Project on Current Traing & Development Practices Final

8/3/2019 Project on Current Traing & Development Practices Final

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PROJECT ON

CURREENT TRAINING AND DEVELOPMENT

PRACTICES IN INDIGO AIRLINES


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APPENDIX-1

CERTIFICATE FROM THE GUIDE

This is to certify that the Project work titled Current Training And Development Practices

is a bonafide work carried out by Ms. Tejashree Namdeo Borji

Admission no: LPGD/JA10/0870

A candidate for the Post Graduate Diploma examination of the Welingkar Institute of

Management under my guidance and direction.

SIGNATURE OF GUIDE:

NAME: Mrs.Rani Gupta

DESIGNATION: Recruitment Officer

ADDRESS: INDIGO AIRLINES17, 1ST

FLOOR, JOLLYMAKER, CHAMBER II,

225 NARIMAN POINT, MUMBAI,-400021

MAHARASHTRA

DATE:

PLACE:


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CURREENT TRAINING AND DEVELOPMENT PRACTICES

NAME: Tejashree N.Borji

ADMISSION NO: LPGD/JA10/0870

POST GRATUATION IN BUSINESS MANAGEMENT

SPECIALIZATION Human Resources Management

NAME OF THE INSTITUTE: WELINGKAR INSTITUTE OFMANAGEMENT


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SR.NO. TOPIC PAGE

1INTRODUCTION

5--8

TRAINING AND DEVELOPMENT DEFINED

TRADITIONAL AND MODERN APPROACH OF TRAINING ANDDEVLOPMENT

THE TRAINING PROCESS THE TRAINING SYSTEM

2IMPORTANCE OF TRAINING AND DEVELOPMENT

8--16

TRAINING AND DEVELOPMENT OBJECTIVES

3ROLE OF HRD PROFESSIONAL IN TRAINING

17-41

THE TRAINING SYSTEM

METHODS OF TRAINING

BASIC TYPES OF INPUTS IN TRANING

PROCESS OF TRAINING

MANAGEMENT DEVELOPMENT PROGRAM (MDP)

4 REASON FOR CHOOSING THIS TOPIC 42

5 OBJECTIVE OF THE STUDY 43

6BRIEF HISTORY OF THE ORGANIZATION

44-45

7ORGANIZATIONAL STRUCTURE

46-47

8PRODUCTS\ SERVICES

48-49

9FINANCIAL PERFORMANCE

50-53

10RESERCH STUDY OF MAIN TOPIC

54-60

11 TRAINING PROGRAMME FOR TESTING OUT THE TRAINING

PREPARATION OF TRAINING PLAN:

IMPARTING OF TRAINING

MANAGEMENT TRAINEES TRAINING

PILOT TRAINING

CABIN CREW

12EMPLOYEE OVERALL DEVELPOMENT

61-83

TRAINING IN INDIGO AIRLINES

CROSS-CULTURAL TRAINING PROGRAMS AND SERVICES

CARREER DEVELOPMENT

DATA ANALYSIS & INTERPRETATION

13FINDINGS

84-85

14SUGGESTIONS

86

15LIMITATION

87

16CONCLUSION

88

17BIBLIOGRAPHY

89

18TRAINING EVALUATION FORM

89-90

19

QUESTIONNAIRE91-93


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1

INTRODUCTION

CURRENT TRAINING & DEVELOPMENT PRACTICES

TRAINING AND DEVELOPMENT is a subsystem of an organization. It ensures that

randomness is reduced and learning or behavioral change takes place in structured format.

TRAINING AND DEVELOPMENT DEFINED

It is concerned with the structure and delivery of acquisition of knowledge to improve the

efficiency and effectiveness of organization. It is concerned with improving the existing skills

and exploring the potential skills of the individual i.e. upgrading the employees skills and

extending their knowledge. Therefore, training is a key to optimizing utilization human

intellectual technological and entrepreneurial skills.


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Training and Development referred to as:

Acquisition and sharpening of employees capabilities that is required to perform various

obligations, tasks and functions.

Developing the employees capabilities so that they may be able to discover their potential and

exploit them to full their own and organizational development purpose.

Developing an organizational culture where superior-subordinate relationship, teamwork, and

collaboration among different sub units are strong and contribute to organizational wealth,

dynamism and pride to the employees.

TRADITIONAL AND MODERN APPROACH OF TRAINING AND DEVLOPMENT

Traditional Approach Most of the organizations before never used to believe in training.

They were holding the traditional view that managers are born and not made. There were also

some views that training is a very costly affair and not worth. Organizations used to believe more

in executive pinching. But now the scenario seems to be changing.

