24332633 Training Development Project

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A SUMMER TRAINING PROJECT

ON

TRAINING AND DEVLOPMENT


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CONTENTS

TOPIC

CHAPTER 1: (i)Introduction

(ii)Scope and Objectives

(iii)Executive Summary

CHAPTER 2: (i)Introduction to Reliance

(ii)About the project

(iii)Training and Development

(iv)Importance of Training

(v)Objectives of Training

CHAPTER 3: (i)Learning and Training(ii)Training inputs

(iii) Benefits of training

(iv) Methods of training

(v) Training Design

(vi) Training method used in Reliance

CHAPTER 4: (i)Methodology of the project

(ii)Data interpretation and analysis

(iii)Findings

(iv)Questionnaire

CHAPTER 5: (i) Limitations

(ii) Suggestions

(iii) Conclusion

CHAPTER 6: (i)Bibliography


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CHAPTER-1

INTRODUCTION

Employee training tries to improve skills, or add to the existing level of knowledge so that

employee is better equipped to do his present job, or to prepare him for a higher position

with increased responsibilities. However individual growth is not and ends in itself.

Organizational growth need to be measured along with individual growth.

Training refers to the teaching /learning activities done for the primary purpose of helping

members of an organization to acquire and apply the knowledge skills, abilities, and

attitude needed by that organization to acquire and apply the same. Broadly speaking

training is the act of increasing the knowledge and skill of an employee for doing a

particular job.

In todays scenario change is the order of the day and the only way to deal with it is to

learn and grow. Employees have become central to success or failure of an organization

they are the cornucopia of ideas. So it high time the organization realize that train and

retain is the mantra of new millennium.

SCOPE OF THE STUDY

The scope of the study covers in depth, the various training practices, modules, formats

being followed and is limited to the company Dhruva Technologies and its employees. The

different training programmes incorporated/facilitated in Dhruva Technologies through its

faculties, outside agencies or professional groups. It also judges the enhancement of the

knowledge & skills of employees and feedback on its effectiveness.


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OBJECTIVE OF THE STUDY

The broad objective of the study of training policies in Dhruva Technologies is to study the

impact of training on the overall skill development of workers. The specific objectives of

the study are:

1. To examine the effectiveness of training in overall development of skills of

workforce.

2. To examine the impact of training on the workers.

3. To study the changes in behavioral pattern due to training.

4. To measure the differential change in output due to training

5. To compare the cost effectiveness in implanting training programmes.

1NEED AND IMPORTANCE OF THE STUDY:

The need for studying training and development is to lay emphasis on the

effectiveness of training and development. It helps in optimizing the utilization of human

resources and further helps the employees to achieve the organizational goals as well as

their individual goals. It also helps to provide an opportunity and broad structure for the

development of human resources' technical and behavioral skills in an organization. It also

helps the employees in attaining personal growth. A training program in an organization

can be given in the subsequent lines.

To apply the employees skills with job requirements and organization

objectives.

To equip with technological advancements. Change in job/responsibilities.

To increase the productivity.

To help a company to fulfill its present and future needs.

To improve organization climate.

For effective personal growth.


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Every organization big or small, productive or non-productive, economic or

social, old or newly established should provide training to all employees irrespective of

their qualification, skill, suitability for the job etc. Thus, no organization can choose

whether or not to train employees.

Training is not something that is done once to new employees; it is used

continuously in every well-run establishment. Further, technological changes, automation,

require up-dating the skills and knowledge as such an organization has to retrain the old

employees.

With the help of Training and Development the employees develop and improve the

organizational health culture and effectiveness. It helps them in creating the learning

culture.

The importance of this study is to achieve training and development effectiveness,

excellent results and to know how trainer encourages the trainee to establish well desired

mission, vision which leads to sustainable achievements of the organizations success to

know about the morale of work force, which helps in creating a better corporate image.

EXECUTIVE SUMMARY

Every organization needs to have well trained and experienced people to perform the

activities that have to be done. If current or potential job occupants can meet this

requirement, training is not important. When this not the case, it is necessary to raise the

skill levels and increase the versatility and adaptability of employees.

It is being increasing common for individual to change careers several times during their

working lives. The probability of any young person learning a job to day and having those

skills go basically unchanged during the forty or so years if his career is extremely

unlikely, may be even impossible. In a rapid changing society employee training is not only

an activity that is desirable but also an activity that an organization must commit resources

to if it is to maintain a viable and knowledgeable work force.


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The entire project talks about the training and development in theoretical as well as new

concepts, which are in trend now.

Here we have discussed what would be the input of training if we ever go for and how can

it be good to any organization in reaping the benefits from the money invested in terms like

(ROI) i.e. return on investment. What are the ways we can identify the training need of any

employee and how to know what kind of training he can go for? Training being covered in

different aspect likes integrating it with organizational culture. The best and latest available

trends in training method,

the benefits which we can derive out of it. How the evaluation should be done and how

effective is the training all together.

Some of the companies practicing training in unique manner a lesson for other to follow

as to how to train and retain the best resource in the world to reap the best out of it.

Development is integral part of training if some body is trained properly and efficiently the

developments of that individual and the company for whom he is working. Here we

discussed about development of employee, how to identify the needs, and after developing

how to develop executive skill to sharpen there knowledge. Learning should be the

continuous process and one should not hesitate to learn any stage. Learning and developing

is fast and easy at Dhruva Technologies.


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METHODOLOGY OF THE PROJECT

Interview

Preparation of the summary expressed

Recommendation of fall back site

Questionnaire design

RESEARCH DESIGN

Descriptive Design.

Sample Size:

To understand the training and development scenario at Dhruva Technologies and what the

trainee really feels about the training they have undergone and further what kind of training

they look for. Do they really look for any kind of training or not? To study the above aspect

we covered almost about 40 people from almost all the department at of the company

Reliance Mobile

TOOLS USED FOR DATA COLLECTION

Primary data collected through questionnaires and informal interviews.

Secondary data collected through magazines, journals, websites, and other

corporate publications

PR OCEDURE FOR DATA COLLECTION.

Communication, asking questions and receiving a response in person

Visiting the various organizations, libraries, internet and also preparation


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of the questionnaire with the help of the project guide.

INDUSTRY PROFILE

Overview on India's Software Industry

According to statistics, country's software exports reached total revenues of Rs 46100crores. The shares of total Indian exports form 4.9 per cent in 1997 to 20.4 percent in 2002-03. It is expected that the industry will generate a total employment of around four millionspeoples, which accounts for 7 per cent of India's total GDP as in the year 2008.

The year 1995-96 was a boom for the industry. The performance of the industry over the

years is as follows:

(In terms of US $ millions)

Domestic software Market490670920125017002450

Software Exports 73410851750265040006300

Indian Software Industry 122417552670390057008750

India's Software Exports:

Software exports has major share in India's total exports. As of the year 2004-05,

both software and services revenue grew by 32 percent to $ 22 billions and $ 28.5 billions

in 2005-06.

According to NASSCOM, India's domestic market, grew by 24 per cent. Presently Indian

companies have concentrated on only two largest IT service markets. They are USA and

the UK. Even Canada, Japan, Germany and France represent huge growth potential in the

industry.

Why India?

