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“LEADERSHIP TRAINING FOR MANAGERS”

ATSILVER LEAF TEXTILE LTD.

“Training is the act of increasing the knowledge and skills of an employee for doing a particular job.”

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PREPARED BY

GORAL GANDHI (1509) RONAK MEHTA (1528)

KOMAL PANDYA (1536) HEMAL PATEL (1542)

KALGI SHAH (1550) PRIYANKA SONI (1559)

SUBMITTED TO

PROF. KALAGI SHAH

GLS Institute of Computer Technology

Afflicted to GLS University

Academic Year 2015-17

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INTRODUCTION TO TRAINING

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Training is concerned with increasing the knowledge

and skills of employees for doing specific jobs and development involves the growth of employees in all aspects.

Training provides the workers with facility to gain

technical knowledge and to learn new skills to do specific jobs.

Training is equally important for existing as well as the new employees. It enables the new employees to get acquainted with their jobs and increase the job related knowledge and skills.

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Objectives of Training

Provide Job related

Knowledge

Impart Skills

Change in the

attitudes of the

employees

Improve the

productivity

Reduce the number of accidents

Induction

Employees Materials

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NEED AND IMPORTANCE OF TRAINING

Higher ProductivityQuality ImprovementReduction of Learning TimeIndustrial SafetyReduction of Turnover and AbsenteeismTechnology UpdateEffective Management

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LEADERSHIP DEVELOPMENT AND

TRAINING PROGRAMMS

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Our Leadership Development and Training programs push each and every delegate to gain a rigorous personal insight into what makes them tick and then, with that understanding of themselves, to stretch their ‘comfort zones’ into new and challenging territory.

Once you develop your ‘seeing’ skills then you develop the skills that make things happen, get things unstuck, move things forward. You can look at creating a vision, motivating and inspiring others, setting clear agendas and supporting those who need to help make your vision become a reality

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ESSENTIALS SKILLS OF LEADERSHIP

AuthenticityGood

communication

Being articulate

Thinking on your feet Humour Flexibility

Integrity Compelling presence Empathy

Taking on a leadership

role

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TRAINING PROGRAMMEo Preo Duringo After

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Training Programme

Before Training

Training Need Assessment

Desining the Training Programme

Other Administrative Aspects

At the time of Training Conducting

Management

Actual Training Activities

Impliment and Evaluation

After Training

Follow up Activities

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PRE TRAINING PROGRAMME

oNeed Assessment / Training Need Identification

o Designing the Training Programme

oOther Admin Activities

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STEP: 1TRAINING NEED IDENTIFICATION

(TNI)

TNI

Customized Appraisal

Primary Source

(Performance Appraisal)

For Performance Appraisal, we have developed a “PMS of Silver Leaf". o The system stores all the managers' and H.I.R.H (High Impact Role Holders) o KPAs (Key performance Areas),and o KPIs (Key Performance Indicators).

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KPA’S AND KPI’S

Growth

Talent Management

People Develop

ment

Market Perform

ance

Quality Index and Productivity

Delivery Excellence

KPIs evaluate the success of an organization of a particular activity in which it engages.

The system compares actual performance with the standard KPIs.

KPA’S KPI’S

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TRAINING NEED ANALYSIS (TNA)Develop Competency Frame work.

• Achievement

Orientation• Taking Accountability• Quality of Output

Delivering Excellence

• Risk Taking• Logical Thinking• Decisiveness

Enterepreneurial Decision Making

• Functional know-how• Enterprise Mindset• Long-term Thinking

Business Orientation

• Providing Clarity• Holding People

Accountable• Recognition

Team Leadership

• Empowering Team/

People• Providing

Opportunities• Coaching and

MentoringBuilding People Capability

• Impact and Influence• Understanding Others• Collaboration and

Integration

Working Across Boundries

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STEP: 2DESIGNING THE TRAINING

PROGRAMME Overall and specific objectives The title of the training programme Topical areas or content Activities/strategies/processes Selection of resource persons Target participants Duration and venue of training Resources needed (human, financial, materials and

equipment, facilities) Expected outcomes.

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Targeted Group

Selection of Venue

Objective of Leadership

Training Programme

Duration / Date/

Training Period

Trainer(MAC

Consultant)

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TRAINING METHODS

Group Discussion (of given topic)Buzz Groups (short, time-

limited discussion on

given subject)

Brainstorming

LectureLecture-Forum

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STEP : 3 IMPLEMENTATION AND OTHER ADMINISTRATIVE

ASPECTS

Sending Invitation Planning for Cultural Diversity Materials

Training MaterialsPrinted materialspress release to provide information to the public Stationary materialElectronic Materials

Planning financial and physical resources and materials

Fees/honoraria for trainers, resource personsTravel expensesBoard and lodging (venue and food)Communication costsTranslation /interpreting fees (if necessary)Cost of supplies and materials including reproduction

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CONDUCTING THE TRAINING PROGRAMME (IMPLEMENTATION AND EVALUATION)

o Managemento Actual Training Activitieso Evaluation

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STEP: 1MANAGEMENT

Registration Logistics

Documentation Certificates of participation

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STEP: 2ACTUAL TRAINING PROGRAMME

Opening sessionOrientation and

objectives of the training

Introducing participants

Time management

Training facilitation

Icebreaking and energizing activities

Team-building activities

Preparation of action plans

Closing

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STEP : 3EVALUATION

Pre- and Post-Knowledge Test Participant Check-in

Performance evaluation(60 Days)

(Business Results)KPI

[120 Days]

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AFTER TRAININGo Publication and Dissemination of the Training Report to All Concerned

oFollow-up Activities/ Feed Back

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STEP: 1 PUBLICATION AND DISSEMINATION OF

THE TRAINING REPORT TO ALL CONCERNED

executive summary training objectives number and type of participants highlights, along with photographs issues/concerns/problems recommendations/suggestions recapitulation evaluation results THANK YOU LETTERS

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STEP : 2 FOLLOW-UP ACTIVITIES/ FEED BACKMonitor the implementation of action plans prepared by the

trainees during training:

Require a periodic report from trainees about what they are doing Gather feedback from their direct supervisors and other stakeholders Conduct spot checks or site visits to validate information provided by the

trainees and official feedback. To determining the maximum application of learning acquired by

trainees during the training and how well they organize and conduct their own training programmes at the local level.

Use information communication technology (ICT) for coordinating/ networking with local officials and other stakeholders.

To take Feedback from Trainers.

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