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`
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
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.
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
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 SCHEDULE
February 16,2011
S.No.
Program
April 6,2011
1
Safety Practices
April 6,2011
Time
10:30:00AM
Facilitator*
Mr. ABC, HeadSafety
VTC
Administration
Block
3
Overview of
Financial Services
2:00PM
Mr. DEF, HeadFinance
4
IT
3:10 PM
Mr. GHI, Head IT
6
HR
8
April 7,2011
Time Office
9
Interaction with the
UNIT HEAD
4:00 PM
Rendezvous Point Signature
Mr. JKL Head- HVSC
HVSC
8:00 AM
Mr.MNO
10:00 AM
Mr.PQR
10:30 AM
Human Resources
Mr. STU, Associate Department,
Manager-HR
Administration
Block
14
Feed Back
7
11:00 AM
Commercial
Mr.VWX
Orientation at respective department.
Mining Block
Administration
Block
Note= * HODs may depute other executives for the program
STU
Associate
Manager- HR
FEEDBACK FORM
GET - INDUCTION
Name of the Trainee:
Name of HR Co-ordinator:
Date :
Rating scale:1-Very Satisfied, 2-Satisfied, 3-Neither satisfied nor dissatisfied, 4.Dissatisfied ,5-Very
dissatisfied
Kindly rate the sessions on a scale of 1 to 5.
Rating
Session
Conducted (Yes or Name of Facilitator
No )
Facilitator
Content
Mining
Technical Session
Mine visit
Geology
HEMM
Safety
Mill
Technical Session
Plant Visit
Environment
HR
Finance
Commercial
FEEDBACK FORM
1
Was the induction process well managed ?
2
Overall, what was the most useful part , and why?
3
What was the least useful part and why?
4
Suggestions for improvement:
5
How 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
Live Projects
Job Rotation
Training Program
Self Study
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 management’s 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's job is to guide the group toward its goals,
see that all members of the team are productive, and
resolve problems as they arise.
Supervisor, being the manager in a direct contact with the operatives, has got
multifarious function to perform. The objective behind performance of these
functions is to bring stability and soundness in the organization which can be
secured through increase in profits which is an end result of higher productivity.
Therefore, a supervisor should be concerned with performing the following
functions -
•Planning and Organizing
•Provision of working conditions
•Leadership and Guidance
•Motivation
•Controlling
•Linking
•Grievance Handling
•Reporting
•Introducing new work Enforcing Discipline
SUPERVISOR TRAINING
•
•
•
•
•
•
•
•
A new promotion means more challenges and more responsibilities. The
Supervisor Training curriculum targets newly promoted foremen and supervisors
or include training program in your organizational quality improvement plan and
recommend it to experienced supervisors who need to brush up on fundamental
skills.
After an effective training program, the supervisors will be able to:
Discuss the concepts and skills that a first-level supervisor uses in their daily
responsibilities including: managerial concepts, how to plan, organize, and control;
the process of motivation; employee relations; training, communication, and
coordination; cost control and work simplification.
Sharpen their verbal communication skills.
Write effective letters, reports, and proposals.
Be a contributing leader/member of an organizations quality improvement team,
by understanding and communicating the accepted concepts and techniques.
Learn and implement the principles of statistical process control within their
organization.
Learn and understand the use of quality measurement tools and measurement
inspection methods.
Key Issues to Address
• How to integrate into the entrenched culture and survive resistance to you
and your authority.
• How to handle the challenge of maintaining authority and building
personal friendships with employees.
• How to motivate people to want to show up for work.
• How to motivate individual initiative and personal responsibility with
respect for following procedures and regulations.
• How to develop the judgment to know when to follow written procedures
and when to adapt.
• How to give clear instructions and verify recipient’s understanding.
• How to give performance feedback to employees that motivates them to
want to improve.
• How to mediate and resolve most employee disputes.
• How to set goals, monitor behaviors and progress, and connect these
things to performance feedback and organizational Success-o-Meters.
• How to manage your own stress while managing the stress of others.
Other Important Issues to be
Addressed
•
•
•
•
•
•
•
Contract Documents and other Legal Compliances
Planning and Scheduling
Cost Awareness and Production Control
Accident Prevention and Loss Control
Managing the Project: The Supervisor’s Role
Productivity Improvement
Company’s Statutes and Policies
Organizing a Supervisory Training
Program












Selection of the participants ( voluntary /rooster/ nominated)
Letter to the reporting officers of the participants
Briefing Letter to Participants
Topic of Training
Timing ( so that it does not affect the production/service providing
process)
Number of Participants
Staffing ( from within generally)
Involvement of Participants ( with the resource person)
Food
Handouts
Visual Aids and Films
Venue
WORKER’S
EDUCATION AND TRAINING
WHY IS IT NEEDED ?
• To keep new and young workers safe on the
job.
• And prevent painful and costly work related
injuries.
Why focus on young and new
workers?
• Young workers, are at a much higher risk of injury than
other workers. More than half of workplace accidents
involving workers aged 15 to 24 occur during their first 6
month on a job: nearly 20 percent occur during the first
month.
• Young workers generally have less experience in recognizing
hazardous situations than older workers. Many are also
eager to please and afraid they will look dumb if they ask
question, so they take risk that could be avoided.
• It’s not just only young workers are getting hurt. starting a
new job can be risky for workers of any age, including
experienced workers.
1.Provide safety orientation, and train
workers on the basics
• Rights and responsibilities.
• Workplace hazards.
• Safe work procedure.
2.Train workers for tasks specific to
their jobs.
Specifically, you need to train workers in how to:
• Perform tasks safely
• Operate machines and equipment safely
• Use and maintain any required PPE such as
gloves or goggles
• Follow safe work procedure
3.Provide supervision and ongoing training for all
workers to ensure that they continue to work safely.
The most important part of training is the follow-up supervision.
Adequate supervision includes the following:
• Ensure proper instruction and training of workers.
• Follow up training with regularly scheduled observation to ensure
that workers continue to follow safe work procedures. Document
this observation.
• Make information inspections on a daily basis to ensure that
workers understand and are following safe work procedures,
including proper lifting techniques and the use of protective
equipment, devices, and clothing.
• Enforce safety rules and work procedures.
• Conduct informal discussions (crew talks) with workers to discuss
specific safety issues as they arise.
• Encourage worker feedback.
Important items that the organizer
should consider
• Provision of information to participants and resource
persons (before, during, and following the training session)
• Logistical aspects of course preparation and
implementation:









Travel arrangements and transportation
Accommodation
Meals and breaks
Social events
Training rooms and infrastructure available
Per diem (Daily Subsistence Allowance)
Equipment, materials and supplies
Name badges
Certificates (Template provided upon request)
Innovative approaches and methods
for flexible training delivery
• For workers to be able to adapt to the diverse skill needs of
rapidly changing labour markets, they will need a greater
capacity to learn and develop broader skills as a platform
for continuous training, rather than acquiring fixed and
narrow technical skills during a single period of training.
• To match these needs, a diversified supply of good quality
training will have to be available, offering combinations of
information and guidance services and interconnected
paths of initial training.
• Emphasis needs to be placed on competency-based
training and the development of competence standards
and certification systems for the recognition of the
experience and skills acquired in formal and informal
training.
• In this context, training content and
methodologies have to be flexible to increase
labour mobility and the employability of new
entrants to the labour market and displaced
workers.
• However, to be in a position to respond to these
needs, constituents require greater knowledge of
the possible options, combined with assistance in
analysing and identifying those that are most
appropriate to their specific situation.