TRAINING…???

Training is a process whereby people acquire

capabilities to aid in the achievement of organizational
goals. Because this process is tied to a variety of
organizational purposes, training can be viewed either
narrowly or broadly. In a limited sense, training provides
employees with specific, identifiable knowledge and
skills for use on their present jobs. Sometimes a
distinction is drawn between training and development,
with development being broader in scope and focusing
on individuals gaining new capabilities useful for both
present and future jobs
COST V/s. BENEFITs….
Systems Approach to Training
PHASES

 Assessment Phase
 Implementation Phase
 Evaluation Phase
 Assessment Phase
In the assessment phase, planners determine the need
for training and specify the objectives of the training
effort. Looking at the performance of clerks in a billing
department, a manager might find that their data-entry
and keyboard abilities are weak and that they would
profit by having instruction in these areas. An objective of
increasing the clerks’ keyboard entry speed to 60 words
per minute without errors might be established. The
number of words per minute without errors is the
criterion against which training success can be measured,
and it represents the way in which the objective is made
specific. To make the bridge between assessment and
implementation, the clerks would be given a keyboard
data-entry test.
Implementation Phase
Using the results of the assessment,
implementation can begin. For instance, a billing
supervisor and an HR training specialist could
work together to determine
how to train the clerks to increase their speeds.
Arrangements for instructors, classrooms,
materials, and so on would be made at this point.
A programmed instruction manual might be used
in conjunction with a special data-entry class set
up at the company. Implementation occurs when
training is actually conducted.
EVALUATION PHASE
The evaluation phase is crucial. It focuses on
measuring how well the training
accomplished what its originators expected.
Monitoring the training serves as a
bridge between the implementation and
evaluation phases and provides feedback
for setting future training objectives.
 TRAINING NEEDS ASSESSMENT
Training is designed to help the organization
accomplish its objectives. Determining
organizational training needs is the diagnostic
phase of setting training objectives.
Just as a patient must be examined before a
physician can prescribe medication to deal with
an ailment, an organization or an individual
employee must be studied before a course of
action can be planned to make the “patient”
function better. Managers can identify training
needs by considering three sources.
Levels of Training Needs
Assessment
ORGANIZATIONAL ANALYSES
The first way to diagnose training needs is
through organizational analysis, which
considers the organization as a system. An
important part of the company’s strategic
human resource planning is the identification
of the knowledge, skills, and abilities (KSAs)
that will be needed by employers in the future
as both jobs and the organization change.
TASK ANALYSES
The second way to diagnose training needs is
through analyses of the tasks performed in the
organization. To do these analyses, it is
necessary to know the job requirements of the
organization. Job descriptions and job
specifications provide information on the
performances expected and skills necessary
for employees to accomplish the required
work. By comparing the requirements of jobs
with the
knowledge, skills, and abilities of employees,
training needs can be identified.
INDIVIDUAL ANALYSES
The third means of diagnosing training needs
focuses on individuals and howthey perform
their jobs. The use of performance appraisal
data in making these individual analyses is the
most common approach. In some instances, a
good HR information system can be used to help
identify individuals who require training in
specific areas.
 The following annexure contains the
detailed schedules:

• Annexure 1 - Introduction to the training system, role

• of the trainer and expectation from the HOD’s
• Annexure 2 - Scheduling the class room teachings
• Annexure 3 - Project work
• Annexure 4 - Induction program, management development

• program, Critical equipments training

• Annexure 5 – Project specific postings

• Annexure 6 – Feed back and evaluation process
 ANNEXURE - 1
THE DETAILS FOR REPORTING
LOCATION: SAMARPAN, BANGALORE

TENURE : 20/09/2008 TO 31/12/2008 (GENERAL)

10/01/2009 TO 10/06/2009 (IN HOUSE)

