Designing Training Programs

Group-C Bhaunesh Shah (20161007)Deep patel (20161010)Devansh Shah (20161011)Jvalent Jani (20161021)Manori Shah (20161029)Pravin Ode (20161035)Rajkirti Panchal (20161039)Sarthak Naik (20161046)Shivam Pandey (20161052)

Flow of Presentation Basics about designing a training program Industry examples-

ONGC NPTI (National Power Training Institute) Government Trainings Torrent Power L&T Infosys Banking

ADDIE MODEL

• Analyse the training need• Design the overall training program• Develop the Course• Implement training• Evaluate the Course’s effectiveness

Analyse Performance Basis – Trainings may be provided to the

employee whose performance is deficient. Organisation – Trainings may be provided to the current

employee because of the changes in organisational work. New employee – Trainings may be provided to the new

employees recruited in the firm.

Design & Develope Objective Motivational Learning Environment Learning Transfer Infrastructure Duration & Budget

Implement On the Job Training Informal Learning Job Instruction Training Lectures Programmed Learning Team Training

Evaluate Designing the Study Training Evaluation Form

Reaction Learning Behaviour Results

ONGC

IWCF Purpose:To provide basic knowledge of well control for surface and sub-sea

installations.

Designated personals who are eligible for: Driller Level Drilling Supervisor LevelCourse Overview:Course duration: Five days. For first three days extensive class room teaching is followed by

practical sessions on full size derrick floor simulator. Assignment containing questions pertaining to day's curriculum are given and discussion on assignment is taken up in the next morning.

On fourth day a mock test is conducted which is an in-house test based on IWCF pattern. This is to access the performance of the participants and prepare them for the final test. Individual attention is given to the participants based on the results of the Mock test.

IWCFEvaluation: IWCF

Certification Program consists of two written exams and a simulator practical test. Participants have to score minimum of 70% in each of the tests to qualify for the IWCF certificate.

Course ScheduleDay 01

Normal & Abnormal pressures, LOT, MAASP, Kick indicators, Top hole drilling, Line-up, Shut in procedures, Shut in pressures, Gas migration, Kick behavior in OBM, Kick Sheet & Simulator practice

Day 02

Assignment discussion, Driller's , Wait & Weight and Volumetric methods of killing, Ram & Annular preventer, Stripping, Diverter, Sub-sea BOP, Testing of BOP stack & Simulator practice

Day 03

Assignment discussion, BOP Control Unit and trouble shooting, MGS, Vacuum degasser, Unusual situations in well control, Bull heading, Hydrate formation & Simulator practice

Day 04

Assignment discussion, Mock test & discussion, Simulator test

Day 05

Revision, IWCF Equipment exam, IWCF Principle & Procedure exam

IADC

Purpose:To impart knowledge and critical skills pertaining to successful well control.

Designated personals who are eligible for: Rig crew Level.

Course Overview:Course duration: Five days. For first four days there is extensive class room teaching followed by practical sessions on full

size derrick floor simulator. At the end of fourth day participants visit to a fully functional rig in the campus of the institute.

Assignment containing questions pertaining to day's curriculum are given to the participants & discussion on assignment is taken up the next morning.

IADCEvaluation: IADC Certification

program consists of a written exam and the simulator practical test, conducted on the last day of the course. A participant has to score minimum of 70% in both to qualify for the IADC certificate.

Course ScheduleDay 01 Basic Mathematics, U Tube Concept,

Normal & amp; Abnormal pressures, LOT, MAASP, Kick indicators, Top hole drilling, Line-Up, FOSV , IBOP, Shut in procedures & Simulator Practice

Day 02 Assignment discussion, Shut in pressures, Recording of kick data, Influx behavior, Slow circulation rate, Drillers' and Wait & Weight Method & Simulator Practice

Day 03 Assignment discussion, Kick Sheet, Ram & amp; Annular preventer, Diverter, Sub - sea BOP, Function and Pressure Testing of BOP & Simulator Practice

Day 04 Assignment discussion, BOP Control Unit and Trouble shooting, MGS, Vacuum Degasser, Unusual Situations in well control, Rig visit & Simulator Practice

Day 05 Assignment discussion, IADC written exam & Simulator Test

IWCF-WIP coursePurpose:To give knowledge about well control requirement during well servicing operations

with exposed flow capable hydrocarbon bearing zones.

