Aditya Khandelia

Amit Monga
Suparn Goel
Umang Mittal
 Definition
 How to Manage Training & Development?
 What to Train & How to do so?
 Training techniques
 Concluding Challenges
 The need for training for the sake of the
company as well as personal
development, to enhance various skills
 Definition
 How to Manage Training & Development?
 What to Train & How to do so?
 Training techniques
 Conclusion
 Definition
 How to Manage Training & Development?
 What to Train & How to do so?
 Creativity
 Leadership

 Total Quality

 Training techniques
 Concluding Challenges
 Driving Creativity
 Personal behaviour: Curiosity, variety, self-image, expressiveness
 Opportunities: network, nurturing culture, resources
 Divergent thinking skills, effective behaviour, association skills

 Team Creativity (Mudra)

 None of us is as good as all of us
 Asked to approach the problem from someone else’s view
 Systemic Creativity (Wipro)
 Combining intuitive approach of right brain with the analytical facilities of
the left brain
 Transferred Creativity (Titan)
 Methods used in creative pursuits like art, literature be applied to solve
problems
 Approaches to explaining effective
leadership
 Trait Theories: Personal and intellectual qualities
 Behavioural Theories: Ohio State Studies
 Contingency Theories: Key situational behaviours
 Characteristic Theories: Charismatic leadership
 Situational Model (Taj Group)

 9+1+23 Model (Xerox)

 9: basic cultural attributes of company
 1: valuing diversity – bringing more women
 23: leadership defining attributes in XEROX dictionary
 The mentoring model (Eicher)
 Superior must set the right example by encouraging
sub-ordinates to play leadership roles
 Concept of career development groups
Concern for

Organisation Management
Balancing necessity to get work and
people

maintaining morale of people

Concern for production

 Provide workers first hand experience of
global best practices
 Ensure that supervisors and managers are
trained along-with workers
 Expose workers to the environments in which
customers use your products
 Constantly retain workers in the theory and
practice of TQM
 Link Quality in the workplace to quality in
workers’ lives
 Definition
 How to Manage Training & Development?
 What to Train & How to do so?
 Training techniques
 Induction
 Experiential
 Cross Cultural
 Concluding Challenges
Fact
File
Fact
File
Plan applications. Sharing of
Cycle begins again reactions &
observations

Involving in
activities &
behaving as
directed

Individual learning Exploring

from experiences processes &
evaluating groups
Fact
File
 PRE DEPARTURE ORIENTATION

CROSS CULTURE COMPETENCE

MOTIVATION KNOWLEDGE UNDERSTANDING ATTITUDE
SKILLS
 Definition
 How to Manage Training & Development?
 What to Train & How to do so?
 Training techniques
 Concluding Challenges
 Make learning one of the fundamental values of the
company
 Commit major resources and time to training
 Use training to bridge gap with external world
 Use training as a development tool for individuals
 Install training systems that substitute work
 Ensure that training allows soft skills to bloom
 Create a system to evaluate the effectiveness of
training