Development Training in Hidromek

Case study

Roya Valiyeva

Contents

• Brief History of Hidromek• Employment Profile of the Company• Training and Development• Conclusion

Brief History of Hidromek Hidromek was founded in 1978 by Hasan Basri

Bozkurt. It is a leading manufacturer of construction machinery.

The yearly production capacity of the company is 10.000 backhoes, loaders and excavators.

The firm won “Excellence in Design Award” in 2008 and “Good Design” award in 2010 at the Industrial Design contest.

Last year Hidromek bought Grader producing line of Mitsubishi.

EMPLOYMENT PROFILE OF THE COMPANY

• Total number of all employees – 1352 122 of them are female, 1230 male employees.• Total white-collar employees – 644• Thailand Plant employees – 1350• HR Department employees – 14• OSEP students – 70• Interns – 11• Average age of white-collar employees : 36,2• Average experience of white-collar employees : 5,3 years

Training and Development

1. Training Needs Analysis2. Methods of Training and Development3. Types of Trainings4. Development Trainings in Hidromek5. Evaluation

Training Needs Analysis

Organizational AnalysisPerson Analysis

Performance AnalysisTraining Suitability Analysis

Cost Benefit Analysis(ROI)

Commonly used methods for training and development

1. Classroom Method• Timesaving2. Incompany Training Method• Especially, for technical issues3. Outcompany Training Method• Language skills, personal improvement4. Technology-Based Learning• Technology include trainings

Types of Trainings1. Short-term Trainings Trainings related with general information, development, update, personal

development, management systems. This kind of trainings are given during one month. Legally required trainings like work health and safety are also included in short-term trainings. Each employee in Hidromek is having Health and Safety Trainings regularly.

2. Medium-term Trainings Technical employees who just started to work in R&D, Production, Aftersale

Services Departments are receiving full-time trainings that normally continues 2-6 months.

3. Long-term Trainings School-Industry Training Progam (OSEP) signed by Ministry of Education and

Organized Industry Zone.With the help of this program there has been built strong workforce of people who know the details of the work from school time. Similar program has been started with Chankaya University Engineering Faculty in 2014.

Development Trainings in Hidromek

o Investment in Humano Communication Skillso Management and Leadershipo Time Managemento Teamworko Body Languageo Diction

Evaluation

Evaluation is last but very important step of trainings. Mostly used evaluation method in Hidromek is feedback method. After each training feedback is received both from trainers and trainees. Another evaluation method is testing which is normally used after technical trainings.

Conclusion

During the study I have been doing in Hidromek I was convinced that the company is extremely serious on training and developing its employees. Investment in human resource, according to the chairman of the company, is the most valuable insvestment of all.

To sum up, I think Hidromek’s way of training and development of employees is very effective and may be this is the reason behind the success of the company.