netrashetty
Netra Shetty
Who is responsible?
Top Mgmt– Frames the Training policy
HT Dept– plans, establishes and evaluates
Supervisors – implement and apply development procedure
Employees – provide feedback, revision and suggestions
Why T & D ?
No one is a perfect fit at the time of hiring
Planned development programs will increase productivity, reduced costs and improve morale
Provides flexibility to adapt to changes
Moulds employees’ attitude
Helps them achieve better co-operation
Creates greater loyalty to the organization
Reduces wastage and spoilage
Reduces constant supervision
Improves quality
How to determine training needs?
Identifying the specific problems
Anticipating the impending problems
Management expectations
Interviewing and observing the personnel on the job
Performance appraisal
Contd.
Check lists
Questionnaires
Morale and attitude surveys
Training needs must contain 3 types of analysis-
Organizational
Operational
Individual
TRAINING AT SBI
Based on in depth understanding of the business and banking environment, domestic as well as international
TRAINING METHODOLOGY-
Programs conducted
Credit Management
International banking
Management development programmes
Special Capsule Programmes
Personnel Management and Industrial Relations
Inspection and audit
Marketing
Faculty development programmes
Behavioural Science programmes (focus on personal growth leading to personal efficacy in the organisational context)
Programmes for the officials of other commercial banks, especially designed to meet their specific needs
Trainees
TRAINING AT HCL
Comprehensive Induction Program for the freshers
Familiarization Program for the experienced new joinees
Management Development Program for middle management without a formal management degree.
Mandatory Quality Training for all the employees.
Technical Training Programs for the Software professionals based on the Project requirement.
Orientation Program for Employees heading for an overseas assignment.
Post Training Development Plan (PTDP) includes Comprehensive evaluation thorough refresher courses, Quizzes
Types of training at HCL
TECHNICAL TRAINING
Training is provided by in-house experts or certified trainers in area's related to Systems Analysis & Design, Programming Languages, Applications/Software Packages, Networking, Hardware Platforms, Systems Administration etc. depending on the skills required by the employee.
QUALITY TRAINING
Philip Crosby's - Quality Education system is used to fulfil the individual's need to improve and enable the individual to respond to the organizations need to improve.
The employees are trained on Software Quality systems including aspects like Configuration Management, Documentation Standards/Systems etc.
SOFT SKILLS TRAINING
Regular training in communication skills, leadership, time and stress management, Etiquette, team building is provided to the employees to develop their overall personality. It also helps in adapting to the requirements of any project.
TRAINING ADMINISTRATION
HCL has Training Centres supervised by Training Centre Head with both in-house and external faculty. It is ensured that Project Managers are also part of the faculty imparting Project Management training.
TRAINING INFRASTRUCTURE
The conference & training rooms are equipped with the latest multimedia and interactive training tools. CD-based training modules & associated software are used for increasing the reach of training base. The libraries are equipped with the latest books, journals, magazines, CD's on a wide variety of topics ranging from IT to Strategic Management.
TRAINING INSTRUMENTS
Focussed Group Discussions, Case Analyses, Role Plays, Video Shows, Business Games, Individual Exercises, Lecture Sessions are employed.
JOHNSON & JOHNSON INDIA
On the job basis
Mutually beneficial- “The company grows through its employees’ growth”.
From training strategy to learning strategy
Training programs divided into 3 categories
Compulsory
Enrollment based
Enrollment based requiring company’s approval
Programs range from basic management courses to individual skill development courses.
Company pays for the course.
Employees can directly apply with the HR department for any program.
For executive level employees ,there are four compulsory courses
Determination of training needs
Training is need based.
The immediate boss and HR manager sit together and decide the training areas during the Mid year and Annual Review
Identification of training needs of an employee based on:
60% Business Performance
40% Leadership Traits
Strength and Deficiency in above areas
First of all KRAs are identified. Depending on skill set, knowledge set and Attitude.
Training not restricted to a concept of “T&D department” but Line managers also work as a mentor, coach and facilitator.
Not only technical or soft skills but they have performance planning workshop.
2 types of training
Job related
Global Leadership Program
Need based budgeting, zero based costing and no resource constraint
Combination of in-house and outside training
In-house training is mostly technical and predominant.
Certified Trainers from reputed institutes like ISTD etc.
Outside
Pragati learning
Achieve global
They are sent overseas for training after six months.
Lateral change
Innovative work environment
They can challenge the boss
Non job oriented : values, culture, upbringing. It will make difficult for them to leave the job.
