In Any Company b If its need based b If the needs are defined logically b If good trainers are...

In Any CompanyIn Any Company

If its need basedIf its need based If the needs are defined logicallyIf the needs are defined logically If good trainers are identifiedIf good trainers are identified If the organisation is committed.If the organisation is committed.

Training will beTraining will be successfulsuccessful

To arrive at Training NeedsTo arrive at Training Needs

We need to know the Strengths & Limitations of every We need to know the Strengths & Limitations of every personperson

This means a well defined Appraisal Process which will This means a well defined Appraisal Process which will bring out the Strengths & Limitations - both Soft Skills bring out the Strengths & Limitations - both Soft Skills and Technical / Functional Skillsand Technical / Functional Skills

To have a well defined Appraisal To have a well defined Appraisal ProcessProcess

WeWe need to have the Job Description and Job need to have the Job Description and Job Specification of every personSpecification of every person

Some Companies have this in placeSome Companies have this in place If your organisation doesn’t have / need to fine tune - If your organisation doesn’t have / need to fine tune -

We recommend our “Workshop on Job Analysis”We recommend our “Workshop on Job Analysis”

Workshop on Job AnalysisWorkshop on Job Analysis

Introduction , Broad ExpectationIntroduction , Broad Expectation Definitions of Job Description & Job SpecificationsDefinitions of Job Description & Job Specifications Concept of Customer & SupplierConcept of Customer & Supplier Arriving at Functions, Inputs, Outputs & Analysing - Arriving at Functions, Inputs, Outputs & Analysing -

TASK AnalysisTASK Analysis Arriving at Checkpoints, Reporting, FeedbackArriving at Checkpoints, Reporting, Feedback Job Description & Job SpecificationsJob Description & Job Specifications

• Authority and ResponsibilityAuthority and Responsibility

Workshop on Job AnalysisWorkshop on Job Analysis

Reddin’s 3D Model to map with Job SpecificationsReddin’s 3D Model to map with Job Specifications Arriving at Job Descriptions & Job Specifications of Arriving at Job Descriptions & Job Specifications of

Team MembersTeam Members Goals and Key Result Areas (KRAs)Goals and Key Result Areas (KRAs) Lets Finalize “2 Minute Presentations”Lets Finalize “2 Minute Presentations”

Work Shop - Gains - For Whom ?Work Shop - Gains - For Whom ?

Putting things in writing once is better than saying 10 Putting things in writing once is better than saying 10 timestimes

Legally validLegally valid Appraisal system become objectiveAppraisal system become objective Your Training becomes a need-based processYour Training becomes a need-based process Recruitment is focussedRecruitment is focussed

ForFor WhomWhomAnyAny one who has at least one person reporting to her / him one who has at least one person reporting to her / him formallyformally

Flow ChartFlow Chart

D ep artm en ta l G oa ls D ep artm en ta l G oa ls

Job A n a lys is

Job D esc rip tion Job S p ec ifica tion s

To N ext S lid e

H u m an R esou rcesD ep artm en t

F in an ceD ep artm en t

S a lesD ep artm en t

P u rch aseD ep artm en t

M an u fac tu rin gD ep artm en t

V is ion / M iss ion S ta tem en t

Flow Chart Flow Chart (Cont.)(Cont.)

R ecru itm en t P h ase

P os t R ec ru itm en tP h ase

R ec ru itm en t

P re A p p ra isa lP h ase

A p p ra isa lP h ase

P os t A p p ra isa lP h ase

A p p ra isa l

P re Tra in in gP h ase

Tra in in gP h ase

P os t Tra in in gP h ase

Tra in in g

F rom p erviou s C h art

WorkshopWorkshop onon SupervisorySupervisory SkillsSkills

Job Description of a SupervisorJob Description of a Supervisor Supervisor vs. Manager vs. Leader - BrainstormingSupervisor vs. Manager vs. Leader - Brainstorming Allocation / Distribution of WorkAllocation / Distribution of Work Goal Setting - SMARTGoal Setting - SMART One minute Appraisal, 2 Minute Appreciation, 10 Second One minute Appraisal, 2 Minute Appreciation, 10 Second

ReprimandsReprimands One to One Communications - GamesOne to One Communications - Games

• Handling ProblemsHandling Problems• How to give negative feedbackHow to give negative feedback

Agenda

WorkshopWorkshop onon SupervisorySupervisory SkillsSkillsAgenda (Cont.)