Designated personals who are eligible for: Fundamental Level- L3 Supervisory Level- L4

 Course Outline: Course duration: Five days. It covers topics like standard procedures and principles during intervention with coil

tubing, snubbing & wire-line operations.

Evaluation:IWCF-WIP Certification Program consists of two compulsory written exams along

with at least one optional paper. Participants have to score minimum of 70% in each of the tests to qualify for the IWCF certificate.

Introductory Well control course

Purpose:The aim of this course is to provide a basic understanding of the features of drilling a well and the

fundamental principles involved in maintaining well control.

Designated personals who are eligible for: Derrick man level Floor man Level

Course Outline:Course duration: Five days. The course is delivered through presentation of a series of interactive lectures supported by videos

and animations, supplemented by a classroom assignments and further self-study exercises.

NPTI

NATIONAL POWER TRAINING INSTITUTE

A National apex body for Training and Human Resource Development in Power Sector with industry specific technical interface.

It provides following trainings:1. Transnational Training2. Training in Transmission & Distribution3. Simulator Training 4. Miscellaneous Training5. Long Term Academic Program like B.E, MBA and Post Graduate

Diploma.

NEED ANALYSIS

Periodical training need analysis for evolving an annual need based training intervention agenda.

Every job is broken down into specific task components, and then the critical skills are identified

Identification of training should not be generic in nature but more focused with the special skills required to perform the job.

Example : Need identified is requirement of supplemented applied engineering and managerial skills for an engineer.

TRAINING DESIGN

Design of training includes setting objective for the training.

implementation

Classroom Lectures

Self Learning Techniques

Case Studies / Group Discussions

On-job Training in Power Stations

EVALUATION

Evaluation by scientific method as well as examination process.

Feedback from learner on regular interval during the training program.

Feedback from sponsoring organization on efficacy of training at workplace.

Government Training and Development programs Skill India The Government of India formally launched the Skill India mission on the

occasion of the first-ever World Youth Skills Day on July 15, 2015. The Government has set a target of training over 40 crore people in various

skills by 2022 with the Skill India mission. Implementation (NSDC) Setting industrial training institutions across the country. 1500 ITI’s and 5000 skill development centre's across the country. Collaborations ( for e.g Uber, Maruti, NSDC) Summits (Global and National) Conferences

Framework (NSQF) Competency – based framework that organizes all qualifications according to a

series of levels of knowledge, skills and aptitude. Standardised, consistent, nationally acceptable outcomes of training across the

country through a national quality assurance framework. Global mobility of skilled workforce from India, through international equivalence of

NSQF. (STEP) Support to Training and Employment Programme for Women. (Agriculture, Horticulture, Food Processing, Handlooms, Tailoring,

Stitching.....Computer & IT)

Torrent Power

Mainly two types of training: Technical and behavioural:

Technical trainings are related to Standard operating Procedures for fresh recruited person or safety.

They are on-going (no fixed intervals or duration) Different departments also provide technical

training as and when required. They send managers or AGMs to the external

workshops or training programs based on the nominations from respective head of departments.

Behavioural training is organized for mostly all departments and designations.

They have their own training calendar. Takes input from managers and heads about what is missing

(Need analysis) For topics like communication, they call experts from outside. Customer satisfaction and desk behaviour related trainings or

inputs are provided via the internal authorities. Mass training Training of managerial effectiveness is provided to the

managers. Frequency of these trainings are at least once in a month

L&T

“Creating a culture of continuous learning, competitiveness and excellence through change management, respecting ethics, values and good

governance.”1) IN-HOUSE TRAINING

PROGRAMME2) LEADERSHIP DEVELOPMENT

ACADEMY

3) L&T INSTITUTE OF PROJECT MANAGEMENTTo develop a premier world class education centre, for

creating global project management professionals, thereby making Larsen & Toubro (L&T) a centre of excellence in

project management.