Rapidly Improving infrastructure

Large Talent Pool Availability

Infrastructure High Quality Educat ional

Low Operaing Costs

R&D Strengths

Established Technology Clusters

Government Incentive
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Progress of IT Industry

(In terms of US $ billion)

Year2003-042004-052005-06*IT software and service exports9.212.015.2ITE-BPO

exports3.65.27.3Domestic market3.94.86.0Total16.722.028.5

*Estimated

Source: Ministry of Communications and IT.

1995-1996 - 1224 million US Dollars




1999- 2000 - 5700 million US Dollars


According to the NASSCOM- McKinsey report on the IT industry of India, theprojected revenue of the IT industry of India for the year 2008 is 87 billion US Dollars. The

projected exports or the year 2008, accord to this report, is 50 billion US Dollars.

Some of the important aspects of the NASSCOM- McKinsey report related to the size of

India's IT industry are -

There is potential of 3.2 million people being employed in the IT industry of India

by the end of 2012.

Contribution of software and services to the total GDP of India will be more than

7.5%. FDI (Foreign Direct Investment) of 10.5 billion US Dollars expected in the IT

industry by the end of 2011.

45% of total exports from India will be from IT exports.

225 billion US Dollars worth of market capitalization from ITshares.

Softwares and services are exported to bout 195 companies from India. North America

accounts for 61% of the software exports from India.

The projections about the size of India's IT industry present a very optimistic picture. Theindustry is expected to grow to double its current size by the year 2012. India's IT industryis expected to grow at an annual average rate of 18% in the next five years. The industry isalso expected to cross the 100 billionUS Dollarmark by 2011. One of the major areas ofgrowth for the IT industry of India is by tapping the potential in the domestic market. TheIT industry of India is largely dependant on the export market. Penetrating more into thedomestic market would create further opportunities of growth for the IT industry.
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Adoption of new liberal policies in India has given birth immense opportunities to its

industries. Success story of India's Software Industry is a step in the same direction.

The Software Industry, which is a main component of the Informationtechnology, has

brought tremendous success for the emerging economy.

India's young aged manpower is the key behind this success story. Presently there are more

than 500 software firms in the country.

Worldwide IT Spending to Grow 5.3 Percent in 2010

Unseasonably Strong Hardware Sales in First Quarter Sets Up 2010 for Solid IT SpendingGrowth Worldwide IT spending is forecast to reach $3.4 trillion in 2010, a 5.3 percentincrease from IT spending of $3.2 trillion in 2009, according to Gartner, Inc. The ITindustry will continue to show steady growth with IT spending in 2011 projected to surpass$3.5 trillion, a 4.2 percent increase from 2010."Following strong fourth quarter sales, an unseasonably robust hardware supply chain inthe first quarter of 2010, combined with continued improvement in the global economy,sets up 2010 for solid IT spending growth," said Richard Gordon, research vice president atGartner. "However, it's important to note that nearly 4 percentage points of this growth willbe the result of a projected decline in the value of the dollar relative to last year. ITspending in exchange-rate-adjusted dollars will still grow 1.6 percent this year, afterdeclining 1.4 percent in 2009."Worldwide computing hardware spending is forecast to reach $353 billion in 2010, a 5.7percent increase from 2009 (see Table 1). Robust consumer spending on mobile PCs willdrive hardware spending in 2010. Enterprise hardware spending will grow again in 2010,but it will remain below its 2008 level through 2014. Spending on storage will enjoy thefastest growth in terms of enterprise spending as the volume of enterprise data that needs to

be stored continues to increase. Near-term spending on servers will be concentrated onlower-end servers; longer-term, server spending will be curtailed by virtualization,consolidation and, potentially, cloud computing."Computing hardware suffered the steepest spending decline of the four major IT spendingcategory segments in 2009. However, it is now forecast to enjoy the joint strongest reboundin 2010," said George Shiffler, research director at Gartner. "Consumer PC spending willcontribute nearly 4 percentage points of hardware spending growth in 2010, powered bystrong consumer spending on mobile PCs. Additionally, professional PC spending willcontribute just over 1 percentage point of spending growth in 2010 as organizations begintheir migration to Windows 7 toward the end of the year."

Worldwide IT Spending Forecast (Billions of U.S. Dollars)

2009

Spending

2009

Growth (%)

2010

Spending

2010

Growth (%)

Computing Hardware 333 -12.5 353 5.7

Software 221 -2.1 232 5.1
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IT Services 777 -4.0 821 5.7

Telecom 1,892 -3.4 1,988 5.1

All IT 3,223 -4.5 3,394 5.3

Worldwide software spending is expected to total $232 billion in 2010, a 5.1 percentincrease from last year. Gartner analysts said the impact of the recession on the softwareindustry was tempered and not as dramatic as other IT markets. In 2010, the majority ofenterprise software markets will see positive growth.The infrastructure market, which includes all the software to build, run and manage anenterprise, is the largest segment in terms of revenue and the fastest-growing through the2014. The hottest software segments through 2014 include virtualization, security, dataintegration/data quality and business intelligence. The applications market, which includespersonal productivity and packaged enterprise applications, has some of the fastest-growthsegments. Web conferencing, team collaboration and enterprise content management areforecast to have double-digit compound annual growth rates (CAGR), in the face ofgrowing competition surrounding social networking and content."Cost optimization, and the shifts in spending form mega suites to the automation ofprocesses will continue to benefit alternative software acquisition models as organizationswill look for ways to shift spending from capital expenditures to operating expenditures,"said Joanne Correia, managing vice president at Gartner. "Because of this, vendors offeringsoftware as a service (SaaS), IT asset management, virtualization capabilities and that havea good open-source strategy will continue to benefit. We also see mobile-device support orapplications, as well as cloud services driving new opportunities."The worldwide IT services industry is forecast to have spending reach $821 billion in 2010,up 5.7 percent from 2009. The industry experienced some growth in reported outsourcingrevenue at the close of 2009, an encouraging sign for service providers, which Gartneranalysts believe will spread to consulting and system integration in 2010."We continue to see a long-term recession 'hangover' as a more-cautious mind-set

continues as the norm among a lot of buyers who keep looking for small, safe deals wherecost take-out is a key factor, said Kathryn Hale, research vice president at Gartner. "In theface of that ongoing strong pressure to renegotiate contracts, and in the absence ofequivalent pressure from stockholders, we believe vendors will generally choose tomaintain margins over revenue growth."Worldwide telecom spending is on pace to total close to $2 trillion in 2010, a 5.1 percentincrease from 2009. Between 2010 and 2014, the mobile device share of the telecommarket is expected to increase from 11 percent to 14 percent, while the service share dropsfrom 80 percent to 77 percent and the infrastructure share remains stable at 9 percent of thetotal market.Worldwide enterprise network services spending is forecast to grow 2 percent in revenue in

2010, but Gartner analysts said this masks ongoing declines in Europe and many othermature markets as well as an essentially flat North American market."Longer term, the global enterprise network services market is expected to grow modestly,largely on the back of growth in Internet services, such as hosting," said Peter Kjeldsen,research director at Gartner. "Ethernet services will also grow significantly, albeit at theexpense of both legacy services and multiprotocol label switching (MPLS)."In India, the software boom started somewhere in the late 1990s. Most of the Indiansoftware companies at that moment offered only limited software services such as the


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banking and the engineering software. The business software boom started with theemergence of Y2K problem, when a large number of skilled personnel were required tofulfill the mammoth database-correction demand in order to cope up with the advent of thenew millenniumThe profile of the Indian IT Services has been undergoing a change in the last few years,

partly as it moves up the value chain and partly as a response to the market dynamics. Tenyears ago, most US companies would not even consider outsourcing some of their ITprojects to outside vendors. Now, ten years later, a vast majority of US companies use theprofessional services of Indian Software engineers in some manner, through large, mediumor small companies or through individuals recruited directly.

