The only thing constant in life is

change

Lets get to know each other..Your NameWhere are you from?Family backgroundEducational qualificationWork experience/internships/projects(if any)Hobbies/interestsFuture aspirations?Why did you choose to do MBA?Have you attended any training programs before, if

yes please provide details?What do you expect from these sessions?What do you intend to achieve out of this sessions?

handout

Rules of the class..Switch off your mobile phonesTime keepingNo breaksAttendanceAssignments/projectsUse technologyCross talks listenAsk questions/clarify/discuss/commentPro activeShare knowledgeThink out of the boxBe professionalEnjoy

What do we intend to achieve?Understanding the conceptsApplication of learning'sSuccess in the VTU ExaminationsValue addition to the resume

How do we intend to achieve this?Class room sessionsReading/referenceGaining knowledge from peers/people

associated to this industryParticipating in the activities ex: case studies,

role plays, games etcDeveloping, designing and delivering training

programsSharing knowledgeThinking out of the box

University perspectiveNo. of lecture hours/week: 04Total no. of lecture hours: 56Internal tests: 3IA Marks: 50

(20 marks based on internal tests and 30 marksBased on assignments, presentations, mini

projects, quizzes etc)Exam hours: 3 hoursExam marks: 100

Lesson plan

Student leadersAttendance/time keeping-2Assignments-2Technology/blogs-2Venue and arrangements-2Equipment and training material-2Reporters-allNewsletter-5Assistanceship (stipend based)-2

“The Education Centre, one of the largest of its kind in the world, will train technology professionals. Located in the 270-acre Infosys Mysore campus, the centre can accommodate 4,500 trainees at any given time. Infosys’ total investment commitment in the Mysore Centre is Rs. 520 crore (USD 119.3 million), of which Rs. 285 crore (USD 65.4 million) pertains to the Global Education Centre complex.”

Why has Infosys invested so much on training and development?

Day 2Understand the meaning of training and

developmentDifferentiate between training and developmentUnderstand the need for t&dAttitudes of the organisation towards t&dObjectives of t&dBeneficiaries and benefits of t&dCasestudies presentation by youSet the tone for the next session-overview of

training

What is Training and development?Definition

Difference between training and development:

Why..T & D?Many new entrants lack basic skillsIncreases productivity and reduces wastageIt is cost effective to retrain worker for new jobs than

releasing them and hiring new onesIt enhances the competency of the workforce which

results in increased moraleIncreased quality in both production and service

sectorsFacilitates employee retention Faster customer serviceIf designed and delivered well it will facilitate

achievement of organizational goals.

Organizational types and their attitude towards training1st type: it is unnecessary and time wasting

activity. The cost of training is high and is not commensurate with the benefits derived from it.

2nd type: they treat training as a continious activity. They make every superior in the organization responsible for training which invariably results in learning updates either in technology, methodology or in behaviour

3rd type: they use training a s a tool to solve specific problems. Once the problem is solved the training is discontinued.

What has changed the companies perception towards trainingMore and more skills are taught and fewer skills

are regarded as inbornThe change of technology is advancing at a

faster pace making skills of today obsolete tomorrow, thus making training and re training imperative.

Globalization has resulted in diversity in lifestyles, attitudesof people, working environment etc compelling employees to get trained in various skills like foreign languages, negotiatiob, techniques, telephone skills etc

Objectives of trainingTraining objectives are formulated with the companies

goals and objectives:To train the employees in the companies culture and

ethosTo prepare the employees both newly recruited and

already employed to meet the present as well as the future requirement of the job and the organization

To improve work methods and skills so as to increase quality and quantity of output

To prevent obsolescenceTo prepare employees for higher level responsibilities

To increase the efficiency and effectiveness of employees by updating them on latest concepts and techniques

To facilitate succession planning i.e. to build up a second line of competent employees

To reduce supervision wastage and accidentsTo ensure economical output with high qualityTo develop inter-personal relationsTo foster individual and group morale with

positive attitude and cordial relations.

Beneficiaries of trainingThe organizationThe individualThe teamsIn the broader senseThe common manThe country

Benefits of trainingTo organizationLeads to improved profitabilityPositive attitude towards profit orientationImprove the job knowledge and skills at all levels of

the organizationImproves the morale of the workforceHelps people identify with organizational goalsHelps create better corporate imageFosters authenticity, openness and trustImproves relationship between boss and sub ordinatesAids in organizational development

Peer level learning(from trainees)Helps prepare guidelines for workAids in understanding and carrying out

organizational policiesProvides information for future needs in all areas of

the organizationEffective decision making and problem solving skillsAids in development of promotion from with inAids in developing leadership skills, motivation,

loyalty, better attitude, and other aspects that successful workers and managers usually display

Increased productivity and quality of workHelps cut down costs ex: production, personnal,

administration etcDevelops a sense of responsibility towards the

organization for being competent and knowledgeable

Improves labour/employee-management relationsReduces outside consulting costs by utilizing

competent internal consultationStimulates preventive managemnet as opposed to

putting out firesEliminates sub optimal behaviour(such a hiding

tools)Aids in improoving organizational communication

Creates an oppurtunity for growth, communication

Helps employees adjust to changeAids in handling conflicts, thereby helping to

prevent stress and tension

Benefits to IndividualHelps the individual in making better decisions

and effective problem solvingMotivational variable of recognition, achievement,

growth, responsibility and advancement are internalized and operationalized

Aids in encoraging and achieving self development and self confidence

Helps a person handle stress, tension, frustration and conflict

Provides information for improving leadership, knowledge, communication skills and attitude

Increases job satisfaction and recognitionMoves a person towards goals while improving

interactive skillsSatisfies personal needs of the trainer and

traineesProvides an avenue for growth and a say in

his/her own futureDevelops a sense of growth in learningHelps a person develop speaking and listening

skills also writing skillsHelps eliminate fear in attempting new tasks

Benefits intragroup and intergroup relationsImproves communication between groups and

individualsAids in orientation for new employees and those

taking new jobs through transfer and promotionProvides information on equal opportunity and

affirmative actionProvides information on other government laws

and administrative policiesImproves interpersonal skillsMakes organizational policies, rules and

regulations viable

Improves moraleBuilds cohesiveness groupsProvides a good climate for learning, growth

anf co-ordinationMakes the organization a better place to

work and live

Case studies

Overview of training..