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8/7/2019 Presentation MBA

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TRAINING AND DEVELOPMENT


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FROM:

SATHYABAMA UNIVERSITY; CHENNAI


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` Human resource development has in recent year become the focus of

attention of planners, policy-makers and administrators. Human resource

development may be defined as the process of increasing the knowledge,

skill and capacities of people. It is important not only for an enterprise but

for a nation to develop its human resources.

` Training is the process of increasing the knowledge and skills for doing a

particular job. It is an organized procedure by which people learn

knowledge and skill for a definite purpose. The purpose of training is

basically to bridge the gap between job requirements and present

competence of an employee. Training is aimed at improving the behavior

and performance of a person. It is a never ending or continuous process.Training is closely related with education and development but needs to be

differentiated from these terms


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` Employee training is distinct from management development. Training is a

short-term process utilizing a systematic and organized procedure by which

non-managerial personnel learn technical knowledge and skills for a

definite purpose. It refers to instructions in technical and mechanicaloperations like operation of a machine. It is designed primarily for non-

managers. It is for a short duration and for a specific job-related purpose.

` Training involves helping an individual learn how to perform his present

job satisfactorily. Development involves preparing the individual for a

future job and growth of the individual in all respects. Development

complements training because human resources can exert their fullpotential only when learning process goes far beyond simple routine.


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I. Self confidence.

II. Safety.

III. Higher earnings.

IV. Adaptability.V. Promotion.


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` The company was founded in Mumbai in 1938 by two Danish engineers,

Henning Holck-Larsen and Soren Kristian Toubro. L&T became aprivate

limited company in 1946. It then became a public limited company in

1950.

` L&T is a fastest growing company that provides end-to-end Business

Solutions in India. It is our constant endeavor that we satisfy client

requirements through our comprehensive portfolio of services.

` L&T Infotech has set up a dedicated Center ofExcellence (CoE) to adapt

cutting edge technologies for business solutions. Identifying and

researching on generic as well as specific technologies, the CoE team

focuses on initiatives aimed at assimilating and disseminating knowledgefrom different technology areas to the various delivery groups within the

organization.

` With an unswerving commitment to quality, L&T Infotech's well-defined

quality policy for technological and managerial processes has helped to

establish the company's quality credentials through objective assessments.


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1. Among the first few software entities in India to be awarded the ISO

9001:1000 certification

2.

CMMI-related processes conforming to SEI-CMMI Level-5 guidelines3. Assessed and rated at PCMM Level 5, Version-1.0 across all Software

Development Centers

SERVICES:` Application Development & Maintenance,

` Enterprise Application Integration,

` Data Warehousing & Business Intelligence,

` Managed Services,

`

Strategy Consulting, Engineering Services` Package Implementation & Support.


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` Alliances The CoE works towards identifying leading companies in the

varied technological space to create new partnerships and alliances in niche

as well as general areas.

L&T Infotech has alliances with:

` EAI Solutions: Web Methods, TIBCO, IBM (MQ-Series), Microsoft

(BizTalk)

` Business Intelligence: Business Objects, Oracle, Computer Associates

` CRM: Siebel, Oracle, SAP, PeopleSoft, Computer Associates

` SCM: SAP, JD Edwards.` Enterprise Application Systems: SAP, Oracle, PeopleSoft, JD Edwards.


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Our People - Our StrengthA world-wide network of around 6000 vibrant, well-focused professionals,

from leading academic institutions, play a critical role in L&T Infotech's

successful implementation of the key business and technological needs of

its customers. Besides 15 international offices and 11 softwaredevelopment centres at 7 locations in India, the company has a Proximity

Development Center in the US.

A Wide Area Network connects the development centers in India with

business offices in the US, Europe and Japan, through a combination of

high-speed satellite and terrestrial links that can be extended to the client

premises at a short notice.


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` Training is process of learning a sequence of programmed behavior. It isapplication of knowledge. It gives people an awareness of the rules andprocedures to guide their behavior. It attempts to improve their performance on the current job or prepare them for an intended job.

Role of HRD Professionals in Training

This is the era of cut-throat competition and with this changing scenario ofbusiness; the role of HR professionals in training has been widened.

Active involvement in employee education

Rewards for improvement in performance

Rewards to be associated with self esteem and self worth

Providing pre-employment market oriented skill development educationand post employment support for advanced education and training

Flexible access i.e. anytime, anywhere training


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` Optimum Utilization of Human Resources Training and Development

helps in optimizing the utilization of human resource that further helps the

employee to achieve the organizational goals as well as their individual

goals.

` Development of Human Resources Training and Development helps to

provide an opportunity and broad structure for the development of human

resources technical and behavioral skills in an organization. It also helps

the employees in attaining personal growth.

` Development of skills of employeesTraining and Development helps in

increasing the job knowledge and skills of employees at each level. It helps

to expand the horizons of human intellect and an overall personality of theemployees.

` Productivity Training and Development helps in increasing the

productivity of the employees that helps the organization further to achieve

its long-term goal.


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` Team spirit Training and Development helps in inculcating the sense of

team work, team spirit, and inter-team collaborations. It helps in

inculcating the zeal to learn within the employees.

Organization Culture Training and Development helps to develop and

improve the organizational health culture and effectiveness. It helps in

creating the learning culture within the organization.

Organization Climate Training and Development helps building the

positive perception and feeling about the organization. The employees get

these feelings from leaders, subordinates, and peers.

Quality Training and Development helps in improving upon the quality

of work and work-life.


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` It helps in improving the quality and quantity of a workers output.

` It enables the worker to make the most economical and best use of

materials and equipment. This reduces spoiled work and damage to

machinery.

`

It develops in the worker-effective work habits and methods of work,thereby reducing the accident rate and the need for close supervision.

` It gives a sense of satisfaction to the worker and makes him feel that he is

being properly cared for. As a result, a workers morale and his relations

with superiors improve.

` It instructs the worker toward better job adjustment and reduces the rate of

labour turnover and absenteeism.

` It helps the bright but dronish employee to formulate his goals.


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` The benefits of training are not clear to the top management.

` The top management hardly rewards supervisors for carrying outeffective training.

` The top management rarely plans and budgets systematically fortraining.

` The middle management, without proper incentives from topmanagement, does not account for training in productionscheduling.

` Without proper scheduling from above, first line supervisors havedifficulty in production norms if employees are attending training

programmes.

` Behavioral objectives are often imprecise.` Training external to the employing unit sometimes teaches

techniques on methods contrary to practices of the participantsorganisation.


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` Questionnaire

` Attitude survey

` Tests` Interviews

` Observations

` Performance records


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