One to One Communication - Games onOne to One Communication - Games on• Handling GrievancesHandling Grievances• Handling ClashesHandling Clashes• Handling AppraisalsHandling Appraisals• Handling RegretsHandling Regrets

Know what motivates your boysKnow what motivates your boys MIS, Reporting and Feedback.MIS, Reporting and Feedback. MBTIMBTI Lead QuestionnairesLead Questionnaires Auditing Team Member’s output for quality.Auditing Team Member’s output for quality.

AppraisalAppraisal

Particulars

1 Objectives & Introduction to Appraisal Systems

2 Case Study 1 & Feedback


4 Measurement Criteria

5 Nobody’s Perfect

6 Motivators, Demotivators, Do’s & Don’ts

7 Maintaining Momentum

8 Analysing Parameters

9 Scale Explanation

Agenda

AppraisalAppraisal

Particulars



12 Mean Score – Brainstorm Session

13 Establishing Goals

14 Goal Setting

15 Game on Goal Setting – Subordinate Staff example

16 Leadership Questionnaire

17 One Minute Manager

18 Promotions

Agenda

CreatingCreating a Winning Teama Winning Team

OpenOpen House - What is a TeamHouse - What is a Team Inter / Intra TeamInter / Intra Team Game on Faith and TrustGame on Faith and Trust Give and Take - GameGive and Take - Game Appreciation and CriticizingAppreciation and Criticizing Games on Creating Winning TeamGames on Creating Winning Team VideoVideo

Agenda

CreatingCreating a Winning Teama Winning Team

LeadershipLeadership GroupGroup DynamicsDynamics TaskTask Force, Team MeetingsForce, Team Meetings SGA’sSGA’s

Agenda (cont.)

Effective Communication SkillsEffective Communication Skills

Particulars Duration

1 Introduction to the Program – Broad Expectations 10 Mins.

2 Introduction – Self, Family, Educaton, Experience 20 Mins.

3 Questionnaire on ‘Art of Presentation’ 10 Mins.

4 Story Telling Game 15 Mins.

5 1st Presentation – Everybody – Video if possible 90 Mins

6 Ideal Speaker – Opening / Body / Closing 45 Mins.

7 2nd Presentation – Everybody – 2 Min Presentations 90 Mins.

8 Improve the way you speak 45 Mins.

Agenda of the Program - Day One

Effective Communication SkillsEffective Communication Skills

Particulars Duration

1 Barriers to Communication 30 Mins.

2 All about Body Language 30 Mins.

3 3rd Presentation – with 2Min. Presentation – VideoShoot

90 Mins.

4 Handling Feedback 45 Mins.

5 Final Presentation – Outside Judges 180 Mins.

Agenda of the Program - Day Two

Power to See YourselvesPower to See Yourselves

Particulars

1 Introduction to the Program – Broad Expectations

2 Self Introduction – with 1Good & 1Bad Experience

3 Obtis Game & Feedback

4 Spokes People & Feedback

5 Reddin's 3D Model & Feedback

6 Homework MBTI - Psychometric Tool

Agenda of the Program - Day OneAgenda of the Program - Day One

Power to See YourselvesPower to See YourselvesAgenda of the Program - Day TwoAgenda of the Program - Day Two

Particulars

1 Reddin's 3D Model - Continued

2 Situation Management Games

3 Discussion on MBTI

4 An Inventory on Body Language

5 Blindfold Games & Feedback

6 Leadership - Questionnaire & Styles

7 Self Study Questions & Action Plans

In Any Company b If its need based b If the needs are defined logically b If good trainers are...

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