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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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59 views31 pages

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
ngkjrs@gmail.com

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