The market competition is forcing organizations to cut down on costs of products. Theprofessional IT services on the other hand are becoming increasingly expensive. Theoffshore software development model is today where onsite professional services were tenyears ago. There is a high chance (almost a mathematical certainty), that in less than tenyears, the vast majority of IT services (software development being just one of them) from

developed countries, will be, one, outsourced and two, outsourced to an offshore vendor.Despite the global economic slowdown, the Indian IT software and servicesindustry is maintaining a steady pace of growth. Software development activity is notconfined to a few cities in India. Software development centers, such as Bangalore,Hyderabad, Mumbai, Pune, Chennai, Calcutta, Delhi-Noida-Gurgaon, Vadodara,Bhubaneswar, Ahmedabad, Goa, Chandigarh, Trivandrum are all developing quickly. Allof these places have state-of-the-art software facilities and the presence of a large numberof overseas vendors. Indias most prized resource is its readily available technical workforce. India has the second largest English-speaking scientific professionals in the world,second only to the U.S. It is estimated that India has over 4 million technical workers, over1,832 educational institutions and polytechnics, which train more than 67,785 computersoftware professionals every year. The enormous base of skilled manpower is a major drawfor global customers. India provides IT services at one-tenth the price. No wonder moreand more companies are basing their operations in India.

India's IT industry caters to both domestic and export markets. Exports contribute

around 75% of the total revenue of the IT industry in India. The IT industry can be

broadly divided into four segments


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The industry is in an expansion mode right now, with dozens of new offshore IT servicesvendors emerging everyday, the industry has a high probability of being subjected to the80:20 rule in not too distant a future. In perhaps another ten years, 80 percent of alloutsourced offshore development work will be done by 20 percent of all vendors, a smallnumber of high quality, trusted vendors. Only a few select countries and only the mostprofessional companies in those countries, will emerge as winners. India will definitely bethe country of choice for offshore software development. We have the potential to becomeand remain the country of choice for all software developments and IT enabled services,second only to the USA. The third choice could be far distant.India is among the three countries that have built supercomputers on their own. The othertwo are USA and Japan. India is among six countries that launch satellites and do so even

for Germany and Belgium. India's INSAT is among the world's largest domestic satellitecommunication systems. India has the third largest telecommunications network among theemerging economies, and it is among the top ten networks of the world.


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To become a global leader in the IT industry and retain that position, we need to constantlykeep moving up the value chain, focusing on finished products and solutions, rather thanpurely on skill sets and resumes. We need to be able to package our services as products,rather than offering them as raw material. We need to be able to recognize and build up onour strengths and work on our weaknesses.The IT industry has emerged as one of the most important industries in the Indian economycontributing significantly to the growth of the economy.The IT industry of India got a major boost from the liberalization of the Indian economy.India's software exports have grown at an annual average rate of more than 50% since1991. The structure of the IT industry is quite different from other industries in the Indianeconomy. The IT industry of India is hugely dependant on skilled manpower. Primarily a

knowledge based industry, the IT industry of India has reordered significant success due tothe huge availability of skilled personnel in India.The industry structure in the IT sectorhas four major categories. These are -

IT services

IT enabled services

Software products


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Hardware

IT services

IT services

IT services constitute a major part of the IT industry of India. IT services include client,server and web based services. Opportunities in the IT services sector exist in the areas ofconsulting services, management services, internet services and application maintenance.The major users of IT services are

Government

Banking

Financial services

Retail and distribution

Manufacturing

The services which make extensive use of information andtelecommunication technologies are categorized as IT enabled services. The IT enabledservices is the most important contributor to the growth of the IT industry of India. Someof the important services covered by the ITESsectorin India are -

Customer-interaction services including call-centers

Back-office services

Revenue accounting

Data entry and data conversion HR services

Transcription and translation services

Content development and animation

Remote education,

Data search

GIS

Market research

Network consultancy

Software products

Software products are among the most highly exported products from India. The softwareindustry in India originated in the 1970s and grew at a significant pace in the last ten years.Between 1996-1997 and 2002-2003, the Indian software industry grew more than fivetimes from 2630 crores to 13200 crores. During the same period software and serviceexports from India grew by almost twelve times.Hardware
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The hardware sector of the It industry focuses on the manufacturing and assembling ofcomputer hardware. The consumption of computer hardware is high in the domesticmarket. Due to the rise in the number of ITcompanies, sales of desktops, laptops, servers,routers, etc have been on the rise in recent years. Many domestic and multi-national;companies have invested in the computer hardware market in India.

Another categorization in the structure of India's IT industry is related to the market. Thereare two major market classifications - the domestic market and the export market. Theexport market, dominates the IT industry accounting for 75% of the revenue.

Challenges before Indian IT Industry

At present there are a number of challenges that are facing the information technologyindustry of India. One of the major challenges for the Indian information technologyindustry was to keep maintaining its excellent performance standards.

The experts are however of the opinion that there are certain things that need to be

done in order to make sure that India can maintain its status as one of the leadinginformation technology destinations of the world. The first step that needs to be taken is tocreate an environment for innovation that could be carried for a long time.

The innovation needs to be done in three areas that are connected to the informationtechnology industry of India such as business models, ecosystems and knowledge. Theinformation technology sector of India also has to spread the range of its activities and alsolook at the opportunities in other countries

. The improvement however, also needs to be qualitative rather than justbeing quantitative. The skill level of the information technology professionals is one areathat needs improvement and presents a considerable amount of challenge before the Indianinformation technology industry.

The Indian information technology industry also needs to co-ordinate with theacademic circles as well as other industries in India for better performance and improvedproductivity. The experts are of the opinion that the business process outsourcing serviceproviders in India need to change their operations to a way that is more oriented to theknowledge process outsourcing. One of the most important crises facing the Indianinformation technology industry concerns the human resources aspect. The problems withoutsourcing in countries like the United States of America are posing problems for theIndian information technology industry as well.

In the recent times a bill has been passed in the state of New Jersey that allows only thecitizens or legal non-Americans to be given contracts. This legislation has also affected

some other states like Missouri, Connecticut, Wisconsin and Maryland. These states arealso supposed to be considering these laws and their implementation. This is supposed tohave an adverse effect on the outsourcing that is the source upon which the informationtechnology industry of India thrives. The information technology professionals who aim atworking in the country are also likely to be hindered by the legislation as a significantamount of these professionals have been going to work in the USA for a long time
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The size of India's IT industry has grown significantly over the years. The size of thissunshine industry of India grew from 150 million US Dollars to 50 billion US Dollarsbetween 1990-1991 and 2006-2007. The growth of the IT industry has been very high inthe last few years. The size of the Information Technology industry of India was 5.7 billionUS Dollars in 1999-2000. After the turn of the century the industry experiencedexponential growth to reach the 50 billion mark by 2006-2007. verview

Photon Fargo Solutions focuses on Software development, BPOs and ConsultingCompany providing hi-tech information technology solutions and manpower staffing. Our

main asset has been our software professionals who have been successfully working at TopFortune Companies all over India and abroad.From IT strategy-consulting right through implementing IT solutions for customers, PhotonFargo Solutions straddles the entire IT space. It has excellent domain competencies inverticals such as Banking & Financial Service, Insurance & Healthcare, Hi-Tech, Retailand Manufacturing. As a diverse end-to-end IT solutions provider, Photon Fargo Solutionsoffers a range of expertise aimed at helping customers re-engineer and re-invent theirbusinesses to compete successfully in an ever-changing marketplace.