AREAFeasibilityFinancing

Construction ManagementProject OrganizationRisk ManagementProject Execution

METHODLive cases

Games/SimulationTempelate, Tools

Project VideoDiscussion/Debate

INFRASTRUCTURESmart Classroom

Professional Software(Primavera, MS Project..)

LibraryAccess of International

Journal

Association with- Project Management Institute (PMI®), International Project Management Association (IPMA)

INFOSYSTraining & Development

Training overview @ infosys

Infosys has a total of 193,383 employees of which 35% are women. The attrition rate of Infosys Ltd. is 14.2% Training Centre in Mysuru The Infosys global education centre in the 337 acre campus has 400

instructors and 200 classrooms. It had trained around 125,000 engineering graduates by June 2015 &

can train 14,000 employees at a given point of time on various technologies.

The Infosys Leadership Institute (ILI), based in Mysuru, has 96 rooms and trains about 400 Infoscians annually.

Objectives of training @ INFY

Develop the competencies of employees and improve their performance.

Help people to grow within the organization so that its future needs for human resource can be met from within.

Reduce the learning time for employees starting in new jobs on appointment, transfers or promotion and ensure that they become fully competent as quickly and economically.

Banking Sector Training and Development

HOW TRAINING BENEFIT TO THE ORGANIZATION Be kept to the minimum by the trained employees. These will lead to lower cost of production per unit.The major benefits of training to the organization are: • Quick learning• Higher productivity• Standardization of procedures and Less supervision• Economical operations • Preparation of future managers ( Better management)

HOW TRAINING BENEFIT TO THE EMPLOYEES WHICH IN TURN ULTIMATELY SHOULD BENEFIT THE ORGANIZATION

Training helps the employees in the following ways: • Confidence• New Skills• Promotion• Higher Earnings• Adaptability

Punjab National Bank• The training system within the bank has been oriented to create pool of skilled

employees at various level of hierarchy to efficiently run the branches and customer satisfying services.

• The training program concentrates on developing problem solving skills .

• The training infrastructure has been oriented towards providing intensive training in tropical areas like Credit, Foreign Exchange, Merchant banking & computers as well as short training in the job specific and activity specific areas.

ASSESSMENT OF THE TRAINING NEEDS OF PUNJAB NATIONAL BANK

• Maintenance of inventory cards

Training for scale III and above :-• For managers of Scale III and above, emphasis is given on the programmes like

management, leadership, and motivation along with MDPs (Management development Programmes) .

Training facilities for Officers

PREPARATION OF THE TRAINING PLAN

• While preparing the training plan, the budget of the center is kept in view by the bank and training programs for different cadres of employees is prepared in such a manner that no particular cadre is given more importance at the cost of others and an attempt is made to cover the training needs of all cadres of employees and maximize the number of programmers/participants so as to reach a large number of employees and giving training to them.

Scheme of Planned Training Process

• A panel of faculty at Zonal Training Centre (ZTC) decides upon who is to train the employees at the various training programs.

• The guest faculties include faculty members of universities and Business Schools like Calcutta University, JNU, Delhi University, IIMs, Institute of Management Technology (Ghaziabad), NIIT, Aptech, etc.

• Officials with a, flair for teaching are invited from RBI, CBI, BIS and other banks like HDFC, HSBC, ICICI, IDBI, etc.

The most commonly used methods at the ZTC for imparting training are• Lectures• Case discussions• Role plays• Audio and video cassette• Computer Assistance• Group Discussions• Presentations and Slide Shows• Quizzes• Handouts and Reading Material• Workshops and Seminars• On-the-job training

INSTRUCTIONAL DESIGN OF TRAINING PROGRAMME IN

PNBThe programme coordinator while designing the programme schedule should notice following points:

• The objective of the programme should be clearly spelt out.

• The level of the participants, their existing knowledge, skills and experience.

• Adequate time should be available for doing justice to all the subjects.

Summary Importance of training Key points upon which decisions need to be taken:

Requirements, Expertise available inside your organization, duration, frequency, budget, venue.

Well planned training has a higher chance of well-execution!

Thank you