Rustomjee Business School

Ch3. Training & Development

- Yogesh Kamath
For studying - I Suggest see the PPT in the slide show mode

Todays Agenda

Rustomjee Business School

1 2
3

Meaning
What is T&D, How does it fit in the HRD process

Purpose why is it used

Improving performances, skill development etc

Significance of T&D when is it used

mobility, advances in technology, m&a etc

4 5

The Process of T&D.

Needs assessment phase, Prog. design, Implementation, Evaluation

Case Studies
Lets analyse.

Todays Agenda

Rustomjee Business School

1 2
3

Meaning
What is T&D, How does it fit in the HRD process

Purpose why is it used

Improving performances, skill development etc

Significance of T&D when is it used

mobility, advances in technology, m&a etc

4 5

The Process of T&D.

Needs assessment phase, Prog. design, Implementation, Evaluation

Case Studies
Lets analyse.

Training & Development

Rustomjee Business School

Training & Dvp

Training Process that attempts to improve performance on a

currently held job for knowledge and skills, to bring about a change in specific KSA. EX Computer Language, Machine Operations, Playing Tennis.

Development Acquire capabilities beyond those required by the

current job, is holistic and aimed at overall personal development. EX Problem solving, Decision making, People skills etc.

Benefits of training and Development

Rustomjee Business School

Organisational Benefits
Increase Efficiency and Profitability. Reduce attrition. Make employees accountable and give wider roles.

Customer Benefits
Better Quality Products and Services.

Employee Benefits
Improved performance. Increase employability. Enhanced motivation. Opportunity for upward mobility.

Chapter snapshot
Meaning
What is T&D, How does it fit in the HRD process

Rustomjee Business School

1 2

Purpose why is it used

Improving performances, skill development etc

3 4
5

Significance of T&D when is it used

mobility, advances in technology, m&a etc

The Process of T&D.

Needs assessment phase, Prog. design, Implementation, Evaluation

Case Studies
Lets analyse.

Purpose why is it used

The company is converting into a paperless company An inspite of having great sales figures last is year is scoring below target this year

Rustomjee Business School

Performance Improvement Skill Udating

Purpose of T&D

Solving Organisational Problem New Employee Orientation Preparation for Promotion Opportunities for Personal Growth

A group of 5 are recruited from the campus

Mr. Mehta is due for a promotion

Chapter snapshot
Meaning
What is T&D, How does it fit in the HRD process

Rustomjee Business School

1 2

Purpose why is it used

Improving performances, skill development etc

3 4
5

Significance of T&D when is it used

mobility, advances in technology, m&a etc

The Process of T&D.

Needs assessment phase, Prog. design, Implementation, Evaluation

Case Studies
Lets analyse.

Significance of T&D when is it used

Employee Mobility

Rustomjee Business School

Workforce Diversity

Advances in Technology

Significance of T&D

Restructuring

Work Design

M&A

TCS to set up Rs 1,000-crore mega campus in Kerala

Rustomjee Business School

- September 15, 2010 India's largest IT services provider, Tata Consultancy Services, is investing Rs 1,000 crore (Rs 10 billion) to set up a training campus in Kerala housing 10,000 professionals. Construction will commence in 2011-12 and be completed in three years. TCS is the second IT firm to set up such a facility after Bengaluru-based Infosys Technologies inaugurated its campus in Mysore last year. The TCS campus, set in 82 acres in Thiruvananthanpuram, will have classrooms, auditoria, computer laboratories, a library, cafeterias, accommodation facilities as well as recreational and shopping areas. The firm has had a 2,000-seat primary training centre in the city since 1997. "The 10,000-seat campus will set a global benchmark for corporate learning institutions in terms of physical infrastructure, as well as professional and personal development programmes," said N Chandrasekaran, chief executive officer and managing director, TCS.

Chapter snapshot
Meaning
What is T&D, How does it fit in the HRD process

Rustomjee Business School

1 2

Purpose why is it used

Improving performances, skill development etc

3 4
5

Significance of T&D when is it used

mobility, advances in technology, m&a etc

The Process of T&D.