The Modern approach of training and development is that Indian Organizations have realized

the importance of corporate training. Training is now considered as more of retention tool than a

cost. The training system in Indian Industry has been changed to create a smarter workforce and

yield the best results


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What is Training/Learning Needs Analysis

A training/learning needs analysis (TNA) is a review of learning and development needs for

staff, volunteers and trustees within in your organization. It considers the skills, knowledge and

behaviors that your people need, and how to develop them effectively.

Organizational TNA should ideally be undertaken at 3 levels:

Organizational level

Team/departmental level

Individual level

These three levels are inter-linked, and using this structure will help ensure a balanced analysis

that takes into account the big picture as well as the specific needs of individuals.

Methods that can be used to identify learning needs include:


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Analysis of existing strategies and plan to identify what skills are needed for delivery

Questionnaires paper based or online

One-to-one interviews

Focus groups - facilitated small group discussions with a representative sample of people

The outcome of your TNA should be a robust learning and development plan, based on research

and linked to organizational, team and individual objectives.

Some of the questions that you might like to ask before undertaking an analysis of learning needs

are:

1. Do we have a strategic and organizational plan?

2. Do we have an appraisal system in place?

3. Do all staff have an up to date job description?

4. Do all staff have written objectives?

5. Do we have a competency framework in place?

6. Do we have a training strategy and/or a stated commitment to the value of learning and

development for our staff/volunteers and trustees? 7. Do we have processes (formal and

informal) in place for effective consultation across the organization?


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THE TRAINING SYSTEM

A System is a combination of things or parts that must work together to perform a particular

function. An organization is a system and training is a sub system of the organization.

The System Approach views training as a sub system of an organization. System Approach can

be used to examine broad issues like objectives, functions, and aim. It establishes a logical

relationship

between the sequential stages in the process of training need analysis (TNA), formulating,

delivering, and evaluating.

There are 4 necessary inputs i.e. technology, man, material, time required in every system to

produce products or services. And every system must have some output from these inputs in

order to survive. The output can be tangible or intangible depending upon the organizationsrequirement. A system approach to training is planned creation of training program. This

approach uses step-by-step procedures to solve the problems. Under systematic approach,

training is undertaken on planned basis. Out of this planned effort, one such basic model of five

steps is system model that is explained below.

INPUTS IN TRAINING AND DEVELOPMENT

Any training and development programme must contain inputs which enable the participants to

gain skills, learn theoretical concepts and help acquire vision to look into the distant future.

Skills: Training is imparting skills to employees. A worker needs skills to operate machines, and

use other equipments with least damage and scrap. This is a basic skill without which the

operator will not be able to function. Employees, particularly supervisors and executives, need

interpersonal skills.

Education: The purpose of education is to teach theoretical concepts and develop a sense of

reasoning and judgment.


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Development: It is less skill-oriented but stresses on knowledge. Knowledge about business

environment, management principles and techniques, human relations, specific industry analysis

is useful for better management of a company.

Ethics: There is need for imparting greater ethical orientation to a training and development

programme. Ethical attitude help managements make better decisions which are in the interests

of the public, the employees and in the long term-the company itself.

Attitudinal Changes: Attitude represents feelings and beliefs of individuals towards others.

Attitude affects motivation, satisfaction and job commitment. Negative attitude need to be

converting into positive attitude. Attitude must be changed so that employees feel committed to

the organization, are motivated for better performance, and derive satisfaction from their jobs

and the work environment.

Decision making and problem solving skills: It focus on methods and techniques for making

organization decision-making and solving work related problems.


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IMPORTANCE OF TRAINING AND DEVELOPMENT

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 employees Training 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 the employees.

Productivity Training and Development helps in increasing the productivity of the

employees that helps the organization further to achieve its long-term goal.

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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Healthy work-environment Training and Development helps in creating the healthy

working environment. It helps to build good employee, relationship so that individual goals

aligns with organizational goal.

Health and Safety Training and Development helps in improving the health and safety of the

organization thus preventing obsolescence.

Morale Training and Development helps in improving the morale of the work force.

Image Training and Development helps in creating a better corporate image.

Profitability Training and Development leads to improved profitability and more positive

attitudes towards profit orientation.

Training and Development aids in organizational development i.e. Organization gets more

effective decision making and problem solving. It helps in understanding and carrying out

organizational policies

Training and Development helps in developing leadership skills, motivation, loyalty, better

attitudes, and other aspects that successful workers and managers usually display.

TRAINING AND DEVELOPMENT OBJECTIVES

The principal objective of training and development division is to make sure the availability of a

skilled and willing workforce to an organization. In addition to that, there are four other

objectives: Individual, Organizational, Functional, and Societal.