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Photon Fargo Solutions has a client base comprising several fortune 1000 organizations.

Our commitment is to provide solutions that translate into tangible business outcomes for

our customers. Photon Fargo Solutions domain capability expertise and reduced learning

curves enables significant compression in time-to-value deliverables. And through

collaborative, long-term relationships, we enable customers to achieve and sustain

measurable results.

Photon Fargo Solutions a customer-centric and quality conscious offshore

development company with head quarters in New Delhi, India and sales office in UK -

offers solutions in a wide array of IT segments with a desire to be the leader in the industry.

As one of the leading software development companies, we have carved a niche for

ourselves in offshore outsourcing, software outsourcing, software development, web

development, web designing, web hosting, and graphics designing, content development

and in many more domains. At Photon Fargo Solutions we have always delivered quality

solutions umpteen times to clients based across the globe and to our credit, clients have

continuously reposed their valuable faith in us. With an incredible team as our forte, in the

years to come, we are sure to be the best offshore development company in the entire

world.

We offer full cycle custom software services from offshore software development to

outsourcing support and enhancement. Having experienced and skillful team of software

engineers, we are able to produce tangible positive results in all projects according to your

business needs. We enable you to reduce outsourcing software development costs and aim

to enhance revenue growth by offering highly responsive support, mature software

development and cost-competitive services. We take pride to leverage deep industry and

functional expertise and advanced technology to create highest value for all business

models.

Vision:

At Dhruva Technologies Pvt.Ltd.,, the customer is the focus of our vision. Their changing


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needs and demands are our inspiration. Their satisfaction is our only measure of success.

Our Customer First policy is about

Providing cutting-edge consulting and technology solutions.

Looking beyond the immediate needs and offering solutions for the

future.

Presenting innovative options to deliver value.

Believing in quality above all else.

At Dhruva Technologies Pvt.Ltd., , the customer comes first.

Dhruva Technologies Pvt.Ltd., is constantly doing customer research in order to deliver

better value to customers, depending on their specific needs. We study new technologies in

depth for robustness, feasibility and obsolescence to enable early adoption and create

lasting customer value. Our global pool of talent in consulting and services delivers trusted

solutions to customers.

Corporate profile:

About CompanyProfile:

Dhruva Techno Solutions Pvt. Ltd., is a leading consulting and technology solutionscompany in India with a focus on Executive Search, Recruitment. Learning andTemporary Staffing services to client organizations. Dhruva is the fastest growing HRcompany in India.

We are one of the HR & recruitment solution providers with multi domain IT & Non IT

expertise which helps us serve our clients with premium consulting. Providing innovative

and creative answers to organizations in search of efficient Staffing, BPO Services, and

Learning Solutions. We specialize in end-to-end recruitment solutions, soft skills and


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behavioural skills trainings, HR outsourcing solutions, software solutions and HR

Consultancy Services.

Dhruva is professionally managed Manpower Placement Consultancy firm with network

across India. Dhruva is well organized as one of the leading manpower sources providing

recruitment consultancy services Specialized in placement of Senior and Middle level

Management. Dhruva's Prime objective is to add value to the client's business by offering

best-in-class services and solutions. Your organization can leverage our resources and

expertise to improve productivity.

Company Overview

We provide a large array of HR Solutions viz. Executive, talent procurement into IT & Non

IT, We provide tailor made solutions to all our clients, to meet their objectives and

timelines. We possess a network of highly qualified professionals who conducts the first

base selection in accordance with the client's requirements. Dhruva Techno Solutions Pvt.

Ltd. is a privately held company has acquired Tropical Consultants Pvt.Ltd., which offers

consulting and Information Technology services started in 1999.

We believe that the biggest assets for any company are its people. Therefore it is

imperative for any company to not only have the best of the talents as its Human Capital

but also to keep upgrading their expertise by means of extensive training and development

programmes. Dhruva not only helps you to find the best available talent from the industry

but also to train and develop your people to make them Industry Ready'.

The trust and commitment that we demonstrate in our work has got us the coveted title of

"The Employer's Choice" by many of our clients.

Our Mission

Dhruva Techno Solutions effectively uses the innovativeness of our personnel to

employ process & technology that facilitates an environment of dynamic and rapid


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growth. Dhruva aim to sharpening each business unit's operation to a gleaming

point and allow these units.

To provide high performance business solutions & Consulting services to meet the

requirements and exceed the expectations of our customers.

Develop Business Solutions based on proven technologies, provide high-quality,

easy to use, secure and reliable software solutions suitable for corporate usage.

To continually improve the productivity of business by providing business

management software and related services that adapt to the ever-changing needs of

business.

"We are passionate and pioneering people dedicated to provide solutions for any

HR Challenges of our clients, out customers or our employees".

Listen closely to our customers and be genuine and real in our communication.

Refuse to settle for mere customer satisfaction, but strive to positively delight and

amaze our customers with service and support that are second to none. Dhruva is

committed to promoting diversity at workplace.


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Our Vision

No matter where we are or what we do, there are fundamental beliefs and behaviours thatguide our decisions, focus our actions and unite us as a company. Dhruva's vision andvalues serve to inspire how we interact, create, deliver and, ultimately, be successful - for

clients, for job seekers and for ourselves. Our vision is to lead in the creation and deliveryof innovative workforce solutions and services that enable our clients to win in thechanging world of work.

Our Values

We care about people and the role of work in their lives. We respect people asindividuals, trusting them, supporting them, enabling them to achieve their aims in workand in life. We help people develop their careers through planning, work, coaching andtraining. We recognize everyone's contribution to our success - our staff, our clients andour candidates. We encourage and reward achievement.

We share our knowledge, our expertise and our resources so that everyone understandswhat is important now and what is happening next in the world of work - and knows howto respond. We actively listen and act upon this information to improve our relationships,solutions and services. Based on our understanding of the world of work, we activelypursue the development and adoption of the best practices worldwide.

We lead in the world of work. We dare to innovate, to pioneer and to evolve. We neveraccept the status quo. We constantly challenge the norm to find new and better ways ofdoing things. We thrive on our entrepreneurial spirit and speed of response - taking risks,knowing that we will not always succeed, but never exposing our clients to risk.

"To be India's Premier HR Company and to acquire, provide and nurture the best ofIndian talent"

Training and Development

Dhruva's Training and Development Center provides thousands of courses accessible

online every day, 24 hours a day. It's a convenient way for anyone to update and increase

their skill sets. And it's free for all Manpower associates and employees. Take a look at

the many ways you can take advantage of the Training and Development Center and

advance your position.

Need your employees to learn a new software tool? Strengthen managerial skills? Refresh


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TRAINING AND DEVELOPMENT

It is a subsystem of an organization. It ensures that randomness is reduced and learning or

behavioral change takes place in structured format.

TRADITIONAL AND MODERN APPROACH OF TRAINING AND

DEVLOPMENT

Traditional Approach Most of the organizations before never used to believe in

training. They were holding the traditional view that managers are born and not made.