For detailed information refer company website

www.metrices.co.in
The trainees are required to report the respective
HOD’s of the concerned department during their IN
HOUSE training
 ROLE OF TRAINERS
• Owner of the scheme
• Maintaining the trainees identity
• Identifying training needs deciding the appropriate time,
nature, method and amount of input
• Assessing continuously the individual’s progress and giving
the support of coaching and counseling
• Deciding changes within the framework in appropriate cases
• Designing, controlling and reviewing the learning events
• Looking in to the difficulties and inconvenience faced by the
trainees
• Keeping the higher management informed about the progress
from time to time
• Maintaining the training records and documenting the
experience and learning inputs for future reference
 EXPECTATION FROM THE
• Welcome of the trainees andHOD’s
introduction to the senior staff, training
coordinators and personnel staff
• Appointment of mentor for specified type of trainees
• Instructing personnel officer for arranging working space for the
trainees
• Instructing the training coordinators and other concerned officers to
brief senior team on training scheme
• Approval on in-house training program for the trainees
• Approval of progress monitoring schedule (to be prepared by training
coordinators)
• Permission for regular release of trainees as per classroom training
schedule envisaged in training process
• Coordinating regular review meetings of mentors/training
coordinators and trainees (separately)
• Identifying training needs deciding the appropriate time, nature,
method and situation in regular intervals
 ANNEXURE - 2
THE DAILY TIME TABLE
SLOTS MON TUE WED THU FRI SAT SUN
6:00AM TO YOGA/ YOGA/ YOGA/ YOGA/ YOGA/ YOGA/ YOGA/
8:00AM GYM/ GYM/ GYM/ MEDTN GYM/ GYM/ GYM/ GYM/
MEDTN MEDTN MEDTN MEDTN MEDTN MEDTN

9:30AM TO IT & IT & APPL. IT & APPL. IT & HW HW APPL.

11:00AM APPL. APPL. APPL.
11:00AM TO GUEST GUEST TECH CO. A/C / TECH GUEST
01:00 PM LECTURE LECTURE STDS/CORPO MAC. STDS/C LECTURE
RATE DESIGN ORPOR
STRATEGY ATE
STRAT
EGY

01:00PM TO LUNCH BREAK

02:00PM
02:00PM TO LEGAL ORG. LEGAL CASE ORG. REV.
03:30PM ASPECTS BEHAVIOU ASPECTS STUDY BEHAVIOU MEETING
R R

03:30PM TO PRESENTAT BUSI PRESENT CASE CO. A/C / REV.

05:00PM IONS GAMES ATIONS STUDY MAC. MEETING
DESIGN

05:00PM TO LIBRARY LIBRARY LIBRARY LIBRAR LIBRARY LIBRARY

07:00PM Y
09:00PM TO DINNER
11:00PM
 THE DAILY TIME TABLE
• NOTE:
• To be monitored by HRD deptt.
• All the HOD’s are required to extend their
cooperation according to need
• The time table has to be strictly followed,
anyone violating the prescribed schedule
will be liable to serious consequences
• 90% attendance is compulsory
# PHASE DURATION STATUS

1 DEPARTMENTAL 4 WEEKS TO BE ORGANIZED BY DEPTT.

INDUCTION OF POSTING

2 CRITICAL EQUIPMENT 2 WEEKS TO BE ORGANIZED BY DEPTT.

TRAINING OF POSTING

3 PROJECT WORK 4 WEEKS TO BE ORGANIZED BY DEPTT.

OF POSTING

4 INDUSTRIAL STUDY TOUR 3 WEEKS TO BE ORGANIZED BY HRDC

5 MANAGEMENT 2 WEEKS TO BE ORGANIZED BY HRDC

DEVELOPMENT

6 ON-THE-JOB TRAINING 18 WEEKS TO BE ORGANIZED BY DEPTT.

OF POSTING
 NOTE:

•The free time slots for Sundays will be used for making
the trainees watch motivational movies and video clips
•They will be taken for outdoor group activities, camping,
picnics etc
•The duration and status has to be strictly followed
•Any one differing or found in any indisclipinary activities
will expose themselves to serious sufferings
 ANNEXURE – 3
PROJECT WORK
• Project work is included to encourage the development
of skills of investigation, analyzing and decision
making, leading to a workable (as opposed to
theoretical) answer and making a case by presenting
that answer in writing and verbally

OBJECTIVES
• To familiarize and develop the trainees knowledge and
skill necessary to deal with everyday operational,
managerial and maintenance problems
• Project to result in a viable suggestion for
improvement
 OBJECTIVES

• A report has to be submitted at the end of the

stipulated time by the trainees which will be assessed
performance and content wise both
• The tutor/trainer must facilitate implementation of
such suggestions to ensure that a good idea is not
wasted and trainee is motivated
• To develop an understanding of the operating
parameters that must be achieved, for planned output
and quality to be obtained in time and within an
allowable cost
 Project selection

The project selection should be done in joint

consultation between the HOD, tutor/trainer
and trainee keeping in view that the project
must aim at some benefits to the shop as well
suited to the trainee. It may be to solve a
problem or to develop a new system or to
modify an existing procedure going on
 ANNEXURE – 4

CRITICAL EQUIPMENT TRAINING

Objective:
To enable the trainees to operate Critical
Equipments independently and
effectively. It will be evaluated according
to the performance of the trainees.
 MANAGEMENT
DEVELOPMENT PROGRAM
Objective:

• To acquaint the trainees with the

concepts and principles of General
Management with special reference to
the role of front line managers.
 INDUSTRIAL STUDY TOUR

Objective:

• To acquaint the trainee with the working of

other internal industrial set ups
• To develop an understanding of the technical
problems faced in other industrial units and
solutions developed
• To get the trainees an overview of the entire
firm where they have to work
 DEPARTMENTAL INDUCTION
PROGRAM
Objectives:
• The main objective understands departmental process
or function, structure system, system monitoring and
control
• The operational, essential operating parameters in
terms of technology, manpower, output, quality and
costs, future prospects acquainted
• Safety rules, systems and aspects understanding
• Developmental induction also provides opportunity for
the trainees to build up a good working relationship
with other employees
 ANNEXURE – 5
Departmental/Project specific postings

• From the month of February the trainees will be

posted to their respective departments as per the
requirement.
• They will be assigned to any ongoing project and
if found efficient enough then will be made project
member for it.
• The HOD’s and project managers are requested
to extend their cooperation in this regard.
 OBJECTIVES

• To develop the trainees with on job required skills.

• To let them know the pre requisites of the needs of the
industry
• To make them comfortable working in the actual job field
• To ensure there is no malfunctioning in the process flow
• To make the senior group members and HOD’s of the
respective departments comfortable with the new entrants
• To develop a better understanding in the group activities
• To make trainees well acquainted with the actual working
and work culture
 Evaluation technique

Evaluation of the training program

• The training program has to be evaluated by
the top level management, the HOD’s of
various departments, training coordinators
and officers and a panel of present
employees for their suggestions and
recommendations.
 Evaluation of the trainers

• The trainers have to go through an interview

process as designed by the top level management
• Recommendations from the existing employees
will be entertained who have gone through the
training process before
• A weekly assessment sheet will be filled by the
trainees for each trainer
• Trainers will be assessed by the fellow training
officers and the upper level management about
their working efficiency and communication
 Evaluation of the trainee

• Weekly tests will be conducted, both written and

psychometric (trainees need to score more than 70%, if
they fail to do so in simultaneously 3 weeks they will be
discontinued with the rest of the training and their
recruitment will also be cancelled)
• Assessment on the basis of class performance,
attentiveness, project work , extra curricular activities etc.
will be done
• They will be assessed by the fellow trainees also
• At the end of the session the final assessment test will be
conducted
• Trainees will be exposed to surprise assessments for
themselves and other factors like, trainer and the training
THANK YOU