Date post: | 03-Mar-2017 |
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Career |
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“LEADERSHIP TRAINING FOR MANAGERS”
ATSILVER LEAF TEXTILE LTD.
“Training is the act of increasing the knowledge and skills of an employee for doing a particular job.”
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PREPARED BY
GORAL GANDHI (1509) RONAK MEHTA (1528)
KOMAL PANDYA (1536) HEMAL PATEL (1542)
KALGI SHAH (1550) PRIYANKA SONI (1559)
SUBMITTED TO
PROF. KALAGI SHAH
GLS Institute of Computer Technology
Afflicted to GLS University
Academic Year 2015-17
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Training is concerned with increasing the knowledge
and skills of employees for doing specific jobs and development involves the growth of employees in all aspects.
Training provides the workers with facility to gain
technical knowledge and to learn new skills to do specific jobs.
Training is equally important for existing as well as the new employees. It enables the new employees to get acquainted with their jobs and increase the job related knowledge and skills.
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Objectives of Training
Provide Job related
Knowledge
Impart Skills
Change in the
attitudes of the
employees
Improve the
productivity
Reduce the number of accidents
Induction
Employees Materials
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NEED AND IMPORTANCE OF TRAINING
Higher ProductivityQuality ImprovementReduction of Learning TimeIndustrial SafetyReduction of Turnover and AbsenteeismTechnology UpdateEffective Management
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Our Leadership Development and Training programs push each and every delegate to gain a rigorous personal insight into what makes them tick and then, with that understanding of themselves, to stretch their ‘comfort zones’ into new and challenging territory.
Once you develop your ‘seeing’ skills then you develop the skills that make things happen, get things unstuck, move things forward. You can look at creating a vision, motivating and inspiring others, setting clear agendas and supporting those who need to help make your vision become a reality
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ESSENTIALS SKILLS OF LEADERSHIP
AuthenticityGood
communication
Being articulate
Thinking on your feet Humour Flexibility
Integrity Compelling presence Empathy
Taking on a leadership
role
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Training Programme
Before Training
Training Need Assessment
Desining the Training Programme
Other Administrative Aspects
At the time of Training Conducting
Management
Actual Training Activities
Impliment and Evaluation
After Training
Follow up Activities
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PRE TRAINING PROGRAMME
oNeed Assessment / Training Need Identification
o Designing the Training Programme
oOther Admin Activities
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STEP: 1TRAINING NEED IDENTIFICATION
(TNI)
TNI
Customized Appraisal
Primary Source
(Performance Appraisal)
For Performance Appraisal, we have developed a “PMS of Silver Leaf". o The system stores all the managers' and H.I.R.H (High Impact Role Holders) o KPAs (Key performance Areas),and o KPIs (Key Performance Indicators).
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KPA’S AND KPI’S
Growth
Talent Management
People Develop
ment
Market Perform
ance
Quality Index and Productivity
Delivery Excellence
KPIs evaluate the success of an organization of a particular activity in which it engages.
The system compares actual performance with the standard KPIs.
KPA’S KPI’S
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TRAINING NEED ANALYSIS (TNA)Develop Competency Frame work.
• Achievement
Orientation• Taking Accountability• Quality of Output
Delivering Excellence
• Risk Taking• Logical Thinking• Decisiveness
Enterepreneurial Decision Making
• Functional know-how• Enterprise Mindset• Long-term Thinking
Business Orientation
• Providing Clarity• Holding People
Accountable• Recognition
Team Leadership
• Empowering Team/
People• Providing
Opportunities• Coaching and
MentoringBuilding People Capability
• Impact and Influence• Understanding Others• Collaboration and
Integration
Working Across Boundries
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STEP: 2DESIGNING THE TRAINING
PROGRAMME Overall and specific objectives The title of the training programme Topical areas or content Activities/strategies/processes Selection of resource persons Target participants Duration and venue of training Resources needed (human, financial, materials and
equipment, facilities) Expected outcomes.
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Targeted Group
Selection of Venue
Objective of Leadership
Training Programme
Duration / Date/
Training Period
Trainer(MAC
Consultant)
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TRAINING METHODS
Group Discussion (of given topic)Buzz Groups (short, time-
limited discussion on
given subject)
Brainstorming
LectureLecture-Forum
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STEP : 3 IMPLEMENTATION AND OTHER ADMINISTRATIVE
ASPECTS
Sending Invitation Planning for Cultural Diversity Materials
Training MaterialsPrinted materialspress release to provide information to the public Stationary materialElectronic Materials
Planning financial and physical resources and materials
Fees/honoraria for trainers, resource personsTravel expensesBoard and lodging (venue and food)Communication costsTranslation /interpreting fees (if necessary)Cost of supplies and materials including reproduction
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CONDUCTING THE TRAINING PROGRAMME (IMPLEMENTATION AND EVALUATION)
o Managemento Actual Training Activitieso Evaluation
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STEP: 2ACTUAL TRAINING PROGRAMME
Opening sessionOrientation and
objectives of the training
Introducing participants
Time management
Training facilitation
Icebreaking and energizing activities
Team-building activities
Preparation of action plans
Closing
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STEP : 3EVALUATION
Pre- and Post-Knowledge Test Participant Check-in
Performance evaluation(60 Days)
(Business Results)KPI
[120 Days]
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AFTER TRAININGo Publication and Dissemination of the Training Report to All Concerned
oFollow-up Activities/ Feed Back
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STEP: 1 PUBLICATION AND DISSEMINATION OF
THE TRAINING REPORT TO ALL CONCERNED
executive summary training objectives number and type of participants highlights, along with photographs issues/concerns/problems recommendations/suggestions recapitulation evaluation results THANK YOU LETTERS
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STEP : 2 FOLLOW-UP ACTIVITIES/ FEED BACKMonitor the implementation of action plans prepared by the
trainees during training:
Require a periodic report from trainees about what they are doing Gather feedback from their direct supervisors and other stakeholders Conduct spot checks or site visits to validate information provided by the
trainees and official feedback. To determining the maximum application of learning acquired by
trainees during the training and how well they organize and conduct their own training programmes at the local level.
Use information communication technology (ICT) for coordinating/ networking with local officials and other stakeholders.
To take Feedback from Trainers.