There were also some views that training is a very costly affair and not worth.

Organizations used to believe more in executive pinching. But now the scenario seems to

be changing.

The modern approach of training and development is that Indian Organizations have

realized the importance of corporate training. Training is now considered as more of

retention tool than a cost. The training system in Indian Industry has been changed to

create a smarter workforce and yield the best results.

TRAINING DEFINED

It is a learning process that involves the acquisition of knowledge, sharpening of skills,

concepts, rules, or changing of attitudes and behaviours to enhance the performance of

employees.

Training is activity leading to skilled behavior

Its not what you want in life, but its knowing how to reach it


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Its not where you want to go, but its knowing how to get there

Its not how high you want to rise, but its knowing how to take off

It may not be quite the outcome you were aiming for, but it will be an outcome

Its not what you dream of doing, but its having the knowledge to do it

It's not a set of goals, but its more like a vision

Its not the goal you set, but its what you need to achieve it

Training is about knowing where you stand (no matter how good or bad the current

situation looks) at present, and where you will be after some point of time.

Training is about the acquisition of knowledge, skills, and abilities (KSA) through

professional development.

Importance of Training and Development

Optimum Utilization of Human Resources Training and Development helps in

optimizing the utilization of human resource that further helps the employee to achieve

the organizational goals as well as their individual goals.


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Development of Human Resources Training and Development helps to provide an

opportunity and broad structure for the development of human resources technical and

behavioral skills in an organization. It also helps the employees in attaining personal

growth.

Development of skills of employees Training and Development helps in increasing

the job knowledge and skills of employees at each level. It helps to expand the horizons

of human intellect and an overall personality of the employees

Productivity Training and Development helps in increasing the productivity of the

employees that helps the organization further to achieve its long-term goal

Team spirit Training and Development helps in inculcating the sense of team work,team spirit, and inter-team collaborations. It helps in inculcating the zeal to learn within

the employees

Organization Culture Training and Development helps to develop and improve the

organizational health culture and effectiveness. It helps in creating the learning culture

within the organization.

Organization Climate Training and Development helps building the positive

perception and feeling about the organization. The employees get these feelings from

leaders, subordinates, and peers.

Quality Training and Development helps in improving upon the quality of work andwork-life.

Healthy work-environment Training and Development helps in creating the healthy

working environment. It helps to build good employee, relationship so that individual

goals aligns with organizational goal.

Health and Safety Training and Development helps in improving the health and safety


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of the organization thus preventing obsolescence.

Morale Training and Development helps in improving the morale of the work force.

Image Training and Development helps in creating a better corporate image.

Profitability Training and Development leads to improved profitability and more

positive attitudes towards profit orientation.

Training and Development aids in organizational development i.e. Organization gets

more effective decision making and problem solving. It helps in understanding and

carrying out organizational policies.

Training and Development helps in developing leadership skills, motivation, loyalty,

better attitudes, and other aspects that successful workers and managers usually display.

TRAINING AND DEVELOPMENT OBJECTIVES

The principal objective of training and development division is to make sure the

availability of a skilled and willing workforce to an organization. In addition to that, there

are four other objectives: Individual, Organizational, Functional, and Societal.

Individual Objectives help employees in achieving their personal goals, which in turn,

enhances the individual contribution to an organization.

Organizational Objectives assist the organization with its primary objective by bringing

individual effectiveness.

Functional Objectives maintain the departments contribution at a level suitable to the

organizations needs.

Societal Objectives ensure that an organization is ethically and socially responsible to

the needs and challenges of the society.


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Importance of Training Objectives

Training objective is one of the most important parts of training program. While some

people think of training objective as a waste of valuable time. The counterargument here

is that resources are always limited and the training objectives actually lead the design of

training. It provides the clear guidelines and develops the training program in less time

because objectives focus specifically on needs. It helps in adhering to a plan. Training

objectives tell the trainee that what is expected out of him at the end of the training

program. Training objectives are of great significance from a number of stakeholder

perspectives.

1. Trainer

2. Trainee

3. Designer

4. Evaluator

Trainer The training objective is also beneficial to trainer because it helps the trainer tomeasure the progress of trainees and make the required adjustments. Also, trainer comes ina position to establish a relationship between objectives and particular segments of training.


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Trainee The training objective is beneficial to the trainee because it helps in reducing

the anxiety of the trainee up to some extent. Not knowing anything or going to a place

which is unknown creates anxiety that can negatively affect learning. Therefore, it is

important to keep the participants aware of the happenings, rather than keeping it surprise.

Secondly, it helps in increase in concentration, which is the crucial factor to make the

training successful. The objectives create an image of the training program in trainees

mind that actually helps in gaining attention. Thirdly, if

the goal is set to be challenging and motivating, then the likelihood of achieving those

goals is much higher than the situation in which no goal is

Set. Therefore, training objectives helps in increasing the probability that the participants

will be successful in training.

Designer The training objective is beneficial to the training designer because if the


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designer is aware what is to be achieved in the end then hell buy the training package

according to that only. The training designer would then look for the training methods,

training equipments, and training content accordingly to achieve those objectives.

Furthermore, planning always helps in dealing effectively in an unexpected situation.

Consider an example; the objective of one training program is to deal effectively with

customers to increase the sales. Since the objective is known, the designer will design a

training program that will include ways to improve the interpersonal skills, such as verbal

and non verbal language, dealing in unexpected situation i.e. when there is a defect in a

product or when a customer is angry.

Therefore, without any guidance, the training may not be designed appropriately.

Evaluator It becomes easy for the training evaluator to measure the progress of the

trainees because the objectives define the expected performance of trainees. Training

objective is an important to tool to judge the performance of participants.

Training and Human Resource Management

The HR functioning is changing with time and with this change, the relationship between

the training function and other management activity is also changing. The training and

development activities are now equally important with that of other HR functions. Gone

are the days, when training was considered to be futile, waste of time, resources, and

money. Now-a-days, training is an investment because the departments such as,

marketing & sales, HR, production, finance, etc depends on training for its survival. If

training is not considered as a priority or not seen as a vital part in the organization, then

it is difficult to accept that such a company has effectively carried out HRM. Training


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actually provides the opportunity to raise the profile development activities in the

organization

To increase the commitment level of employees and growth in quality movement

(concepts of HRM), senior management team is now increasing the role of training. Such

concepts of HRM require careful planning as well as greater emphasis on employee

development and long term education.

Training is now the important tool of Human Resource Management to control the

attrition rate because it helps in motivating employees, achieving their professional and

personal goals, increasing the level of job satisfaction, etc. As a result training is given on

a variety of skill development and covers a multitude of courses.

Role of HRD Professionals in Training

This is the era of cut-throat competition and with this changing scenario of business; the

role of HR professionals in training has been widened. HR role now is:

1. Active involvement in employee education

2. Rewards for improvement in performance

3. Rewards to be associated with self esteem and self worth

4. Providing pre-employment market oriented skill development education and post

employment support for advanced education and training

6. Flexible access i.e. anytime, anywhere training.

Models of Training

Training is a sub-system of the organization because the departments such as, marketing


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& sales, HR, production, finance, etc depends on training for its survival. Training is a

transforming process that requires some input and in turn it produces output in the form

of knowledge, skills, and attitudes (KSAs).

