Trainig a panacea of organization survival?

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TRAINING: A PANACEA OF ORGANIZATION
SURVIVAL?
Group Members: Submitted to:
ANIL KUMAR SHAKYA MRS. ANSHU MAM
UIBM C.S.J.M.U. KANPUR(MBA FT) 1

2. TRAINING DEFINED : It is a learning process that involves
the acquisition of knowledge, sharpening of skills, concepts,
rules, or changing of attitudes and behaviors to enhance the
performance of employees.
It’s not what you want in life, but it’s knowing how to
reach it.
It’s not where you want to go, but it’s knowing how to get
there
It’s not how high you want to rise, but it’s knowing how to
take off
It may not be quite the outcome you were aiming for, but
it will be an outcome
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3. It’s not what you dream of doing, but it’s having the
knowledge to do it.
It's not a set of goals, but it’s more like a vision.
It’s not the goal you set, but it’s what you
need to achieve it.
Training is about the acquisition of
knowledge, skills, and abilities
through professional development.
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4. Importance's of training in the
organization :
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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5.  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.
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6. 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 human intellect and an overall personality of the
employees.
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7. Training in Organization: A Developmental
Perspective
According to the recent review by Harvard Business Review,
there is a direct link between training investment of the
companies and the market capitalization. Those companies
with higher training investment had higher market
capitalization. It clearly indicates that the companies which
have successfully implemented training programs have been
able to deliver customer goals with effective results.
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8. Increased role of training in different sectors :
Training Programs in Retail/FMCG Sector
A look at the statistics shows that the retail sector in India is worth USD
394 billion and is growing at the rate of 30% annually. An ICRIER study
has found that retailing ($180 billion) contributes to 10 per cent of GDP
and employs 7 per cent (21 million) of the workforce some of the
training programs that are given in the retail sector are:
* Sales Training
* On-the-Job Training
* Seminars/Workshops
* Customer Relationship Management
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9. * Online Course
* Group Study
* Computer-Based Training
* Self-Directed Training
Training programs at IT industry: The Indian IT sector is
growing at a very fast pace and is expected to earn a revenue
of US $87 billion by 2008. In 2006, it has earned revenue of
about US $ 40 billion with a growth rate of 30%. IT sector is
expected to generate 2.3 million jobs by 2010, according to
NASSCOM (National Association of Software and Service
Companies).
With this rapid expansion of IT sector and coming up of
major players and new technologies like SAP, the need of
human resource development has increased.01/30/1519/11/2010 9

