Training presentation

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.

FOUR OTHER OBJECTIVES

Individual Objectives :-help employees in achieving their personal goals, which in turn, enhances the individual contribution to an organization.

Organizational Objectives :-– assist the organization with its primary objective by bringing individual effectiveness.

Functional Objectives – maintain the department's contribution at a level suitable to the organization's needs.

Societal Objectives -ensure that an organization is ethically and socially responsible to the needs and challenges of the society.

TRAINING IN ORGANIZATION: A DEVELOPMENTAL PERSPECTIVE

The increased role of training in every organization irrespective of the nature,  size and  structure  and leadership pattern to bring desired change  is deeply felt and  practiced.

According to the recent review by Harvard Business Review, there is a direct link between training investment of the companies and the market capitalization. Those companies with higher training investment had higher market capitalization. It clearly indicates that the companies which have successfully implemented training programs have been able to deliver customer goals with effective results.

Since the very effectiveness of any organization depends on the competencies and motivation level of the employees present in it. The effectiveness of   manpower planning lies in how well the quantity and quality of the manpower is maintained in the organization

BASIC RATIONALE BEHIND TRAINING 1) Training as an enabling function :A well

defined and need based training which focuses on the  present competencies and aims towards developing the required ones always  shows a clear and transparent picture of a enabled employee. 

2) Training as a planned experience:A competency based training when matched with suitable content,  concepts,  trainers and experience leads  training as a  wonderful experience out of classrooms and sets a unlimited scope for development.

3) A key to intrinsic motivation :An intrinsically motivated employee in result not only creates a better work culture in his own working but helps in achieving super ordinate goals thus becoming a motivated and a committed performer. 4) Training as a key to change management:training program aimed at improving skills and removing the mental blocks which prevents an employee to deliver his best in his work. Thus,  a trained employee in himself becomes a change agent who facilitates innovative and creative approach to management.

5) Generating future employees :Well trained and motivated workforce work proactively are ready to accept challenges, are multi – skilled and bring enhanced profits to organization. 

INCREASED ROLE OF TRAINING IN DIFFERENT SECTORS

Training Programs in Retail/FMCG Sector -* some of the training programs that are given in the retail sector are:* Sales Training* On-the-Job Training* Seminars/Workshops* Customer Relationship Management* Online Course* Group Study* Computer-Based Training

TRAINING PROGRAMS AT IT INDUSTRY

Training Courses in BPO Sector

* Call Centre Management* Advanced Interpersonal Communication* Business Communication* Accent neutralization* Customer Relationship Management* E-mail Etiquette* Selling over the Phone* Telephone Etiquette

* Cross-cultural Training* Computer Based Training Methods* E-learning* CD-ROM-based* Lectures* Discussions* Media access* Web* Video* Audio* Web-based training sessions* Intranet-based training courseware

TRAINING PROGRAMS AT PHARMACEUTICALS INDUSTRY Training Areas

* Brand Protection* Contamination Control* Drug Verification* Supply Chain Visibility* Recall Management* Shrinkage Reductions * On-the-job training

TRAINING INITIATIVES AT KPO

KPO is about providing knowledge based services in the areas like market research, business research, financial research, legal services, etc.

There is a constant need of well-planned training programs as the work profile requires understanding of market research objectives and methodologies. This sector requires behavioral training as well as training to handle stress because of odd working hours

TRAINING INITIATIVES IN HOSPITALITY SECTOR

The major challenge of this sector is shortage of skilled employees along with the challenge of attrition rate. Managers require huge range of competencies such as, peoplemanagement, viable skills, business insights, analytic skills, succession planning, and   human resource development in order to get success in this sector.

. Some of the essentials required by this sector are:

* Good infrastructure* Trained trainers* Quality of content* Certification of training course* Effective Training evaluation

Training Programs are available for the following areas:

* Food Production* Food and Beverage Service* Front Office

TRAINING INITIATIVES IN AUTOMOBILE SECTOR

With this rapid expansion and coming up of major players in the sector, the focus is more on the skilled employees and the need of human resource.  The companies are looking for skilled and hard working people who can give their best to the organization. Various companies are opening training institutes to train interested ones in this sector, like Toyota has recently opened Toyota Technical Training Institute (TTTI) near Bangalore that will offer 4 courses in automobile assembly, mechatronics , automobile weld and automobile paint. TTTI will provide both a high standard of education and training in automotive technology as well as employment opportunities for development