THE TRAINING SYSTEM

A System is a combination of things or parts that must work together to perform a

particular function. An organization is a system and training is a sub system of the

organization. The System Approach views training as a sub system of an organization.

System Approach can be used to examine broad issues like objectives, functions, and

aim. It establishes a logical relationship between the sequential stages in the process of

training need analysis (TNA), formulating, delivering, and evaluating. There are 4

necessary inputs i.e. technology, man, material, time required in every system to produce

products or services. And every system must have some output from these inputs in order

to survive. The output can be tangible or intangible depending upon the organizations

requirement. A system approach to training is planned creation of training program. This

approach uses step-by-step procedures to solve the problems. Under systematic approach,

training is undertaken on planned basis. Out of this planned effort,

one such basic model of five steps is system model that is explained below.

Organization are working in open environment i.e. there are some internal and external

forces, that poses threats and opportunities, therefore, trainers need to be aware of these

forces which may impact on the content, form, and conduct of the training efforts.

The internal forces are the various demands of the organization for a better learning

environment; need to be up to date with the latest technologies.


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The three model of training are:

1. System Model

2. Instructional System Development Model

3. Transitional model

System Model Training

The system model consists of five phases and should be repeated on a regular basis to

make further improvements. The training should achieve the purpose of helping

employee to perform their work to required standards. The steps involved in System

Model of training are as follows:

1. Analyze and identify the training needs i.e. to analyze the department, job,

2. employees requirement, who needs training, what do they need to learn,

estimating training cost, etc The next step is to develop a performance measure on

the basis of which actual performance would be evaluated.

3. Design and provide training to meet identified needs. This step requires

developing objectives of training, identifying the learning steps, sequencing and

structuring the contents.

4. Develop- This phase requires listing the activities in the training program that will

assist the participants to learn, selecting delivery method, examining the training

material, validating information to be imparted to make sure it accomplishes all

the goals & objectives.

5. Implementing is the hardest part of the system because one wrong step can lead to

the failure of whole training program.
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6. Evaluating each phase so as to make sure it has achieved its aim in terms of

subsequent work performance. Making necessary amendments to any of the

previous stage in order to remedy or improve failure practices

Instructional System Development Model(ISD)Model

Instructional System Development model was made to answer the training problems.

This model is widely used now-a-days in the organization because it is concerned with

the training need on the job performance.

Training objectives are defined on the basis of job responsibilities and job description and

on the basis of the defined objectives individual progress is measured. This model also

helps in determining and developing the


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to remedy or improve failure practices.

The ISD model is a continuous process that lasts throughout the training program. It

also highlights that feedback is an important phase throughout the entire training

program. In this model, the output of one phase is an input to the next phase.

Transitional model focuses on the organization as a whole. The outer loop describes the

vision, mission and values of the organization on the basis of which training model i.e.

inner loop is executed.

Vision focuses on the milestones that the organization would like to achieve after the

defined point of time. A vision statement tells that where the organization sees itself few


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years down the line. A vision may include setting a role mode, or bringing some internal

transformation, or may be promising to meet some other deadlines

Mission explain the reason of organizational existence. It identifies the position in the

community. The reason of developing a mission statement is to motivate, inspire, and

inform

the employees regarding the organization. The mission statement tells about the identity

that how the organization would like to be viewed by the customers, employees, and all

other stakeholders.

Values is the translation of vision and mission into communicable ideals. It reflects the

deeply held values of the organization and is independent of current industry

environment. For example, values may include social responsibility, excellent customer

service, etc.

The mission, vision, and values precede the objective in the inner loop. This model

considers the organization as a whole. The objective is formulated keeping these three

things in mind and then the training model is further implemented.


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TRAIN AND RETAIN TO STOP THE DRAIN

In todays competitive world, where margins are constantly under pressure, training

budgets are the first to axed. So it becomes imperative that the training model that is

evolved should be less capital intensive and not dependent upon profit margins and

profitability.

Although training needs are identified much before training programmed actually

commence but still some crucial points are left some un-addressed.

For example very little is done to know the opinion of the employee about training need

identified for him as to what he feels about the same .99% cases employee is nominated

by higher authorities instead of chance being given to volunteer program under the


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notion that boss is always right and he knows the best off. Taking this in context there are

many organization where some employee who are earmarked are regularly nominated to

attend training program. He is stressed out, why dont pack him up for a training

program approach. CHAPTER-3 LEARNING AND TRAINING

Irrespective of the type or method of training, a trainer has to keep in mind some of the

principles of learning or motivation, which would enhance internationalization of what is

taught.

Motivation

A trainee needs to have a desire to learn and benefit from the programme. If the is not

interested, or is de-motivated, the learning outcome is going to be insignificant and the

company will have spent its money badly. On the other hand, being too intense about

learning and outcome may result in setting over ambitious goals for the individual.

Reinforcement

Following on the concept of motivation is that of reinforcement. For learning to take place

and be internalized to the desired extent, a trainee is rewarded or given some

encouragement. This reinforcement, or the acknowledgement that what has been acquired

is desirable, can be either an extrinsic or intrinsic reward-external praise or some tangible

reward, or the individuals feeling of a sense of progress. Current stress is on positive

support and helpful behavior, even when mistakes are made.


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Feedback

During the training process, it is useful for the trainee to be told how he is progressing.

Several researchers have confirmed that knowledge of results is an effective motivator.

Constant and periodic feedback has positive effects on the trainees learning. Unless the

trainee knows how close his performance comes to the desired standard, he will not have

an opportunity to improve. Feedback therefore provides a basis for correcting oneself.

Secondly, feedback helps to sustain the trainees interest in the task, or in each learning that

is taking place, by bringing greater involvement with the learning process. If feedback is to

be meaningful, it should follow a learning segment as quickly as possible.

TransferofLearning

The maximum use of training can be made if the trainee is able to transfer his learning to

his actual work role. This is possible if identical elements are incorporated in the training

situation from the job role, either existing or proposed. The more similar the learning

situation is to the job situation, the higher the degree of transfer the trainee can expect, and

hence the grater the relevance of the training programme.

Repetition

Repetition etches a pattern into our memory, e.g., when one studies for an examination, it is

necessary to repeatedly to over ideas so that they can be recalled later.


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Relevance

Relevance relates to the meaningful fuse of material, which aids learning, e.g., trainers

usually explain in the overall purpose of a job to trainees before assigning them a particular

task.

TRAINING INPUTS

There are three basic types of inputs;

(i)Skills

(ii)Attitude

(iii)Knowledge.

The primary purpose of training is to establishing a sound relationship is at its best when

the workers attitude to the job is right, when the workers knowledge of the job is adequate,

and he has developed the necessary skills.

Training activities in an industrial organization are aimed at making desired modifications

in skills, attitudes and knowledge of employee so that they perform their jobs most

efficiently and effectively.

BEST TIME TO IMPART TRAINING TO EMPLOYEE

1. NEW RECRUITS TO THE COMPANY

These have a requirement for induction into the company as a whole in terms of its

business activities and personnel policies and provisions, the terms, conditions and benefits

appropriate to the particular employee, and the career and advancement opportunities

available.


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2.TRANSFEREES WITHIN THE COMPANY

These are people who are moved from one job to another, either within the same work area,

i.e. the same department or function, or to dissimilar work under a different management.

Under this heading we are excluding promotions, which take people into entirely new

levels of responsibility.

