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HRM PPT (Dom) - 2
HRM PPT (Dom) - 2
HRM PPT (Dom) - 2
A little knowledge that acts is worth infinitely more than much knowledge that is idle
INTRODUCTION
Founded in 1985 as Kotak Capital Management Finance Limited. Promoted by Uday Kotak, Sidney A. A. Pinto and Kotak & Company. Industrialists Harish Mahindra and Anand Mahindra took a stake in 1986, and that's when the company changed its name to Kotak Mahindra Finance Limited. Net worth of more than Rs. 6,799 crore Have global offices in New York, London, San Francisco, Dubai, Mauritius and Singapore. The Kotak Group offers their services to approximately 6.4 million customers.
ACHEIVEMENTS
1. ICAI Award - Banking Sector for the year ending 31st March, 2010 . 2. Asiamoney -Best Local Cash Management Bank 2010 3. IDG India - Kotak won the CIO 100 'The Agile 100' award 2010 4. Kotak Royal Signature Credit Card -"Product of the Year" in 2009 5. IBA Banking Technology Awards - Best Customer Relationship Achievement - Winner 2008 & 2009 6. Best overall winner, 2007
Uday Kotak speaks We believe that developing and fostering learning culture along with creating professional entrepreneurs is one of our key value propositions. In this context various interventions have been planned across the employee life cycle to identify and address the skill/ competency gaps and provide developmental inputs to individuals.
Target the school leavers and college dropouts. Get the employers involved. Train the trainers with the help of sustainable methodologies. Accreditation.
About IndiaCan
IndiacanIndiaCan is a joint venture between Educomp, India's largest education company and Pearson and Kotak Mahindra Bank. IndiaCan is a pioneering initiative with a view to bridge the gap between employment opportunities, skills and knowledge base of the unemployed youth in the country and therefore, helps them get suitable placements.
With the combined strength of three of the largest education companies, the venture is on track to become the largest provider of vocational education & training with a mission to: 1. Provides talent for Indias economic growth engine. 2. Trains over 15,000 persons annually.
Training
Operatives Current
Development
Executives Current
Goal
and future jobs Work group+ Individual organization future work Fix current skills demands
job
Initiated
by
management
individual
Training
Specific
Development
General
knowledge
Time
frame
Long
term
Benefits to organization
Better quality of work Higher productivity Cost reduction High morale Reduced supervision Less learning period Personal growth Fewer accidents Brings loyalty
Benefits to employees
Self confidence Safety Higher earning Promotion adaptability New skills Personal growth
Place of training
Large training infrastructure with state of the art classrooms has been set up in Mumbai and similar infrastructure is planned in other Regional hubs as well.
METHODS
ON THE JOBTRAINING OFF THE JOB TRAINING
COACHING
ROLE -PLAY
COMMITTEE ASSIGNMENT
PROGRAMMED INSTRUCTION
On-the-Job Training
On-the-job training (OJT) refers to new or inexperienced employees learning through observing peers or managers performing the job and trying to imitate their behavior.
Coaching
Coaching refers to the activity of a coach in developing the abilities of coaches or clients. Coaching methods includes both theoretical and practical sections. Where motivational speeches are done theoretically, workshop, seminars come under practical methods.
Job rotation
Job rotation is also practiced to allow qualified employees to gain more insights into the processes of a company, and to reduce boredom and increase job satisfaction & skill enhancement through job variation.
Off the job training courses might be run by the business' training department or by external providers. - Use of specialist trainers and accommodation - Employee can focus on the training - and not be distracted by work
Vestibule training
Vestibule training is a type of instruction using a vestibule, a small area away from the actual worksite, consisting of training equipment exactly duplicating the materials and equipment used on the job.
lecture
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 Main Features of Lecture Method:
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
Role Plays
Trainees act out characters assigned to them. Information regarding the situation is provided to the trainees. Focus on interpersonal responses. Outcomes depend on the emotional (and subjective) reactions of the other trainees. The more meaningful the exercise, the higher the level of participant focus and intensity.
Evaluation
Evaluation helps determining the results of training & development program.
Training evaluation provides the data needed to
tests
Online
Our on-line learning portal at Kotak Mahindra Bank - SMILE gives ample learning opportunities to employees and hosts several hundred modules for self development and certifications.
Outcome Measures
Reactions Learning Behavior Results Trainee satisfaction Acquisition of knowledge, skills, attitudes, Improvement of behavior on the job Business results achieved by trainees
HRD mechanisms
Counseling
It is a two way process in which a counselor provides help to the workers by way of advice and guidance.
Coaching
coaching is the practice of giving sufficient direction, instruction and training to a person or a group people, so as to achieve some goals or even in developing specific skills. Though coaching is a system of providing training, the method of coaching differs from person to person, aim or goals to be attained, and the areas needed.
Performance appraisal
Method by which the job performance of an employee is evaluated generally in terms of quality, quantity, cost, and time typically by the corresponding manager or supervisor. Process of obtaining, analyzing, and recording information about the relative worth of an employee to the organization.
Potential appraisal
The appraisal i.e. identification of the hidden talents and skills of a person. The person might or might not be aware of them.
Organizational development
O.D is a set of behavioral science based theories, values, strategies & techniques aimed at the planned change of the organizational work. Four types of interventions are used : Team intervention Inter-group intervention Structural Intervention Comprehensive intervention
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