Training & Development Assignment

Submitted By: Group 10

Suvhrajeet Chakraborty
Kuntal Das
Bhaskar Bar
Monal Kumar
Subhajit Singha

SCPS
Sector: Service Industry, Consultancy
Company: Teamlease
Profile: Talent Advisor
Major tasks. of Training/s How will
kills If yes, identify Who to organize?
position this be
development what training When? Training provider?
achieved?
required? needs exist
(e.g., on the job,
Y N external training)
Business Yes Companies’ various On the job- JIT As per the company
Communication service Preference
skills (Website)

Analytical skills Yes Domain based On the job- JIT & As per the company
Roleplay Preference
Interpersonal skills No NA NA NA NA
Proficiency with Yes Domain based Training On the job- JIT As per the company
content management Preference
software

Service: Consultancy
Analysis – Training Need Analysis

 What do we want to achieve in the period ahead?

 Once the training process ends, we expect the candidate to have a command on the various
parameters & practices and should have a good knowledge about the companies’ various products,
and could be able to have a good command over the customer relationship management methods and
tactics.

 Where can you/we see your career moving in the next two years?
 Within next two years we see the candidate should be competent enough to acquire a position of
senior talent advisor.

 How are we going to make this happen?

 In order to achieve these short-term goals, we will continue to evaluate the candidate on regular basis
and will be providing them training whenever required.

 What will you need from the company to assist you to reach your career goals?
 Constant guidance and training whenever required.
Design:

 HOW- On the job training (Job Instruction technology & Roleplay)

 WHAT- Recruitment and selection.
 WHO- Talent Acquisition @Udemy
 WHEN- October/November/December according to the training calendar.
 WHERE- Training Hall of the company.
Development:

 This step includes development of the training strategies and various training ppt and kits to train the
candidate in software and content development.

Training Process or Model-

Responsible for implementation of talent acquisition with Project based activities.
According to job Roles and Responsibility ADDIE Model both are Appropriate for the Particular
Designation.
 For touching the Target Line “ADDIE” model is effective.
A(Analyse)- If Product Engineer Not able to provide best service, then this stage will happen.
D(Design)- After Analysing the Dispute area this phase is going to be created.
D(Development)- This phase is usable for overall progress for the Particular Employee.
I(Implement)- After completing those phases Implementation Occurs for cover those gaps.
E(Evaluation)- Last and final Stage for evaluating employee’s performance.

Training Method for Production Engineer:

For this Designation On-The job Training is Needed Because for this Profile 50% Training and 50%
Practice is Required at the same Point.

On – The job Training:

 Focused on “coaching”- It’s a one-to-one training program taken place by line manager in the
company. In this Stage employees can get a clear idea from the line manager about organization
expectation from the employees.
 Mentoring / Buddy Programme - In this Stage Training is given on development of
employee’s attitude and in this programmed, Suggestion is given for betterment.
 Job Instruction Technique (JIT) - JIT used for design a strategy with focused on
Knowledge, skills, and attitudes development which is needed for the “Product Engineer”.

TRANING CALENDAR
Traning Calendar-2023
 Click Here To Open

Organization training process and the methods they are using:

 Training Process:
To have an effective training program, there are a number of procedures that must be taken in a
methodical manner during the training process.

Needs
Assessment

Feedback Defining
of the Training
client objective

Training Process

Evaluation Select
Appropriate
and Follow method for
up training

Implementation
of Training
program

 Needs Assessment:
It is the starting point for all training. You have to justify an investment for training and then
difference between standard performance and actual performance and will reply why, what, when,
where and who.
 Defining training objective:
 After the need assessment it’s the crucial task is to determine the objectives of training. The basic
objective of training is to bring proper match between man and the job. And the ultimate goal is to
bridge the gap between current and desired performance.
 Select appropriate method for training:
After the assessment of training needs and selection of objectives a suitable training method is to be
identified. This training method will help us to achieve the desired objectives. There are number of
training methods available but their suitability is judged as per the need of organization.
 Implementation of Training program:
After the selection of an appropriate method, the actual functioning takes place. Under this step, the
prepared plans are implemented to get the desired output.
 Evaluation and follow up:
After all the efforts made by the organization, it is the time to check either it is useful or not. For this
purpose, we conduct an evaluation. It will tell us about the worth and value of the training
programmed.
 Feedback of the client:
Finally, a feedback mechanism is created in order to identify the weak areas in the training program.
So, we will improve these areas the in future. For this purpose, information relating to class room,
trainer behavior, material and the overall experience is asked.

 Training Methods
Depending on the aims and objectives of the training and development programme, numerous training
techniques are available and are employed by the business. Here are a few often utilised training techniques:

o Orientations: It is a process for giving new employees important information about their workplace,
equipment, salary, benefits, dress code with supervisor and information regarding the history of the
organization. The purpose of this training is to ensure that the new employee feels at home in the
company and is informed about their job description, the organization's aims and objectives,
company policies, and the rules and regulations that must be adhered to.
o Lectures: This is a one-way communication mechanism that is typically utilised when a sizable
number of employees need to be informed of vital information. Information about new policy
revisions or other organization-wide change management initiative may be included.
o Case Study: Here the participants are given a situation in terms of case study and they have to
provide solutions on the stated problem in the provided case. It is a best way to impart decision
making skill and sharpen the judgment skills of the employee.
o Role Playing: Each participant is given a certain role to play out in the scenario after it has been
developed. Using the role-playing technique, the participant can practise doing their actual job. The
facilitator gives participants quick feedback so they can work on improving their performance. These
scenarios work incredibly well for management and marketing training.
o Simulations: It can be utilised as a type of game made from real-world situations. Employees that
participate in these simulations gain a greater understanding of the entire organisational structure and
have the opportunity to research real-world issues and find pertinent solutions.
o Computer-Based Training: The staff members receive computer training and study materials.
o Self-Instruction: Different forms of self-instruction training include individualised education,
programmed learning, tailored systems of instruction, correspondence study, and learner-controlled
instruction. Employees are in charge of their own education here.
o Audio-visual Training: In this sort of training, employees are exposed to real-world scenarios
through the use of films, television, and videotapes. The circumstance is described in the
presentation, along with the solution to the problem. It aids employees in learning about various
corporate scenarios and gives them the proper guidance to make judgments.
o Team-Building Activities: Training relates to human behaviour. Activities that can enhance group
dynamics and relations between employees and management are included. It can take the form of
office brainstorming sessions or outdoor exercise.
o Apprenticeships and internships: These types of on-the-job training involve a freshly hired
employee working with an experienced employee to pick up skills necessary for the job while doing
it.
o Job Rotation: The job rotation technique of training is used to increase knowledge of the entire
organization and to add abilities. Employees learn about various work profiles while rotating through
various job types here.