services .  Developed and implemented effective HR procedure to optimize resources and increase productivity levels, thereby reducing organizational costs.  Instrumented steps to enhance employee skills with emphasis on efficiency and effectiveness leading to better employee performance.  Proven skills at operations management and formulating strategies, organizing highly effective training and development programs through innovative and trend setting activities to achieve accelerated growth. Learning & Development Deployment of HR Best Practices Strategic HRM Manpower Rationalization Organizational Development While at Work PROFESSIONAL EXPERIENCE Leading Bangalore Learning & Organization Development,HR services (April 2012– till date) Responsibilities  As Manager Learning & Development will create and implement talent and competency development interventions/programs designed to enhance competencies in specific areas that will have a direct/indirect impact on business and growth.  Executing technical, behavioral and leadership development programs and OD interventions.  Work with SMEs, external facilitators/consultants to deliver learning interventions.  Managing a team consisting of e-learning specialists, training coordinators to build and provide an effective platform for learning interventions on multiple tracks as required for organizational effectiveness.  Responsible for ensuring complete conformance to ISO,ISMS,AS9100,OHSAS,BC and Customer audits for Training/Learning/Competency Development function.  Partner with the Business and HR leaders to identify competency areas that directly impact bottom line and enhance top line and build learning modules and assessment mechanisms. Provide high impact Learning and Leadership interventions across learning tracks through various learning media like classroom, self-learning/e-learning, team building, outbound, on-the-job training, knowledge portal etc.
  • 2.  Build a library of content/courses that would help to enhance multiple levels of all critical competencies across all competency tracks that can be used to deliver learning programs by SMEs, Technical Team Leads and Functional Specialists.  Effectively work with internal and external trainers to optimize training cost and delivery. Lead the design, development and execution of current and future technical, Leadership and Professional Development programs (including Principles of Leadership, level specific learning, Professional Development, and innovative on-line, virtual and/or social learning programs).  Support and implement technology platforms, programs and initiatives, including learning management systems and on-line  Facilitate team building workshops as and when required by HR Business Partners for their business groups.  Develop, implement and manage Oganization Design & Development strategies that support SED's business strategy, specifically in the areas of Talent & leadership, Organizational capability & effectiveness, Career Development, Succession planning/talent management, Organizational measurement and Employee Engagement  Ensure robust Organization & Leadership capability development, Developing Competency Mapping framework, Managing knowledge management and Patents , Understand business needs and to implement suitable and effective learning solutions within reasonable timeframes and costs  Employee Records / File Management, HRMS Data Management, HR MIS & Analysis and reporting, HR Budget formulation and tracking.  Updating HR BSC, HR Metrics and monthly dashboards, HR Services such as confirmation process and exit formalities, Driving and Managing HR Processes adherance and HR Internal Audits.  Handling external HR Audits, Define and prepare SOPs for new processes, Compensation preparation for Bangalore based recruits.  Advising on & Preparation of Choice Pay for new recruits, SPOC for the Outsourced resources , Coordinating OE activities at bglr  Fun at work events and external benchmarking of best practices, HR connect and Sustainability initiatives Core Responsibility :-  Work Environment : Maintaining harmonious working environment in all the locations, resolving / mediating for resolution of issues. Manpower Planning : In line with the growth plan of the organization, focusing especially on New factory , responsible for preparation and periodic review of the 5 year Manpower Plan for the new factory and SEZ.