3. PROMOTIONS

Although similar to the transferee in that there is a new job to be learned in new

surroundings, he is dissimilar in that the promotion has brought him to a new level of

supervisory or management responsibility. The change is usually too important and

difficult to make successfully to permit one to assume that the promotes will pick it up as

he goes along and attention has to be paid to training in the tasks and the responsibilities

and personal skills necessary for effective performance.

4. NEW PLANT OR EQUIPMENT

Even the most experienced operator has everything to learn when a computer and

electronic controls replace the previous manual and electro-mechanical system on the

process plant on which he works. There is no less a training requirement for the supervisors

and process management, as well as for technical service production control and others.

5. NEW PROCEDURES

Mainly for those who work in offices in commercial and administrative functions but also

for those who we workplace is on the shop floor or on process plant on any occasion on

which there is a modification to existing paperwork or procedure for, say the withdrawal of

materials from stores, the control of customer credit the approval of expense claims, there


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needs to be instruction on the change in the way of working in many instances, a note

bringing the attention of all concerned the change is assume to be sufficient, but there are

cases, such as when total new systems in corporating IT up dates are installed, when

more thorough training is needed.

6. NEW STANDARDS, RULES AND PRACTICES

Changes in any one these are likely to be conveyed by printed note or by word of mouth by

the manager to his subordinates, and this can be the most satisfaction way of dealing with

the change from the point of view of getting those affected to understand their new

responsibility. However not all changes under this heading can be left to this sort of

handling. Even the simplest looking instruction may be

regarded as undesirable or impracticable by whoever has to perform it he may not

understand the purpose behind the change and lose confidence in a management which he

now believes to be messing about, or he may understand the purpose and have a better

alternative to offer if it is not too late.

7. NEW RELATIONSHIP AND AUTHORITIES

These can arise, as a result of management decisions, in a number of ways. In examples,

the recognition of the accounts department can result in a realization of responsibilities

between the section leaders of credit control, invoicing and customer records, although

there is no movement of staff between the sections (i.e. no transfers). Although the change

in work content for each clerk and supervisor is defined clearly for each person in the new

procedures, there is nevertheless a need for each person to know where he stands in the

new set up, which is responsible for what, and where to direct problems and enquiries as

they arise in the future.


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8. MAINTENANCE OF STANDARDS

We are here concerned with maintenance of standards through training, for it must be

remembered that supervision and inspection and qualify control are continuously

responsible for standards and exercise their own authorities to this end. Although it is

generally agreed that some retraining from time to time, taking varied forms even for the

on group of employees, does act as both a reminder and a stimulus, there is not much

agreement on the next frequency and form that such retraining should take, of there is as

yet little scientific knowledge on this subject which is of much use in industrial situations.

9. THE MAINTENANCE OF ADAPTABILITY

Again, whilst there is little scientific study of the loss of ability to learn new skills in those

cases where people spend a long time without change, and without the need to learn, there

is increasing evidence in current experience to suggest that this is the case in industrial

employment. Add, of course, there is the inference arising from the laboratory experiments

of psychologists.

10. THE MAINTENANCE OF MANAGEMENT SKILLS &

STANDARDS

Skills in supervising, employee appraisal, communications, leadership etc are important in

all companies. Some of these skills are seen to be critical to major developments in

company organisation, culture, employee empowerment and so on. Initial training in these

skills is not uncommon in the largest companies on appointment into management and

supervision. But continuous training and performance monitoring is rare, despite the

common knowledge that standards are as varied as human nature.


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11. RETIREMENT AND REDUNDANCY

Employees of any position in the company who are heading towards retirement will benefit

from learning about health, social life, work opportunities money management

etc. Internal or external courses are best attended a year or two before retirement date, in a

few companies a member of Personnel will act as a counselor as required.

BENEFITS OF TRAINING

Employees and the organization need to realize the importance of contribution and learning

for mutual growth and development. Training is the answer to deal with stagnation stage

by constantly updating it in every field. Other benefits of training include:

Hiring appeal: companies that provide training attract a better quality

Workforce.

Assessing and addressing any performance deficiency.

Enhancing workforce flexibility.Cross-cultural training is essential for t

them for better adjustment in the new environment.

Increasing commitment: Training acts as a loyalty booster. Employee

motivation is also enhanced when the employee knows that the

organization would provide them opportunities to increase their skills and

knowledge.

It gives the organization a competitive edge by keeping abreast of the latest

changes; it acts as a catalyst for change.

Higher customer satisfaction and lower support cost results through

improved service, increased productivity and greater sufficiency.


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Training acts as benchmark for hiring promoting and career planning.

It acts act as a retention tool by motivating employee to the vast

opportunities for growth available in an organization.

THE EVALUATION OF TRAINING

There are a number of expressions used to describe steps taken by management and by

training offices at the conclusion of training and during the days or weeks afterwards.

These expressions include validation, evaluation, follow-up and implementation, as well

as cost benefit, which have appeared in more recent years. We are interested in all of these

and have already tackled one of the, implementation, and we start by giving our definitions

in order to establish a clearer picture of what each is, and how they relate to each other.

Evaluation of training, or, indeed of anything, consists simply of putting a value to it. To

evaluate training means undertaking a search for the effect that it has had on the people and

the situations, which it influences, and then trying to measure or estimate whether this is

advantageous or disadvantageous.

We shall see that at the level of pure training there is an evaluation to be made, but that the

principal evaluation is at a higher level in the chain.

First the chain of intentions is clear at the outset

1. The forecourt attendants were to receive training to a defined level of competence.

2. They were then to apply their new capability correctly during the service that they

gave to motorists.


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3. The motorists would respond to this with a reaction of pleasure and would tend to

use that particular station rather more, thus increasing the amount of gasoline sold.

4. The increased sales, and negligible increased costs, would improve the revenue and

the profits.

A TRAINING TOOL: INSPIRING OTHERS

In the new era new era, challenges for the trainer are to create learning environment.

Trainer needs to innovate new ways design and deliver the training inputs. Wide range of

technique like interactive methods like teaching, experiential learning cases inventories

games, including humour. Where as we have the ancient way of story telling as a powerful

tool to create learning for adult managers of industry. Sharing ones own perception,

experience and ideas learning value can be increased exponentially.

Methods of Training

There are various methods of training, which can be divided in to cognitive and

behavioral methods. Trainers need to understand the pros and cons of each method, also

its impact on trainees keeping their background and skills in mind before giving training.

Cognitive methods are more of giving theoretical training to the trainees. The various

methods under Cognitive approach provide the rules for how to do something, written or

verbal information, demonstrate relationships among concepts, etc. These methods are

associated with changes in knowledge and attitude by stimulating learning.

The various methods that come under Cognitive approach are:


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LECTURES A Method of Training

It is one of the oldest methods of training. This method is used to create understanding of

a topic or to influence behavior, attitudes through lecture. A lecture can be in printed or

oral form. Lecture is telling someone about something. Lecture is given to enhance the

knowledge of listener or to give him the theoretical aspect of a topic. Training is basically

incomplete without lecture. When the trainer begins the training session by telling the

aim, goal, agenda, processes, or methods that will be used in training that means the

trainer is using the lecture method. It is difficult to imagine training without lecture

format. There are some variations in Lecture method. The variation here means that some

forms of lectures are interactive while some are not.

Straight Lecture: Straight lecture method consists of presenting information, which the

trainee attempts to absorb. In this method, the trainer speaks to a group about a topic.

