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TRAINING & DEVELOPMENT

OFBROWNS & COMPANY

PLCRAKITHASHAMARADILINIDULANJALISACHINTHAJONATHANPIYUMIAISHWARYA

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Introduction of Training and

Development

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“To be a leading Sri Lankan

conglomerate excelling through

sunshine industries with a global

presence and cutting edge

technology”

VISION

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MISSION

"With generations of trustand reliability, our missionis to continuously enhance

the value propositions to ourstakeholders through

innovativeand customer-centric

solutions"

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BROWNS GROUP POWER GENERATION

•Battery

•Klevenberg (Pvt) Ltd.

•Power Systems

•General Trading

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The policy of the Browns Group is to ensure that all employees

are trained and become sufficiently experienced to the extent

necessary to competently and effectively undertake their assigned

activities and responsibilities.

TRAINING POLICY OF BROWNS

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OBJECTIVES OF TRAINING POLILCY

1. Considering employees as their greatest asset.

2. Develop employees Career.3. Develop Competencies of Each individual.

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6 PILLARS OF TTRAINING CYCLE

Organizational T & D policy

Setting up of T & D

Department

Identifying Training

and Development

needs

Design and

develop Training

progarms

Implementation of Training Programs

Evaluation Of

Training Programs

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Objective of Training &

Development

INDIVIDUAL

Enable employees to develop new skills for

their current and future roles

DEPARTMENTALIdentify the training and development

needs and ensure that most appropriate training plans are

prepared.

ORGANIZATIONAL

Support the companies strategic

objectives and priorities by

enhancing the effectiveness of

employees.

Setting organizational Training and Development Policy

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Setting up of Training and Development Department

CORPORATE SENIOR MANAGEMENT TEAM HEAD OF GROUP

HUMAN RESOURCES

HEAD OF TRAINING AND DEVELOPMENT TEAM

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Identify Training and Development needs•Organization as a whole

This stage of training and development needs identification is directly linked with the organizational talent development strategy which is formulated by the Board of directors and corporate senior management based on strategic human resource development objectives in line with the organizational business strategies

•Competency assessment

This competency assessment is focused on identify the job related competency development needs.

•Learning and professional development

The company recognizes the importance employees continuous learning and professional development in acquiring required knowledge, skills and abilities to meet the requirements of the current as well as future job roles.

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Designing and Developing Training Programs at Browns covers a wide range of topics, including how to:

•Ensure that training is needed, relevant, and cost-effective•Analyze the needs and characteristics of the audience•Write behavioral learning•Select the right content and design activities that help people learn•Develop effective learning materials•Create a program evaluation•Design virtual and remote training programs

Design and develop Training programs at Browns

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Internal Training program(In-house) External training program.

•Orientation and Induction Training.

•On-the-job Training.

• Non-technical training program.

•Projects.

•Apprenticeship Training and Vocational Training

Partnerships.

•Internship Training for Undergraduates,

Postgraduates and Students from Professional

Bodies.

Technical training program.

Overseas Training and Visits

Implementation of Training Programs at Browns

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Evaluation Of Training Programs

A Get the feedback from the participants ( via training evaluation sheet)

B. Get the feed back from the supervisors on focused areas of improvements which were aiming at. ( According to Kirkpatrick’s four levels )

C. Evaluate the particular employees competency level at the performance evaluation cycle. (Browns & Company PLC Training Evaluation 2014 )

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Achievements of Browns PLC through Training

&Development – Year 2013 to 2014

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SOFT SKILLS DEVELOPMENT PROGRAMS

FINANCIAL MANAGEMENT

SECRETS OF SUCCESS

TRAINING OF TRAINERS

5S SYSTEM

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New implementations for the years ahead in Training and Development

A. PLANNING TO IMPLEMENT COMPETENCY FRAMEWORK WHICH WOULD BE THE PRINCIPLE GUIDELINES FOR IDENTIFY COMPETENCY DEVELOPMENT NEEDS, COMPETENCY DEVELOPMENT PLANNING AND TRAINING PLANNING ETC

B. PLANNING TO DO THE TALENT MAPPING AND IDENTIFY THE TALENT POOL

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