10. Training Courses in BPO Sector:
* Call Centre Management
* Advanced Interpersonal Communication
* Business Communication
* Accent neutralization
* Customer Relationship Management
* E-mail Etiquette
* Selling over the Phone
* Telephone Etiquette
* Cross-cultural Training
* Computer Based Training Methods
* E-learning
* CD-ROM-based
* Lectures
* Discussions
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11. Training programs at Pharmaceuticals industry: India
Pharmaceutical market is valued at about US $8 billion and is
expected to reach to US $12 billion by 2010. Indian
pharmaceutical market is 2% of world's pharmaceutical
market. In the last two years, 3900 new generic products
have been launched because of which its market value has
been increased to about US $355 million.
* Brand Protection
* Contamination Control
* Drug Verification
* Supply Chain Visibility
* Recall Management
* Shrinkage Reductions
* On-the-job training
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12. Public sector employees more cared than private
sector:-
 A recent survey has shown that, out of the top 10 caring
employers in India, public sector companies are more caring
than private sector. The analysis was done by Economic
Times.
 Not only did these companies continue to invest in employee
training and welfare, they also increased funds allocated to
such activities.
 he analysis was confined to BSE 500 companies, whose data
on employee welfare and training is available for FY09 and
FY08 on the CMIE Database. Their ranking was done on the
basis of annual spend on the welfare and training of
employees.
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13.  The analysis revealed that the top three firms in the 'caring
employer' league table are public sector companies, with
Indian Oil Corp (IOC), Bharat Petroleum Corporation (BPCL),
Steel Authority of India (SAIL) occupying the top three slots.
 Tata Consultancy Services (TCS), the country's top software
exporter and one of four private sector firms to figure in the
list, occupied the fourth slot.
 The analysis showed that IOC, the largest domestic company
by sales, spent around 673 corer on employee welfare and
training during FY09, up 45 percent from what it had spent a
year ago. Its state-run rival BPCL occupied the number two
slot with a spend of 572 corer on welfare and training of
employees. But in terms of growth in expenditure, BPCL was
miles ahead of the competition as it registered a 181 percent
growth in expenditure on employee welfare and training.
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14.  The third and fourth biggest spenders - SAIL and TCS - spent
496 corer and 494 corer respectively, recording a growth of 40
percent and 29 percent respectively.
 NTPC, the country's largest power generation firm, and L&T
found themselves in the seventh and eighth position spending
around 359 corer and 271 corer respectively.
 Software firm Wipro and Reliance Industries Ltd (RIL), India's
largest firm by market value, occupied the ninth and tenth
places respectively
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15. Reasons for Employee Training and Development:
 When a performance appraisal indicates performance
improvement is needed
 To "benchmark" the status of improvement so far in a performance
improvement effort
 As part of an overall professional development program
 As part of succession planning to help an employee be eligible for a
planned change in role in the organization
 To "pilot", or test, the operation of a new performance
management system
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16. Identifying Training Needs:
 Training needs can be assessed by analyzing three major
human resource areas: the organization as a whole, the
job characteristics and the needs of the individuals. This
analysis will provide answers to the following questions:
 Where is training needed?
 What specifically must an employee learn in order to be
more productive?
 Who needs to be trained?
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18. The bigger picture
Organizational performance
Employee performance
Employee Skills, Knowledge and Attitudes
Employee education, experience and training
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19. Training?
Training helps to
bridge the gapExisting
• Skills
• Knowledge
• Attitudes
Required
• Skills
• Knowledge
• Attitudes
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20. Training Need Analysis (TNA)
TNA is a tool to
identify the gapExisting
• Skills
• Knowledge
• Attitudes
Required
• Skills
• Knowledge
• Attitudes
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21. TNA (Step 1): Future performance
Existing
performance
Future
performance
What are the goals for the future
performance of our organisation?
• profit
• growth
• customer base
• new products
• ?
• ?
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22. TNA (Step 2): Challenges
Existing
challenges
Future
challenges
What are we concerned about?
What’re the challenges today?
What challenges we are likely to
face in the future?
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23. TNA (Step 3): Employee performance
Existing
performance
Future
Performance
In what way our employees should
start performing differently to help
us meet the challenges and take
us to the goals?
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24. TNA (Step 4): New Skills, knowledge and
Attitudes
Existing
•Skills
•Knowledge
•Attitudes
Required
• Skills
• Knowledge
• Attitudes
In order for our employees to
perform differently, what kind of
new Skills, Knowledge and
Attitudes they need to have?
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25. TNA (Step 5): Training needs
Existing
•Skills
•Knowledge
•Attitudes
Required
• Skills
• Knowledge
• Attitudes
Now that we know what kind of
new Skills, knowledge and
Attitudes are required for our
employees, how can we bridge the
gap?
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26. TNA in essence…
Start with future organizational goals and challenges
Assess required employee performance to meet the goals and challeng
Assess required employee Skills, Knowledge and Attitudes to deliver the performance
Identify employee training needs to bridge the gap
1
2
3
4
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27. Training : a panacea of organization survival:
 Employee Training Leads to Competitive Advantage:-
The quality of employees and their skills acquired through education
and training are key components in determining the long-term
profitability of organizations. Wise organizations invest in the
development and skills of their employees – both new and current –
by delivering high-quality training programs that will increase the
overall efficiency and productivity of the company.
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28. Employee Training Leads to technological Advantage:-
With technology changing almost as fast as the speed of light, it's
critical to the growth of your business to make sure that your staff is
trained and kept up to date. Since we all are driven to do more with
less, the key to success in today's marketplace is a higher level of
competence that can provide greater productivity and efficiency.
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29. employee training increasing worker competence:-
training program are designed to make worker better
employees by bringing about permanent changing in their
knowledge base, attitude and skills. Worker who lack of
needed competencies can create problem that undermine
efficient operation.
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30. Reducing the likelihood of unwanted turnover:-
Poor job performances also cause turnovers workers may be
discharges Because they lack requisite job skills. Although in the
some instances such individuals should be terminated. Training can
prevent unnecessary termination by:
 Building employees job skills, improving job performances
 Improving supervisor’s capabilities for managing “underperforming”
worker.
 Reeducating people whose skills have become absolute allowing the
organization to assign them to new job responsibilities.
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31. enhancement of customer satisfaction:-
Organization are compelled to ensure superior quality
lowest cost and better services to their customer to
meet these challenge they must enhances their overall
performances continuously the training of employee
help in improving upon the quality of work and
controlling cost.
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32. Establishing a positive organization climate:-
training enhances the interaction and understanding
between the employer’s and employees. It help to build
a good labor management relationship and insure that
the individuals goals align well with organization goals.
The collective feeing of the employee about their
organization is called the organization climate.
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33. Training & HRD Process Model
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34. Needs Assessment Phase
 Establishing HRD priorities
 Defining specific training and objectives
 Establishing evaluation criteria
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35. Design Phase
 Selecting who delivers program
 Selecting and developing program content
 Scheduling the training program
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36. Implementation Phase
 Implementing or delivering the program
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37. Evaluation Phase
Determining program effectiveness – e.g.,
 Keep or change providers?
 Offer it again?
 What are the true costs?
 Can we do it another way?
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38. Conclusion:-
For today's organization training is although not a panacea for
all the ills nor is a remedy which can work miracles but is an
approach which reflects an organization commitment
towards its employees not only for present but also for
future Thus, in such turbulent environment where
competition is not only inter product or inter market at
national or global level but intra – product or intra –
organization competition also exists. Thus to retain its hard
fetched Human capital a well planned training policy,
department and expectations should be so designed that it
could lead way to better organization culture and climate.
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