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Training Introduction

The document discusses the need for education, training, coaching and mentoring to develop workforce capabilities in India. It notes that India needs 12-14% annual GDP growth from manufacturing to generate 100 million new jobs, but currently only 3.51% of workers are appropriately trained. The key is providing education, training and coaching. Training aims to help employees improve current job skills while development prepares them for future roles. A mix of classroom learning, workshops, group work and simulations can help meet training needs and develop a culture where leaders continuously learn, unlearn and relearn. The goal is to create a demanding culture with consistent, improved performance and higher capabilities.

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Gopal Krishnan
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0% found this document useful (0 votes)
47 views

Training Introduction

The document discusses the need for education, training, coaching and mentoring to develop workforce capabilities in India. It notes that India needs 12-14% annual GDP growth from manufacturing to generate 100 million new jobs, but currently only 3.51% of workers are appropriately trained. The key is providing education, training and coaching. Training aims to help employees improve current job skills while development prepares them for future roles. A mix of classroom learning, workshops, group work and simulations can help meet training needs and develop a culture where leaders continuously learn, unlearn and relearn. The goal is to create a demanding culture with consistent, improved performance and higher capabilities.

Uploaded by

Gopal Krishnan
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
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CAPABILITY DEVELOPMENT –

EDUCATION, TRAINING, COACHING &


MENTORING
N GOPALKRISHNAN
Reality!
To Achieve a 25% share of manufacturing in
GDP of India, we need a growth of 12 ~ 14%
per year, that means generation of 100 million
new jobs

“As per the experts, India has a combined


workforce of 145 million and yet our industry is
struggling to meet its demand. The reason is,
only 3.51% are appropriately trained to be
directly deployed on projects after
employment…”

The reality is… Huge Skill Deficit


The Key is…

…..EDUCATION, TRAINING &


COACHING IS THE KEY!
Expectation of a Student

• Excellent Teaching

• Ideal Environment for studying

• Value the industrial experience they get


while they study

• An institution that facilitates him / her


pursuing their dream career
Students’ Crib
What motivates Training?
What do we do?

• For Individuals
• For Enterprises
a) scheduled Education
b) on-demand (Know How)

Implementation /
Pioneers of Coaching
Operations Training
Excellence (Plan-Do-Sustain (Know How +
– Extracting Do How)
Excellence every
time)
Discreet Manufacturing • For Individuals
Government/ Public Sector • For Companies /
Organizations
Process Manufacturing
a) scheduled
Services – Hospitals, Hotel, b) on-demand
Banking, Insurance
Training & Development

• Training:

• Is the formal & synthetic modification of behavior


through learning which occurs as a result of
education, instruction & experience

• Is a learning process & a task oriented activity

• Process of teaching basic or requisite skills to


employees as to perform their jobs

• Is a short-term process

• Is specific to job related purpose

• In most cases, targets the non-managerial


personnel
Training & Development

• Development:

• Is a learning activity directed towards future needs than the


current needs

• Concerned more with career growth than immediate


performance

• Refers to philosophical & theoretical concepts

• Is a long-term process

• Pertained to General Knowledge purpose

• Targets Middle/ Senior management


Training & Development

• Training:

• Helps employees to do the current jobs in a better manner

• Development:

• Prepare the employees for future challenges & responsibilities


Role Of Training & Development
Need of the hour

• Days are changing & expanding exponentially

• The team generally comprises of personnel from


various backgrounds & culture

• Ensuring that new colleagues are habituated to the


Organization’s culture at the earliest possible
timeframe

• Preparing the organization for Future Ready, Training


& Development becomes pivotal
Objectives
Organizational Priorities
The Philosophy

• Improved Individual & Organizational Performance


• Personal & professional development

• Skill is required for Position,


• Training is required for Person
Training & Development Process
Training Needs
Classification of training needs

• Training needs can also be classified as:

– Normative needs
• a need compared to a standard

– Felt need
• why individuals think they want to learn

– Expressed/demanded need
• based on the demand & supply gaps of knowledge and skill

– Comparative need
• compared to others there is a need

– Anticipated future need


• based on projected future demand
Training Methods
Components of Training Needs
Concept

LEADERS AT ALL LEVELS

Soft Skills
• Communication &
Presentation Skills
• Internal-personal
Skills & Networking
• Team Building
• Time Management
• Coaching and
Mentoring
• Conflict Resolution

TRAINING METHODS

MINDSET OF “UN-LEARNING – LEARNING – RE-LEARNING”


Key Deliverables
Situation today..

Lack of
Training

Inconsistent No time for


Results due Improvement
to fear / Training

Crisis
Management
Solution

Develop
capability

Improve – Need higher


Sustain & capability
Improve

Create a
Demanding
Culture
Way to go…
Our Methodology

• Is a mix of Class room & work shop sessions

• Group Works & Gemba (Workplace) visits for practical application of


learning

• Simulated Games
Classroom Sessions
Group Work by Trainees
Illustrations of Classwork
Simulated Games
Thank you

N Gopalakrishnan
+919011000548
[email protected]

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