However, it does not involve any kind of interaction between the trainer and the trainees.

A lecture may also take the form of printed text, such as books, notes, etc. The difference

between the straight lecture and the printed material is the trainers intonation, control of

speed, body language, and visual image of the trainer. The trainer in case of straight

lecture can decide to vary from the training script, based on the signals from the trainees,

whereas same material in print is restricted to what is printed.

A good lecture consists of introduction of the topic, purpose of the lecture, and priorities

and preferences of the order in which the topic will be covered.
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Main Features of Lecture Method

Some of the main features of lecture method are:

Inability to identify and correct misunderstandings

Less expensive

Can be reached large number of people at once

Knowledge building exercise

Less effective because lectures require long periods of trainee inactivity

Demonstration Training Method

This method is a visual display of how something works or how to do something. As an

example, trainer shows the trainees how to perform or how to do the tasks of the job. In

order to be more effective, demonstration method should be should be accompanied by

the discussion or lecture method.

To carry out an effective demonstration, a trainer first prepares the lesson plan by

breaking the task to be performed into smaller modules, easily learned parts. Then, the

trainer sequentially organizes those modules and prepares an explanation for why that

part is required. While performing the demonstration, trainer:

Demonstrates the task by describing how to do, while doing

Helps the focusing their attention on critical aspects of the task

Tells the trainees what you will be doing so they understand what you will be

showing them

Explains why it should be carried out in that way


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The difference between the lecture method and the demonstration method is the level of

involvement of the trainee. In the lecture method, the more the trainee is involved.

The financial costs that occur in the demonstration method are as follows:

Cost of training facility for the program

Cost of materials that facilitate training

Food, travel, lodging for the trainees and the trainers

Compensation of time spent in training to trainers and trainees

Cost related to creating content, material

Cost related to the organization of the training

After completing the demonstration the trainer provide feedback, both positive and or

negative, give the trainee the opportunity to do the task and describe what he is doing and

why.

Discussion Training Method

This method uses a lecturer to provide the learners with context that is supported,

elaborated, explains, or expanded on through interactions both among the trainees and

between the trainer and the trainees. The interaction and the communication between

these two make it much more effective and powerful than the lecture method. If the

Discussion method is used with proper sequence i.e. lectures, followed by discussion and

questioning, can achieve higher level knowledge objectives, such as problem solving and

principle learning.

The Discussion method consists a two-way flow of communication i.e. knowledge in the


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form of lecture is communicated to trainees, and then understanding is conveyed back by

trainees to trainer.

Understanding is conveyed in the form of verbal and non-verbal feedback that enables

the trainer to determine whether the material is understood. If yes, then definitely it

would help out the trainees to implement it at their workplaces and if not, the trainer may

need to spend more time on that particular area by presenting the information again in a

different manner.

Questioning can be done by both ways i.e. the trainees and the trainer. When the trainees

ask questions, they explain their thinking about the content of the lecture. A trainer who

asks questions stimulates thinking about the content of the lecture. Asking and

responding questions are beneficial to trainees because it enhance understanding and

keep the trainees focused on the content. Besides that, discussions, and interactions allow

the trainee to be actively engaged in the material of the trainer. This activity helps in

improving recall.

Computer-Based Training (CBT)

With the world-wide expansion of companies and changing technologies, the demands

for knowledge and skilled employees have increased more than ever, which in turn, is

putting pressure on HR department to provide training at lower costs. Many organizations

are now implementing CBT as an alternative to classroom based training to accomplish

those goals


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Some of the benefits of Computer-Based Training are:

According to a recent survey, about 75% of the organizations are providing training to

employees through Intranet or Internet. Internet is not the method of training, but has

become the technique of delivering training. The growth of electronic technology has

created alternative training delivery systems. CBT does not require face-to-face

interaction with a human trainer. This method is so varied in its applications that it is

difficult to describe in concise terms.


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Coaching is one of the training methods, which is considered as a corrective method for

inadequate performance. According to a survey conducted by International Coach

Federation (ICF), more than 4,000 companies are using coach for their executives. These

coaches are experts most of the time outside consultants.

A coach is the best training plan for the CEOs because

It is one-to-one interaction

It can be done at the convenience of CEO

It can be done on phone, meetings, through e-mails, chat

It provides an opportunity to receive feedback from an expert

It helps in identifying weaknesses and focus on the area that needs improvement This

method best suits for the people at the top because if we see on emotional front, when a

person reaches the top, he gets lonely and it becomes difficult to find someone to talk to.

It helps in finding out the executives specific developmental needs. The needs can be

identified through 60 degree performance review.

PROCEDURE OF THE COACHING

The procedure of the coaching is mutually determined by the executive and coach. The

procedure is followed by successive counseling and meetings at the executives

convenience by the coach.

1. Understand the participants job, the knowledge, skills, and attitudes, and

resources required to meet the desired expectation


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2. Meet the participant and mutually agree on the objective that has to be achieved

3. Mutually arrive at a plan and schedule

4. At the job, show the participant how to achieve the objectives, observe the

performance and then provide feedback

5. Repeat step 4 until performance improves.

For the people at middle-level management, coaching is more likely done by the

supervisor; however experts from outside the organization are at times used for up-

and-coming managers. Again, the personalized approach assists the manger focus on

definite needs and improvement

Mentoring

Mentoring is an ongoing relationship that is developed between a senior and junior

employee. Mentoring provides guidance and clear understanding of how the organization

goes to achieve its vision and mission to the junior employee

The meetings are not as structured and regular than in coaching. Executive mentoring is

generally done by someone inside the company. The executive can learn a lot from

mentoring. By dealing with diverse mentees, the executive is given the chance to grow

professionally by developing management skills and learning how to work with people

with diverse background, culture, and language and personality types

Executives also have mentors. In cases where the executive is new to the organization, a

senior executive could be assigned as a mentor to assist the new executive settled into his

role. Mentoring is one of the important methods for preparing them to be future


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executives. This method allows the mentor to determine what is required to improve

mentees performance. Once the mentor identifies the problem, weakness, and the area

that needs to be worked upon, the mentor can advise relevant training. The mentor can

also provide opportunities to work on special processes and projects that require use of

proficiency.

Some key points on Mentoring

Mentoring focus on attitude development

Conducted for management-level employees

Mentoring is done by someone inside the company

It is one-to-one interaction

It helps in identifying weaknesses and focus on the area that needs improvement

Job Rotation

For the executive, job rotation takes on different perspectives. The executive is usually

not simply going to another department. In some vertically integrated organizations, for

example, where the supplier is actually part of same organization or subsidiary, job

rotation might be to the supplier to see

how the business operates from the supplier point of view. Learning how the organization

is perceived from the outside broadens the executives outlook on the process of the

organization. Or the rotation might be to a foreign office to provide a global perspective.

For managers being developed for executive roles, rotation to different functions in the

company is regular carried out.

This approach allows the manger to operate in diverse roles and understand the different


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issues that crop up. If someone is to be a corporate leader, they must have this type of

training. A recent study indicated that the single most significant factor that leads to

leaders achievement was the variety of experiences in different departments, business

units, cities, and countries.

An organized and helpful way to develop talent for the management or executive level of

the organization is job rotation. It is the process of preparing employees at a lower level

to replace someone at the next higher level. It is generally done for the

Documents

24332633 Training Development Project