  • 3. Goal Setting & Performance Management System : Focusing on a team based performance, ensuring timely completion of Goal setting excercises based on Balanced Score Card, as also half yearly review of goals of employees and the annual Performance appraisal. Employment Engagement & Satisfaction : Conducting and ensuring cent percent participation of employees at all location and Sharing results with employees, formulating action plans for improvement & ensuring its implementation. Talent Management & Succession Planning : Deliberate with the Leadership team in trying to create a fine blend of aspirations and inherit talent of employees, to enable retain the talent pool. Capability Development (Learning and Development Initiatives) : Working with divisional training co- ordinators in ensuring adherence to the training calander, ensuring successful implementation of L&D initiatives like Fusion, Mentoring etc. Identifying & Organising various Behavioural programmes for employees. Recruitment : Organising/Conducting interviews of candidates for positions based at Hydro & Renewable Operations businesses, in co-ordination with the Corp. HR team, including Internal Job Postings for providing Career & Growth opportunities to existing employees. Also a panel member for Campus Recruitments. Recruitment of task force employees in line with agreement with the Union. Induction of New Recruits : Planning and ensuring successful implementation of the Induction Schedule of newly inducted employees at site. Special sessions for freshers selected through through Campus. Policies, Processes & Practices : Implementation of the various Policies, Processes & Practices, in co- ordination with the Corporate HR. HR Services : Ensuring timely completion of Confirmations, retirement procedures, separation formalities. Need based transfer of employees within the division as also to other divisions. Maintaining employee data base, generating MIS as and when required. Welfare Measures : In line with the TATA’s core value of focusing on employees’ welfare, organizing health & domestic safety and other behavioural programmes Competencies / Skills :  Knowledge of Adult Learning methods and Learning Organizations.  Designing and delivering interventions / training programs in the behavioral at least first level supervisory/leadership intervention / program..  Training Needs Analysis for all Learning tracks viz., Technical, Domain, Process apart from Behavioral and Leadership tracks.  Experience in Learning Assessment Methods and tracking Learning effectiveness.  Strong client relationship management skills and ability to effectively work with all levels.  Strong vendor relationship skills and ability to identify right vendors for programs and work to get appropriate content delivered and measure learning effectiveness.  Experience in designing Competency Frameworks desirable.  Fast and motivated learner.
  • 4. Personal Traits:  Friendly and people-oriented  Customer focus and Collaboration  Initiative and commitment  Problem Solving  Professional, ethical and values driven  Strong work ethic  Excellent influencing skills Achievements  Gold Award for Training Excellence in HR from Greentech Foundation New Delhi.  Successfully implemented initiatives like “HR Connect” & “Skip” meeting, providing opportunity for employees to freely express their grievances.  Silver medal in Green Manufacturing Audit  Best Practices award in 2015 from D&B  SCPL for Gen-Y people  R&R in the year 14 and 15 for achieving TNCI and best practices OD Intervention EMPLOYEE ENGAGEMENT THROUGH HR VISION VOICES :- Voices of Internal Customer Engagement & Satisfaction STEP :- Suggestion to Excel and Progress PRIDE:- Personal Recognition in Driving Education MAP:- Manager Assimilation Program W@W :- While at Work WORKING IN LEARNING AND DEVELOPMENT DEPARTMENT AS TRAINER ASWELL AS TRAINING COORDINATOR ( FROM 2006 TILL 22nd March 12 ) Successfully undergone training at ASIA PACIFIC GLOBAL PRODUCTION CENTER THAILAND in Fundamental training as well as Standardized Work About Fundamental training program in Thailand- The main motto of the Training is to be developed as a trainer who can deliver training in the same Global standard level of Training Learning and understanding the Basic Knowledge of each process from step one Identifying the Key point and implementing in skill training content. Role play as trainee as well as trainer, understand the other view , understanding the technique Used while training the members.