Top Mgmt– Frames the Training policy
HT Dept– plans, establishes and evaluates
Supervisors – implement and apply development procedure
Employees – provide feedback, revision and suggestions
Why T & D ?
No one is a perfect fit at the time of hiring
Planned development programs will increase productivity, reduced costs and improve morale
Provides flexibility to adapt to changes
Moulds employees’ attitude
Helps them achieve better co-operation
Creates greater loyalty to the organization
Reduces wastage and spoilage
Reduces constant supervision
Improves quality
How to determine training needs?
Identifying the specific problems
Anticipating the impending problems
Management expectations
Interviewing and observing the personnel on the job
Performance appraisal
Contd.
Check lists
Questionnaires
Morale and attitude surveys
Training needs must contain 3 types of analysis-
Organizational
Operational
Individual
TRAINING AT SBI
Based on in depth understanding of the business and banking environment, domestic as well as international
TRAINING METHODOLOGY-
Programs conducted
Credit Management
International banking
Management development programmes
Special Capsule Programmes
Personnel Management and Industrial Relations
Inspection and audit
Marketing
Faculty development programmes
Behavioural Science programmes (focus on personal growth leading to personal efficacy in the organisational context)
Programmes for the officials of other commercial banks, especially designed to meet their specific needs
Trainees
TRAINING AT HCL
Comprehensive Induction Program for the freshers
Familiarization Program for the experienced new joinees
Management Development Program for middle management without a formal management degree.
Mandatory Quality Training for all the employees.
Technical Training Programs for the Software professionals based on the Project requirement.
Orientation Program for Employees heading for an overseas assignment.
Post Training Development Plan (PTDP) includes Comprehensive evaluation thorough refresher courses, Quizzes
Types of training at HCL
TECHNICAL TRAINING
Training is provided by in-house experts or certified trainers in area's related to Systems Analysis & Design, Programming Languages, Applications/Software Packages, Networking, Hardware Platforms, Systems Administration etc. depending on the skills required by the employee.
QUALITY TRAINING
Philip Crosby's - Quality Education system is used to fulfil the individual's need to improve and enable the individual to respond to the organizations need to improve.
The employees are trained on Software Quality systems including aspects like Configuration Management, Documentation Standards/Systems etc.
SOFT SKILLS TRAINING
Regular training in communication skills, leadership, time and stress management, Etiquette, team building is provided to the employees to develop their overall personality. It also helps in adapting to the requirements of any project.
TRAINING ADMINISTRATION
HCL has Training Centres supervised by Training Centre Head with both in-house and external faculty. It is ensured that Project Managers are also part of the faculty imparting Project Management training.
TRAINING INFRASTRUCTURE
The conference & training rooms are equipped with the latest multimedia and interactive training tools. CD-based training modules & associated software are used for increasing the reach of training base. The libraries are equipped with the latest books, journals, magazines, CD's on a wide variety of topics ranging from IT to Strategic Management.
TRAINING INSTRUMENTS
Focussed Group Discussions, Case Analyses, Role Plays, Video Shows, Business Games, Individual Exercises, Lecture Sessions are employed.
JOHNSON & JOHNSON INDIA
On the job basis
Mutually beneficial- “The company grows through its employees’ growth”.
From training strategy to learning strategy
Training programs divided into 3 categories
Compulsory
Enrollment based
Enrollment based requiring company’s approval
Programs range from basic management courses to individual skill development courses.
Company pays for the course.
Employees can directly apply with the HR department for any program.
For executive level employees ,there are four compulsory courses
Determination of training needs
Training is need based.
The immediate boss and HR manager sit together and decide the training areas during the Mid year and Annual Review
Identification of training needs of an employee based on:
60% Business Performance
40% Leadership Traits
Strength and Deficiency in above areas
First of all KRAs are identified. Depending on skill set, knowledge set and Attitude.
Training not restricted to a concept of “T&D department” but Line managers also work as a mentor, coach and facilitator.
Not only technical or soft skills but they have performance planning workshop.
2 types of training
Job related
Global Leadership Program
Need based budgeting, zero based costing and no resource constraint
Combination of in-house and outside training
In-house training is mostly technical and predominant.
Certified Trainers from reputed institutes like ISTD etc.
Outside
Pragati learning
Achieve global
They are sent overseas for training after six months.
Lateral change
Innovative work environment
They can challenge the boss
Non job oriented : values, culture, upbringing. It will make difficult for them to leave the job.
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