Training and Development
- 2. The only thing constant in life is change
- 3. Lets get to know each other.. Your Name Where are you from ? Family background Educational qualification Work experience/internships/projects(if any) Hobbies/interests Future 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
- 4. Rules of the class.. Switch off your mobile phones Time keeping No breaks Attendance Assignments/projects Use technology Cross talks listen Ask questions/clarify/discuss/comment Pro active Share knowledge Think out of the box Be professional Enjoy
- 5. What do we intend to achieve? Understanding the concepts Application of learning's Success in the VTU Examinations Value addition to the resume
- 6. How do we intend to achieve this? Class room sessions Reading/reference Gaining knowledge from peers/people associated to this industry Participating in the activities ex: case studies, role plays, games etc Developing, designing and delivering training programs Sharing knowledge Thinking out of the box
- 7. University perspective No. of lecture hours/week: 04 Total no. of lecture hours: 56 Internal tests: 3 IA Marks: 50 (20 marks based on internal tests and 30 marks Based on assignments, presentations, mini projects, quizzes etc) Exam hours: 3 hours Exam marks: 100
- 8. Lesson plan
- 9. Student leaders Attendance/time keeping-2 Assignments-2 Technology/blogs-2 Venue and arrangements-2 Equipment and training material-2 Reporters-all Newsletter-5 Assistanceship (stipend based)-2
- 21. “ 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.”
- 22. Why has Infosys invested so much on training and development?
- 23. Day 2 Understand the meaning of training and development Differentiate between training and development Understand the need for t&d Attitudes of the organisation towards t&d Objectives of t&d Beneficiaries and benefits of t&d Casestudies presentation by you Set the tone for the next session-overview of training
- 24. What is Training and development? Definition
- 25. Difference between training and development:
- 26. Why..T & D? Many new entrants lack basic skills Increases productivity and reduces wastage It is cost effective to retrain worker for new jobs than releasing them and hiring new ones It enhances the competency of the workforce which results in increased morale Increased quality in both production and service sectors Facilitates employee retention Faster customer service If designed and delivered well it will facilitate achievement of organizational goals.
- 27. Organizational types and their attitude towards training 1 st type: it is unnecessary and time wasting activity. The cost of training is high and is not commensurate with the benefits derived from it. 2 nd 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 3 rd type: they use training a s a tool to solve specific problems. Once the problem is solved the training is discontinued.
- 28. What has changed the companies perception towards training More and more skills are taught and fewer skills are regarded as inborn The 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
- 29. Objectives of training Training objectives are formulated with the companies goals and objectives: To train the employees in the companies culture and ethos To 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 obsolescence To prepare employees for higher level responsibilities
- 30. 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 accidents To ensure economical output with high quality To develop inter-personal relations To foster individual and group morale with positive attitude and cordial relations.
- 31. Beneficiaries of training The organization The individual The teams In the broader sense The common man The country
- 32. Benefits of training To organization Leads to improved profitability Positive attitude towards profit orientation Improve the job knowledge and skills at all levels of the organization Improves the morale of the workforce Helps people identify with organizational goals Helps create better corporate image Fosters authenticity, openness and trust Improves relationship between boss and sub ordinates Aids in organizational development
- 33. Peer level learning(from trainees) Helps prepare guidelines for work Aids in understanding and carrying out organizational policies Provides information for future needs in all areas of the organization Effective decision making and problem solving skills Aids in development of promotion from with in Aids in developing leadership skills, motivation, loyalty, better attitude, and other aspects that successful workers and managers usually display
- 34. Increased productivity and quality of work Helps cut down costs ex: production, personnal, administration etc Develops a sense of responsibility towards the organization for being competent and knowledgeable Improves labour/employee-management relations Reduces outside consulting costs by utilizing competent internal consultation Stimulates preventive managemnet as opposed to putting out fires Eliminates sub optimal behaviour(such a hiding tools) Aids in improoving organizational communication
- 35. Creates an oppurtunity for growth, communication Helps employees adjust to change Aids in handling conflicts, thereby helping to prevent stress and tension
- 36. Benefits to Individual Helps the individual in making better decisions and effective problem solving Motivational 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
- 37. Increases job satisfaction and recognition Moves a person towards goals while improving interactive skills Satisfies personal needs of the trainer and trainees Provides an avenue for growth and a say in his/her own future Develops a sense of growth in learning Helps a person develop speaking and listening skills also writing skills Helps eliminate fear in attempting new tasks
- 38. Benefits intragroup and intergroup relations Improves communication between groups and individuals Aids in orientation for new employees and those taking new jobs through transfer and promotion Provides information on equal opportunity and affirmative action Provides information on other government laws and administrative policies Improves interpersonal skills Makes organizational policies, rules and regulations viable
- 39. Improves morale Builds cohesiveness groups Provides a good climate for learning, growth anf co-ordination Makes the organization a better place to work and live
- 40. Case studies