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Slide 1

ORGANIZING TRAINING PROGRAM

Presented By:

GROUP 4

Lets us answer a couple of questions

What is the basic objective of Training?

What are the main areas in which training can operate ?

Knowledge

Skills

Attitudes

Techniques

Experience`

shipra

2

Principles of Organizing Training Programs (National Industrial Conference Board)

Purpose: to meet Organizational objectives, by providing opportunities for employees at all organizational levels to acquire the requisite knowledge, skills and attitude

The first step in training is to determine needs and objectives

The objectives and scope of a training program should be defined before its development is begun in order to provide a basis for common agreement and co-operation

Pooja

3

Principles of . ( contd)

The techniques and processes of a training program should be related directly to the needs and objectives of the organizations

The function of training personnel is to assist line management in determination of training needs and in the development, administration, conduct and follow up of training plans

To be effective, training must use the tested principles of learning to make it most effective to the trainees.

Pooja

4

Important points(general) while organizing a Training Programme

Briefing Letter to Participants

Timing

Number of Participants

Staffing

Involvement of Participants

Social events

Handouts

Visual Aids and Films

Meeting Room

Pooja Das

5

Steps in Organizing

Identifies needed functions and activities

Structure of the Training Department

(grouping of activities)

Duties, Functions & Authority

(of each sub element)

Job Descriptions & Organizations and Functions Manual

(of all jobs)

Organizational Survey

Assumptions

The training department must be able to deal effectively with the environment in which it operates.

The structure of training and development must aim at improved performance.

A sound organizational structure is no guarantee that the training organization will function properly.

MANAGEMENT TRAINEE SCHEME

In every industry there is a need for managerial staff.

From first-line supervisors to top executives, managers plan and direct the work of the organization, set policy, establish channels of communication, and evaluate the work that is done.

These functions require knowledge, skills, and judgment that are most effectively developed on the job.

To prepare individuals for management responsibilities, many companies use MANAGEMENT TRAINEE positions. These positions are most often found in finance, trade, manufacturing, and in government agencies.

Who is a Management Trainee?

According to The Apprentices Act 1961 Section 8 (3A) management trainee means a person who is engaged by an employer for undergoing a course of training in the establishment of the employer ( not being apprenticeship training under this Act) subject to the condition that on successful completion of such training, such person shall be employed by the employer on a regular basis.

Management trainees are low ranking managers who are in the process of learning management methods. They undergo formal training to carry management operations.

Management trainee works under the supervision of an experienced manager while learning. They receive formal training in a variety of management areas.

The Management Trainee position is designed to prepare trainees to work as administrators or managers.

First step of Management Trainee scheme : Induction

INDUCTION SCHEDULEFebruary 16,2011S.No.ProgramTimeFacilitator*Rendezvous PointSignatureApril 6,20111Safety Practices10:30:00AMMr. ABC, Head- SafetyVTCApril 6,2011Administration Block3Overview of Financial Services2:00PMMr. DEF, Head- Finance4IT3:10 PMMr. GHI, Head IT6HR4:00 PMMr. JKL Head- HVSCHVSC April 7,2011Mining Block8Time Office8:00 AMMr.MNO9Interaction with the UNIT HEAD10:00 AMMr.PQR14Feed Back10:30 AMMr. STU, Associate Manager-HRHuman Resources Department, Administration Block7Commercial 11:00 AMMr.VWXAdministration BlockOrientation at respective department. Note= * HODs may depute other executives for the programSTUAssociate Manager- HR

FEEDBACK FORMGET - INDUCTIONName of the Trainee:Date :Name of HR Co-ordinator:Rating scale:1-Very Satisfied, 2-Satisfied, 3-Neither satisfied nor dissatisfied, 4.Dissatisfied ,5-Very dissatisfiedKindly rate the sessions on a scale of 1 to 5.SessionConducted (Yes or No )Name of FacilitatorRatingFacilitatorContentMiningTechnical SessionMine visitGeologyHEMMSafetyMillTechnical SessionPlant VisitEnvironmentHRFinanceCommercial

FEEDBACK FORM1Was the induction process well managed ?2Overall, what was the most useful part , and why?3What was the least useful part and why?4Suggestions for improvement:5How would you rate your experience of Induction on a scale of 1 to 5 ?

Components of a Management Trainee Scheme

Periodical review and career counseling

Buddy system

Organizing Management Trainee Program

Steps for organizing Management Trainee Scheme

Defining Objectives

Formulating Policies

Duration

Compensation

Training Module

Review Mechanism

MANAGEMENT DEVELOPMENT PROGRAM

The Management Development Program (MDP) is a program designed for managers at all organizational levels who want to develop and enhance their understanding and practice of fundamental management principles in the context of today's challenging environment.

This program attracts an audience from a wide diversity of backgrounds, experience, and managerial levels who come together to discuss fundamental issues facing managers in today's complex organizations. The program is highly interactive and participant-centered. Instructors utilize a variety of teaching methods to actively involve participants and facilitate the learning process. The program focus is on the practical application of the management principles discussed. Graduates of the program return to their workplace with a written action plan to transform their learning into increased managerial effectiveness in the workplace

What does MDP system training include?

Management and Leadership Excellence

Examines basic principles and practices of management as they apply to today's workforce and explores management behaviors that contribute to personal and interpersonal effectiveness.

Personal Preferences and Leadership

Provides participants an opportunity to discover personal preferences, relate them to their management styles, and maximize their advantages in the workplace.

Communication in the Workplace

Explores the art of effective communication in a diverse and ever changing workplace. Describes verbal language that promotes positive, supportive and inclusive communication.

Contd..

Working Together Effectively

Identifies the fundamentals of team development and characteristics of effective team leaders. It also explores the sources and consequences of conflict and identifies methods to approach it constructively.

Managing Performance

Introduces coaching as a management tool and identifies strategies managers can use to improve employee performance.

Managing Personal & Organizational Change

Describes the human reaction to change and the impact of response to change. This session provides a toolbox for managing change and strategies for increasing resilience.

Methods and techniques used to facilitate training

Instructional DVDs

Operational Training manuals (hard copies and electronic versions)

On-line testing

In-class seminars

Product seminars (conducted by suppliers)

Consultation Services provided by Senior Management including Regional and District Managers

Some of the reasons behind the management development programs are

It is managements responsibility of ensuring the success of the organization

It is the management who deal with people of different background, culture, language, etc

Mergers and acquisitions, downsizing, etc are all under managements control

It is managements responsibility to ensure that the employees obtain the required KSAs to perform the tasks

Contd..

It is managements responsibility to ensure that right people is hired for the right job, at the right time for the right place.

It is the management who makes decisions on the basis of judgment and intuition

It is the manager who performs several routine duties as well as handling the exceptions in their own as well as subordinates routine

Contd..

It is the management that understand the organization, its vision, mission, ethics, values, strategies, capabilities, and how his organization fits into the industry, and how his behavior will influence people outside the organization

Therefore, managers must be able to get the required knowledge, skills, and attitudes (KSAs) to meet the challenges as soon as they arise

SUPERVISORY TRAINING PROGRAM

A supervisor is the lowest, or most-junior, management position. It is usually a step above lead (Accounting Supervisor is senior to Lead Accounting Specialist), but below Manager.

A supervisor is responsible for the day-to-day performance of a small group. It may be a team, or a shift. The supervisor has experience in what the group does. The supervisor'

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