  • 5. Training & Development - Identifying development needs,for every associate across functions and levels. Responsible for Training Need Analysis and preparation of Training Calendar for the year. Rolled out planned development initiatives through end to end event logistics management. Successfully initiated a process ofinternal subject matter experts on functional areas to impart training at the least possible cost. Also, responsible for the Induction & Orientation program for all new employees. Buddy and mentor for trainees and new hire Identifying training needs across levels through mapping of skills required for particular positions and analysis of the exis ting level of competencies. Organizing induction programmers for the new joinees; facilitating Management Development Programs including technical and soft- skills training programs. Implementing training and development initiatives to achieve good results. Updating database with names of attendees,dates,faculty, cost and feedback of the employees. Conducting training feedback analysis; updating training undergone in the skill map of the members. Training & Development – identification, execution, effectiveness evaluation Skill & Competency Mapping Performance Management Developing HR policies & procedures – Employee Handbook Compensation & Benefits coordinator Implement Work Life Plan & introduce Global Production Training Structure and carry out Plant wide Training. Understanding the Importance of Human Development by Continuous Training & there by increasing the competency level: Training Activities (Global Toyota Certified Master Trainer) Carried out training requirement study for Shop floor Planning, Installation of Training Centre at Toyota Kirloskar Motor- Bidadi.Responsible for designing & manufacturing training infra & equipments Preparation of training manuals based on shop floor requirement, preparing Visual manuals & Curriculum to facilitate effective training. WORKED IN PRODUCTION (Shop Floor HRD) (FROM JUNE 2003 TILL AUGUST 2006) Job Accountabilities;  4 ‘S’ and Visualization of Physical Goods - Condition of worksite in which abnormality jumps into the eyes at a glance to the supervisor by immediately by 4 ‘S’ , Visualization, Visual Control & Problem Solving.  Standardized Work implementation, Management & Jikoutei Kanketsu (NDC) – Setting of Standardized work, Visualization of Standardized work, Utilization of Standardized work and Result KPI like Zero Accidents, Zero Defects and Direct Man hour reduction.  OJD and model line preparation - Reinforcement of shop floor and human resource development through visual control, action and Kaizen to cope with abnormality by determining the standard and basic rules of shop floor management  Shop Floor Daily Management - Classify shop floor management level into 3 stages (5 major missions) and set a target and implement concrete action according to the situation and level of each affiliate.  KPI Management- Arrive at KPI for Asia Pacific Toyota Affiliates, Make clear Data grasping method & based on negative factor (Sub KPI) suggest Kaizen & see through its implementation.  Shop floor Performance assessment - Carry out Shop Floor Jiritsuka (Self Reliance) assessment of Asia Pacific Manufacturing Companies.  Abnormality Management – Prioritize weak points based on the results of assessment & carry out Kaizen based on the level of responsibility (Occurrence type, Subject setting type & vision achievement type) SHOP EXPERIENCE IN LINE SIDE (From August 1999 till 2003 June)
  • 6. Job Accountabilities;  Responsible for implementation of the TOYOTA Production System ( T.P.S ) viz safety first, Quality ( BIQ ), Just in time (JIT), minimization of Cost, 5 ’S’, Standardized Work, Total Preventive Maintenance ( T. P. M ).  Responsible for reporting of Production Efficiency, Key Quality performance’s and Attendance control of the area to DGM  Spearheading a team, setting departmental targets and managing departmental issues & supporting the organizational needs.  Responsible for making standardized work chart, standard work combination table, work instruction sheet, work instruction drawing and display at the work place for smooth work flow sequence.  Practicing GENCHIE GENBUTSU (Go and see) rule for the production, quality and easy operations.  Implementation of KAIZEN to improve work place environment.  Was instrumental in setting group wise Quality targets as per the company wide Quality Hoshin targets.  Applied QC Circle to improve the working condition through active participation of team members .  Problem solving through PDCA, 7 QC tools & 4 M analysis.  Handling the training and development aspects of the team consisting of ISO 14001 activities to meet Environmental Standards.  Establish systemfor quality standards for ensuring the Built in quality at line side. Responsible for installation of Jigs & Equipment and machinery from GOSHI-SVP (Start Volume Production) according EDUCATION & PROFESSIONAL DEVELOPMENT Persuing POSTGRADUATE DIPLOMA In Talent MANAGEMENT BACHELOR in Business Administration MKU University , Bangalore : Certified Psychometric Test Professional (CPTP) NHRD Certified Learning and Development Manager NHRD CACA NHRD LANGUAGE SKILLS Multilingual; Kannada,Telugu, English & Hindi REFERENCES: Available on request. Commitment & Competence - two Qualities required for accomplishment of any mission. Open for new challenges, I assure abundance of both.