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Ch3. Training & Development
- Yogesh Kamath
RustomjeeBusiness School
For studying - I Suggest see the PPT in the slide show mode
RustomjeeBusiness School
Today’s Agenda
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2
3
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Meaning • What is T&D, How does it fit in the HRD process
Purpose – why is it used • Improving performances, skill development etc
Significance of T&D – when is it used• mobility, advances in technology, m&a etc
The Process of T&D. • Needs assessment phase, Prog. design, Implementation, Evaluation
5 Case Studies• Lets analyse.
RustomjeeBusiness School
Today’s Agenda
1
2
3
4
Meaning • What is T&D, How does it fit in the HRD process
Purpose – why is it used • Improving performances, skill development etc
Significance of T&D – when is it used• mobility, advances in technology, m&a etc
The Process of T&D. • Needs assessment phase, Prog. design, Implementation, Evaluation
5 Case Studies• Lets analyse.
RustomjeeBusiness School
Training – Process that attempts to improve performance on a currently held job for knowledge and skills, to bring about a change in specific KSA.
EX – Computer Language, Machine Operations, Playing Tennis.
Training & Development
Training & Dvp
Development – Acquire capabilities beyond those required by the current job, is holistic and aimed at overall personal development.
EX – Problem solving, Decision making, People skills etc.
RustomjeeBusiness School
Benefits of training and Development
Organisational Benefits
• Increase Efficiency and Profitability.
• Reduce attrition.• Make employees
accountable and give wider roles.
Customer Benefits
• Better Quality Products and Services.
Employee Benefits
• Improved performance.• Increase employability.• Enhanced motivation.• Opportunity for upward
mobility.
RustomjeeBusiness School
Chapter snapshot
1
2
3
5
4
Meaning • What is T&D, How does it fit in the HRD process
Purpose – why is it used • Improving performances, skill development etc
Significance of T&D – when is it used• mobility, advances in technology, m&a etc
The Process of T&D. • Needs assessment phase, Prog. design, Implementation, Evaluation
Case Studies• Lets analyse.
RustomjeeBusiness School
Purpose – why is it used
Purpose of T&D
Performance Improvement
Skill Udating
Solving Organisational
Problem
New Employee Orientation
Preparation for Promotion
Opportunities for Personal Growth
The company is converting into
a paperless company
An inspite of having great sales figures
last is year is scoring below
target this year
A group of 5 are recruited from
the campus
Mr. Mehta is due for a
promotion
RustomjeeBusiness School
Chapter snapshot
1
2
3
5
4
Meaning • What is T&D, How does it fit in the HRD process
Purpose – why is it used • Improving performances, skill development etc
Significance of T&D – when is it used• mobility, advances in technology, m&a etc
The Process of T&D. • Needs assessment phase, Prog. design, Implementation, Evaluation
Case Studies• Lets analyse.
RustomjeeBusiness School
Significance of T&D – when is it used
Significance of T&D
Employee Mobility
Advances in Technology
Work Design
M&A
Re-structuring
Workforce Diversity
RustomjeeBusiness School
- September 15, 2010 India's largest IT services provider, Tata Consultancy Services, is investing Rs 1,000 crore (Rs 10 billion) to set up a training campus in Kerala housing 10,000 professionals. Construction will commence in 2011-12 and be completed in three years. TCS is the second IT firm to set up such a facility after Bengaluru-based Infosys Technologies inaugurated its campus in Mysore last year.The TCS campus, set in 82 acres in Thiruvananthanpuram, will have classrooms, auditoria, computer laboratories, a library, cafeterias, accommodation facilities as well as recreational and shopping areas. The firm has had a 2,000-seat primary training centre in the city since 1997."The 10,000-seat campus will set a global benchmark for corporate learning institutions in terms of physical infrastructure, as well as professional and personal development programmes," said N Chandrasekaran, chief executive officer and managing director, TCS.
TCS to set up Rs 1,000-crore mega campus in Kerala
RustomjeeBusiness School
Chapter snapshot
1
2
3
5
4
Meaning • What is T&D, How does it fit in the HRD process
Purpose – why is it used • Improving performances, skill development etc
Significance of T&D – when is it used• mobility, advances in technology, m&a etc
The Process of T&D. • Needs assessment phase, Prog. design, Implementation, Evaluation
Case Studies• Lets analyse.
