TRAINING AND DEVELOPMENT

Module 1- Training Orientation

SHIPRA TIWARI

2013MBA-027

Indian Institute of Information Technology And Management, Gwalior

Contents

IntroductionReasons of T&DNeed of T&DIdentification of NeedsObjectiveProcessImportanceAdvantagesInfosys Case

HRM

Recruitment & Selection

Training & Development

Compensation Management

Performance Management

Training & Development

It is a subsystem of an organization. It ensures that randomness is reduced and learning or behavioural change takes place in structured format.

Training is expensive. Without training it is more expensive ----Nehru

Nature of Training=

(Standard Performance - Actual Performance)

Training is the formal and systematic modification of behavior through learning which occurs as a result of education,instruction,development and planned experience. It’s a short term process. Refers to instruction in technical and mechanical problems. Targeted in most cases for non managerial personnel. Specific job related purpose.

Development is any learning activity which is directed towards future needs rather than present needs, and which is concerned more with career growth than immediate performance. It’s a long term educational process. Refers to philosophical and theoretical educational concepts. Managerial Personnel. General Knowledge purpose.

Reasons of Training & Development

• New Technology

• Cost Control

• Role and Career Flexibility

• New Appraisal Techniques

• Skills and labor shortage

• Product and service quality

• Globalization and speed of change

Need of Training & Development

Two biggest factors that contribute to the increased need to training and development :

a) Change

b) Development

Basic aim of training:

a) Suitable change in individual is concerned.

b) Should be related both in the terms of organization’s needs as well as individual need.

Various Method of identifying Training needs:

a) Organizational Analysis

b) Task Analysis

c) Man Analysis

Contd…

Higher Productivity: It improves the level of performance by using the method of work.

Standardization of Procedure: In formal training the methods are standardized which help in improving the quality of product and Services.

Less Supervision: Well trained Employees are self Reliant and motivated.

Economical Operation: Trained Employees make more usage of material and machinery, Reduced wastage and Spoilage.

Higher Morale: Proper training develop positive attitude, job satisfaction and creates job Security by removing employee grievances.

Organizational Climate: It helps in improving the organizational climate as industrial relation and disciplines are improved , resistance to change are reduced, decentralization of authority and participative management can be introduced

Personal Growth: It enlarges the knowledge and skills of the employees which helps them to grow in their career.

Identification of Training needs

Organizational Analysis It is a systematic study of the organization in term of its

objectives, resource allocation and utilization, growth potential and its environment. Its purpose is to determine where training emphasis should be placed in the organization for increasing organizational effectiveness.

Organizational analysis involves the following element: (a) Analysis of Objectives(b) Resource Utilization Analysis

Task Analysis

It is a systematic analysis of jobs to identify job contents, knowledge, skills and aptitudes require to perform the job.

Manpower Analysis

The quality of manpower required by the org. has to be carefully analyzed. It has to be done in the light of both internal and external environment of the organization.

Objectives of Training

• To increase the knowledge of workers in doing specific jobs and to improve overall performance of the organization

• To impart new skills among the workers systematically so that they learn quickly.

• To bring about change in the attitudes of the workers towards fellow workers ,supervisor & the organization.

• To build second line of competent officers and prepare them to occupy more responsible positions

• To reduce the number of accidents by providing safety training to workers.

Training & Development Process Determine T&D Needs

Establish Specific Objectives

Select T&D Methods

Implement T&D Programs

Evaluate T&D Programs

Designing of T&D Programs

Who are the Trainees?

Who are the Trainers?

What methods & techniques?

Level of Training?

Principles of learning

Where to conduct program?

Advantages of Training & Development

Improves job knowledge & skills at all level of organization.

Improves the morale of employeesImproved profitability or positive attitude towards profits.

Aids in organizational development.Helps people identify with organizational goals.

Importance of T&D Programs

Help in addressing employee weaknessesImprovement in workers performanceConsistency in duty performanceEnsuring worker satisfactionIncreased productivityImproved quality of services and productsReduced costReduction in supervision

Types Of Training Induction or Orientation Training : It is concerned with

introducing or orienting a new employee to the organization & its procedure, rules & regulation.

Job Training : It relates to specific job which the worker has to handle, it gives information about machines, process of productions, instructions to be followed, methods to be used & so on.

Internship Training : Under this method, the educational institute enters into arrangement with an industrial enterprise for providing practical knowledge to its students.

Training for promotion: The talented employees may be given adequate training to make them eligible for promotion to higher job in the organization

Training Methods

On the job Methods

a) Job Rotationb) Coaching

c) Job Instruction

Off the job Methods

a) Vestibule Trainingb) Role Playing

c) Lecture Methodsd) Conference or Discussione) Programmed Instructions

INFOSYS The American Society for Training and Development (ASTD) rated

Infosys as the world’s best in employee training and development continuously for three consecutive years 2002, 2003 and 2004.

The “Global Education Centre “ was set up in 2005. It was one of the biggest corporate training centres in the world.

The Global Education Centre would run a 14.5 week residential program, which would impart generic and work specific training in technology areas, along with soft skills and leadership programs to fresher's.

2,350 rooms spread across the campus 58 training rooms, 183 faculty rooms cyber cafe food court, employee care centre, theatre, and education research

block, beside the trainee hostel.

The centre had the capacity to train around 15,000 fresher's in one year. The library had an online database of Infosys case studies to help the recruits. Mysore campus is the world’s biggest training centre.

Training and development department

Teams: Corporate training team Organisational development team Corporate training team caters to band B only-process executive &

senior process executive OD team caters to band C and above.

Total number of people in T&D dept-30

Training department is divided across 5 verticals Communication service providers. Banking and capital market. Manufacturing vertical Insurance and health care Emerging markets

TYPES OF TRAININING:

1. Band “B”

Induction Voice and accent training Process training 6 months training process

recruits in band B have to go through the following training programs during a period of 2-3 yrs.…

1. Quality training-six sigma certifications

2. Competency based training:-

Soft skills training:- communication, presentation, cultural sensitivity, client interface training. MIND-mentoring, innovating, negotiating, developing. It is for self-awareness and self evaluation, mainly focuses on EQ. Transactional analysis-for understanding their own personality.

Technical training: Email Etiquettes, Excel Training, Presentation Skills

For Band C

Induction-1day, joining formalities

Buddy program-one month

It is basically an assistance provided by a peer employee which helps the new recruit understand the process, understand dynamics of the client, client requirement, culture, values.

Recruits in band C and above have to go through the following training programs during a period of 2-3 yrs.…

Quality training

six sigma:-green belt-black belt.

Middle Management Leadership Program (MMLP)

For band C employees-team leads It harnesses their leadership qualities, available for high performers.

Thank You