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8/3/2019 Training Program (Support Staff)
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TRAINING PLAN
For Support Staff
Institute for Integrated Learning in Management
11/11Designed ByVarun TandonSakshi GuptaTuhina KakkarGaurav Pathak
8/3/2019 Training Program (Support Staff)
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Training Plan AuthorizationMemorandum
We have carefully assessed the Training Planfor the support staff. This plan has been completedin accordance with the requirements of the Human Resource Department Methodology.
We fully accept the changes as needed improvements and authorize initiation of work to proceed.Based on our authority and judgment, the continued operation of this system is authorized.
____________________________________________________
NAME DATEProject Leader
____________________________________________________
NAME Operations Division Director
____________________________________________________
NAME DATEProgram Area/Sponsor Representative
____________________________________________________
NAME Program Area/Sponsor Director
8/3/2019 Training Program (Support Staff)
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1.0 General Information
1.0 GENERAL INFORMATION
Training Plan
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1.0 General Information
IILM Philosophy
The philosophy of an organization talks about a set of beliefs and values or an attitude towards thework that guides the behavior of its employee behavior. IILM Philosophy talks about the same inthe following manner
A culture of continuous improvement and total quality that encourages creativity andinnovation
A human resource strategy that values people and teamwork and is committed to employeedevelopment and training
A deep commitment to sustainable development and a green environment
An appreciation of the cultural heritage and socio-economic diversity of India
International linkages that promote cross-cultural learning
Mutually Beneficial and sustained employer engagement.
1.1 Purpose
The purpose of the Training Plan for support staff is
To enhance their efficiency and productivity on the job.
To make them more adaptable vis a vis the changing technology and environment.
To retain the valuable employees.
To increase the level of value added services to the clients/students.
1.2 System Overview
A brief system overview description as a point of reference for the remainder of the document. Inaddition, includes the following:
Responsible organization IILM Group of Colleges
System code ABC123
System category - Support Staff
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1.0 General Information
1.3 Points of Contact***
1.3.1 Information***
Provide a list of the points of organizational contact (POCs) that may be needed by the documentuser for informational and troubleshooting purposes. Include type of contact, contact name,department, telephone number, and e-mail address (if applicable). Points of contact may includebut are not limited to helpdesk POC, development/maintenance POC, and operations POC.
1.3.2 Coordination***
Provide a list of organizations that require coordination between the project and its specific supportfunction (e.g., installation coordination, security, etc.). Include a schedule for coordinationactivities.
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2.0 Training Approach
2.0 Training Approach
Training Plan
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2.0 Training Approach
This section includes the techniques and tools, training requirements, schedule, curriculum, andmaterials and equipment required for the training effort.
2.1 Training Requirements
Following is a list, the skills required to support project lifecycle activities
Sociable, open and decisive attitude
Advanced level of English
Proven report writing skills
Technical skills
Planning & Organizing
Communication
All of these skills will be increased to an upper level from the current status.
2.2 Roles and Responsibilities***
The personnel who will identify and develop the training materials are XXX
2.3 Techniques and Tools
The training techniques which are to be used
Computer-based instruction
Self-paced written manual
Hands-on practical sessions
Classroom lectures or any combination of the above.
The tools needed for the training are
Online terminals or PC workstations
Training manuals
Classroom facilities (Space, stationary, table-chairs, electricity etc.)
Any computer center resources.
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2.0 Training Approach
2.4 Training Prerequisites
Before the training program is commenced there are certain prerequisites which should be takenunder consideration
Identification of the employees which will attend the training program
Planned orientation of the training program
Arrangement of instructor/trainer
Proper communication to both parties (trainer and trainee) so that they are present on their
respective schedule
Ensure the arrangement of training resources
2.5 Schedule
Prepare a training schedule to include the following information:
Planned training dates 26-27 November
Post training reporting To their respective department head
Names of students - ***
Names of instructor - ***
Location of session IGSM Campus
This schedule is as comprehensive as possible; however, the schedule may be revised at laterpoints in the project lifecycle.
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2.0 Training Approach
2.6 Curriculum
As the institute has PG Office, Placement team, Admission Office, Hostel
Administration, Library and Computer centre as a support department, the trainingprogram has been designed keeping the need of each department in mind. Adult learninghas also been considered. Briefly the curriculum for each proposed training class has beenexplained further
DAY 1: Dedicated to complete lecture method and orientation part to prepare the groundfor the further days of training.
Time LearningObjective
Content ofTraining
Learning Method Facilitator
AudioVisual andother req.
9:00-9:10 Inform everyone of thesessionobjectives, setthe tone.
1. Review theobjectives andagenda
2. Participantexpectations
3. Housekeeping:let everyoneknow the time forthe session,breaks, food etc.
Facilitator discuss withwhole group. Checkthat expectations arealigned discuss whatparticipant expectationsare and whichexpectations will bemet, which cannot bemet in the timeavailable, etc.
FlipchartAgendas onhandoutsheets
9:15-10:30
WorkImportance
Define the work ofeach department
and its importancefor theorganization.
Lecture, Questioning
10:45-12:00
Requiredskills, andarea of improvement
Explain the jobspecific skills andthe ways toimprove these skills
Lecture, one to manyinteraction
Power pointpresentation
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2.0 Training Approach
DAY 2: will focus on job specific training separately for each department.
Time LearningObjective
Content ofTraining
Learning Method Facilitator
AudioVisualand otherreq.
9:15-10:30
Performingnon-technicaltask
Class-scheduling,Student-facultyhandling andClass requirements
Role plays, Casestudies, Assessmentcentre
PGOffice
Power PointPresentation
Networking Finding theprospect, Approach
Lecture, Case studies, Placement/Admission
Power PointPresentation
Maintenance Adherence toregulation,communication and
arrangements
Case study,simulation
Hostel
Value addedservice
Procurement,allocation andcommunication
Lecture, Case study Library/Computer center
Power PointPresentation
10:45-12:00
Performingtechnical task
Class-examscheduling,Communication
Class assignment PGOffice
Laptop
Networking building long termrelationship
Case study Placement/Admission
Power PointPresentation
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3.0 Evaluation
3.0 EVALUATION
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3.0 Evaluation
3.1 Metrics
Below are the additional details which will be captured and help in analyzing the effectiveness ofthe delivered training. Some of the metrics that should be tracked include -
Total staff
Duration (estimated versus actual)
Number of attendees (estimated versus actual)
Percent of total attended
Percent of estimated attended
3.2 Strategy
Feedback will be elicited from personnel to ensure that training objectives were met. In this way
the feedback received will be analyzed and the output will help in framing the future trainingprogram. Feedback from trainees for the training program will be collected two times
Firstly, just after the completion of training program to get the immediate opinion of
trainees
Secondly after four weeks to determine the effectiveness of training program
Training Plan