ADOPTING OUT – OF  THE BOX THINKING  APPROACH

Apart from the regular in – house training programs organization depending on the skills should also be willing to initiate other ways which in an indirect way would train the employees as well as give a message that they are valued and the organization has a serious and committed approach for their future. Certain initiatives in this regard are -

1) Wipro Spectra mind has tied up with BITS Pilani and the Symbiosis Institute of Management to provide distance learning programmer for employees which would help in better career progression and  movement up the ladder

2) Software Company CSC gives its employees a six-month sabbatical to work with an NGO of their choice. Initiatives like these help in building a feeling of social responsiveness which also brings positive changes in emotional balance and value system.

3) Wipro Spectra mind and ICICI One Source use their powerful parents to provide career diversification opportunities

ALIGNING TRAINING TO BUSINESS STRATEGY: MANAGEMENT PERSPECTIVE

For today's organization training is although not a panacea for all the ills nor is a remedy which can work miracles but is an approach which reflects an organization commitment towards its employees not only for present but also for future.

The other benefits which the management foresee are -

* Better career progression * Reduction in rejections * Technology aggradations * Less grievances * Employee empowerment * Effective HRP* Employee retention * Optimal resource utilization

TRAINING METHOD: A DEVELOPMENTAL PERSPECTIVE With the advent of globalization and

liberalization and increased complexities in the working and structure of organization with diverse work force, talent management and its retention has become a big question. Training thus plays a pivotal role in not only improving the efficiency and competencies of the employees but a long term vision to prepare work force to acquire new roles.

Major stakeholders in traininga) Trainees b) Trainersc) Training department / agency d) Organization e) Customers f) Society 

Thus the effectiveness of training and the expected results produced in form of benefits will bring improvements not only for the employee but all the above mentioned stakeholders who are

directly or indirectly a part of organization fate. 

ESSENTIALS FOR TRAINING

a) Careful Training need  assessment  - At individual,  task level and organization level b) Training need identification – with the help of reports,  feedback,  brainstorming exercises,  informal interaction between trainee,  boss and peers,  past performance, appraisal results & expected future roles to be  played by the employee  c) Carefully  planning the budget  & other resources needed for effective training d) Other essentials – Including the resource person, trainer, selection of trainee, mode of training whether in house, external training or any professional course. a) Careful Training need  assessment 

e) Venue,  seating arrangement,  Aids in training,  printed material or the content,  time duration,  types of modules and mode of assessment. f) Training evaluation  or assessment g) Identifying the implication h) Implementation and follow up i) Motivate and engage your people with  such issues  that focus on key business results

ROLE OF TRAINING METHODS IN ORGANIZATION EFFECTIVENESS: A DEVELOPMENTAL PERSPECTIVE

Every organization depending on the nature, size,  resource availability and  objectives adopts a specific,  need based training program to be imparted depending on the level,  content and the expected outcome from it.

1) Generating interaction and developing inter personal behaviour

2) Better decision making and leadership skills

3) Better work performanc and rapport  building

4) Better understanding of organization and value inculcation 

5)  Emerging trends in training as a competitive advantage

Role Definition Questions

1. Why is training important to our company?

2. What is the purpose of training in our company?

3. Why should we conduct training programs?

4. What are the internal and external markets (clients, customers and consumers) that we support?

5. Who should be trained?

6. When should training be provided?

7. To what level should they be trained?

8. What do we expect training to accomplish?

9. How should training programs be designed?

10. What are the limitations of training?11. What would happen over the next year if the training department were eliminated?12. What would happen over the next year if the training department doubled in size?13. What responsibility do employees have for their own learning?14. What responsibility do supervisors and managers have for learning?15. What responsibility does senior executive leadership have for supporting a learning culture?16. What responsibility does the training department have to its clients, customers and consumers?17. What responsibility does the training department have to other departments in the company?18. Is training considered an investment or an expense?19. How will the effectiveness of training be measured?20. How should continuous learning be viewed?

Role of HRD Professionals in Training

This is the era of cut-throat competition and with this changing scenario of business; the role of HR professionals in training has been widened. HR role now is:

1. Active involvement in employee education2. Rewards for improvement in performance3. Rewards to be associated with self esteem and self worth4. Providing pre-employment market oriented skill development education and post employment support for advanced education and training5. Flexible access i.e. anytime, anywhere .

CONCLUSION