Needs assessment phase, Prog. design, Implementation, Evaluation

Case Studies
Lets analyse.

T&D Process
PHASE I PHASE II
Org. goals and Objectives

Rustomjee Business School

PHASE - IV

Programme Design Training needs assessment Org. analysis.

Job analysis. Person analysis.

Selection of Trainees.
Selection of trainers. Selection of Methods

Evaluation Reactions.
Learning. Behavior. Results.

Gap required and available skills Other actions Hiring, Job Redesign.
Need for T&D

PHASE - III
Implementation Monitoring

Phase I Need Assessment

Rustomjee Business School

Need can be assessed by Productivity, Resources Getting Wasted, Poor Quality, Customer complaints, Accidents, Low Motivation, Long Term vision etc Motorola and IBM conduct annual surveys to assess training needs in context with the companys short and long term goals. IBM tried to reduce layoffs by training employees to be sales representatives and they achieved another goal when faced with surplus.

Developmental approach for grooming future leaders - ING Vysya Bank, realizing the importance of infusing young blood into the officer ranks, had recruited young MBAs as management trainees during the mid 90s. This followed a years training on banking, behavioral aspects, sales, diverse product knowledge.

Phase II Programme design

Rustomjee Business School

Clearly specify desired outcomes, select trainees, select trainers and the method for training.
At JWT the best training programmes are designed for star performers with an aim to groom them as future leaders. O&M and GroupM design majority of their training programmes for young talent. Fast Trackers - at GroupM young achievers are trained by giving them addittional responsibilities

Trainers can either be internal or external. Some Characteristics of a good trainer sincerity, sense of humour, detailed subject knowledge, interest, enthusiasm, simplify complex concepts and learning abilities. TCS has Train the Trainer programme in place.

Phase II Programme design

Rustomjee Business School

IBM Daksh has a separate in-house training group called TTBU Talent Transformation Business Unit Group this is run as a separate business unit with its own staff and is reponsible for output measures, Voice Quality, costs and customer satisfaction. Accentture has outsourced cross-culural and communication training to vendors. For technical training it has what it calls a Leaders Teaching Leaders approach At ICICI Bank they have a Leadership Talent List which comprises of senior executives who spend time training their juniors.

Phase II Programme design, Methods

Rustomjee Business School

Choose a training method which is in line with the objective and the level of the participants.
Lectures Seminars and Conferences Case Study Role Plays Simulation/ on the job

Low trainee participation

High trainee participation

Continuum of Training and development

Phase IV Evaluation
General Criteria for Training Evaluation Reaction. Learning. Behavior. Results

Rustomjee Business School

Evaluation by Determining the Value

Cost Benefit Approach

Comparing Benefits and cost

ROI
Gain in Rupee Terms

Benchmarking
Comparing against recognised leader

Phase IV Evaluation

Rustomjee Business School

JWT evaluations are based on feedback from the trainees Reactions, Trainees have learnt to network and bounce off ideas better and also the communication across has improved Behavior. Here it is believed that training helps improve the quality of output and increase customer satisfaction Results

Phase IV Evaluation
ROI

Rustomjee Business School

ROI = net benefit of training x 100 Training costs Benefits can be amount saved, Productivity increase, reduced complaints, accidents etc. Ford Motors, British Airways and Motorola.

Benchmarking Evaluating a company s practices against recognised leaders in the industry, to identify the areas for improvement. Some agencies come out with periodic information about the best practices followed in the industry.

Phase IV Evaluation
Some Benchmarks

Rustomjee Business School

McDonalds invest more than $ 1 bln annually for T&D. Infosys spends 2.65% of its turnover on education and research, every employee receives 47 hours of training/ year. ICICI facilitates 62 hours of training per employee. Genpact - $ 8 mln in training, 313 trainers, 70 parttime trainers provide training to 25,000 strong workforce. JWT invests Rs 2.25 crores every year on 4,000 mandays of training.