RustomjeeBusiness School
T&D Process
Training needs assessment - • Org. analysis.• Job analysis.• Person analysis.
Org. goals and Objectives
Gap – required and available skills• Other actions – Hiring, Job Redesign.
Need for T&D
Programme Design - • Selection of Trainees.• Selection of trainers. • Selection of Methods
Evaluation - • Reactions.• Learning. • Behavior.• Results.
Implementation• Monitoring
PHASE – I
PHASE – II
PHASE - III
PHASE - IV
RustomjeeBusiness School
Developmental approach for grooming future leaders - ING Vysya Bank, realizing the importance of infusing young blood into the officer ranks, had recruited young MBAs as management trainees during the mid 90s. This followed a years training on banking, behavioral aspects, sales, diverse product knowledge.
Phase I – Need Assessment
Need can be assessed by – Productivity, Resources Getting Wasted, Poor Quality, Customer complaints, Accidents, Low Motivation, Long Term vision etc
Motorola and IBM conduct annual surveys to assess training needs in context with the company’s short and long term goals.
IBM tried to reduce layoffs by training employees to be sales representatives and they achieved another goal when faced with surplus.
RustomjeeBusiness School
Clearly specify desired outcomes, select trainees, select trainers and the method for training.
Phase II – Programme design
At JWT the best training programmes are designed for star performers with an aim to groom them as future leaders. O&M and GroupM design majority of their training programmes for young talent. Fast Trackers - at GroupM young achievers are trained by giving them addittional responsibilities
Trainers can either be internal or external. Some Characteristics of a good trainer – sincerity, sense of humour, detailed subject knowledge, interest, enthusiasm, simplify complex concepts and learning abilities. TCS has ‘Train the Trainer’ programme in place.
RustomjeeBusiness School
Phase II – Programme design
IBM Daksh – has a separate in-house training group called TTBU – Talent Transformation Business Unit Group this is run as a separate business unit with its own staff and is reponsible for output measures, Voice Quality, costs and customer satisfaction.
Accentture – has outsourced cross-culural and communication training to vendors. For technical training it has what it calls a ‘Leaders Teaching Leaders’ approach
At ICICI Bank they have a ‘Leadership Talent List’ which comprises of senior executives who spend time training their juniors.
RustomjeeBusiness School
Choose a training method which is in line with the objective and the level of the participants.
Phase II – Programme design, Methods
Low trainee participation
High trainee participation
LecturesSeminars and Conferences Case Study Role Plays
Simulation/ on the job
Continuum of Training and development
RustomjeeBusiness School
• Reaction.• Learning.• Behavior.• Results
Phase IV – Evaluation
General Criteria for Training Evaluation
Evaluation by Determining the Value
Cost Benefit ApproachComparing Benefits and
cost
ROIGain in Rupee Terms
BenchmarkingComparing against recognised leader
RustomjeeBusiness School
JWT evaluations are based on feedback from the trainees – Reactions, Trainees have learnt to network and bounce off ideas better and also the communication across has improved – Behavior. Here it is believed that training helps improve the quality of output and increase customer satisfaction – Results
Phase IV – Evaluation
RustomjeeBusiness School
ROI = net benefit of training x 100 Training costsBenefits can be amount saved, Productivity increase, reduced complaints, accidents etc. Ford Motors, British Airways and Motorola.
Phase IV – Evaluation
ROI
Benchmarking
Evaluating a company’s practices against recognised leaders in the industry, to identify the areas for improvement. Some agencies come out with periodic information about the best practices followed in the industry.
RustomjeeBusiness School
Phase IV – Evaluation
Some Benchmarks
• McDonalds invest more than $ 1 bln annually for T&D.• Infosys spends 2.65% of its turnover on education and
research, every employee receives 47 hours of training/ year.
• ICICI facilitates 62 hours of training per employee.• Genpact - $ 8 mln in training, 313 trainers, 70 part-
time trainers provide training to 25,000 strong workforce.
• JWT – invests Rs 2.25 crores every year on 4,000 mandays of training.