Individual Objectives help employees in achieving their personal goals, which in turn,

enhances the individual contribution to an organization.

Organizational Objectives assist the organization with its primary objective by bringing

individual effectiveness.

Functional Objectives maintain the departments contribution at a level suitable to the

organizations needs.


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Societal Objectives ensure that an organization is ethically and socially responsible to the

needs and challenges of the society

IMPORTANCE OF TRAINING OBJECTIVES

Training objective is one of the most important parts of training program. While some people

think of training objective as a waste of valuable time. The counterargument here is that

resources are always limited and the training objectives actually lead the design of training. It

provides the clear guidelines and develops the training program in less time because objectives

focus specifically on needs. It helps in adhering to a plan. Training objectives tell the trainee that

what is expected out of him at the end of the training program. Training objectives are of great

significance from a number of stakeholder perspectives:

1. Trainer

2. Trainee

3. Designer

4. Evaluator

Trainer The training objective is also beneficial to trainer because it helps the trainer to

measure the progress of trainees and make the required adjustments. Also, trainer comes in a

position to establish a relationship between objectives and particular segments of training.


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Trainee The training objective is beneficial to the trainee because it helps in reducing the

anxiety of the trainee up to some extent. Not knowing anything or going to a place which is

unknown creates anxiety that can negatively affect learning. Therefore, it is important to keep the

participants aware of the happenings, rather than keeping it surprise.

Secondly, it helps in increase in concentration, which is the crucial factor to make the training

successful. The objectives create an image of the training program in trainees mind that actually

helps in gaining attention. Thirdly, if the goal is set to be challenging and motivating, then the

likelihood of achieving those goals is much higher than the situation in which no goal is set.

Therefore, training objectives helps in increasing the probability that the participants will be

successful in training.

Designer The training objective is beneficial to the training designer because if the designer is

aware what is to be achieved in the end then hell buy the training package according to that

only. The training designer would then look for the training methods, training equipments, and

training content accordingly to achieve those objectives. Furthermore, planning always helps in

dealing effectively in an unexpected situation. Consider an example; the objective of one training

program is to deal effectively with customers to increase the sales. Since the objective is known,

the designer will design a training program that will include ways to improve the interpersonal


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skills, such as verbal and non verbal language, dealing in unexpected situation i.e. when there is

a defect in a product or when a customer is angry.

Therefore, without any guidance, the training may not be designed appropriately.

Evaluator It becomes easy for the training evaluator to measure the progress of the trainees

because the objectives define the expected performance of trainees. Training objective is an

important to tool to judge the performance of participants.

TRAINING

It is a learning process that involves the acquisition of knowledge, sharpening of skills,concepts, rules, or changing of attitudes and behaviors to enhance the performance of

employees.

Training is activity leading to skilled behavior.

Its not what you want in life, but its knowing how to reach it

Its not where you want to go, but its knowing how to get there

Its not how high you want to rise, but it knows how to take off


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ROLE OF TRAINING

It may not be quite the outcome you were aiming for, but it will be an outcome

Its not what you dream of doing, but its having the knowledge to do it

It's not a set of goals, but its more like a vision

Its not the goal you set, but its what you need to achieve it

Training is about knowing where you stand (no matter how good or bad the current situation

looks) at present, and where you will be after some point of time.

Training is about the acquisition of knowledge, skills, and abilities (KSA) through professional

development.

Training is a sub-system of the organization because the departments such as, marketing & sales,

HR, production, finance, etc depends on training for its survival. Training is a transforming

process that requires some input and in turn it produces output in the form of knowledge, skills,

and attitudes (KSAs).


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Role of HRD Professionals in Training

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

1. Active involvement in employee education

2. Rewards for improvement in performance

3. Rewards to be associated with self esteem and self worth

4. Providing pre-employment market oriented skill development education and post employment

support for advanced education and training

5. Flexible access i.e. anytime, anywhere training


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THE TRAINING SYSTEM

A System is a combination of things or parts that must work together to perform a particular

function. An organization is a system and training is a sub system of the organization. The

System Approach views training as a sub system of an organization. System Approach can be

used to examine broad issues like objectives, functions, and aim. It establishes a logical

relationship between the sequential stages in the process of training need analysis (TNA),

formulating, delivering, and evaluating. There are 4 necessary inputs i.e. technology, man,

material, time required in every system to produce products or services. And every system must

have some output from these inputs in order to survive. The output can be tangible or intangible

depending upon the organizations requirement.

MODELS OF TRAINING Training is a sub-system of the organization because the

departments such as, marketing & sales, HR, production, finance, etc depends on training for its

survival. Training is a transforming process that requires some input and in turn it produces

output in the form of knowledge, skills, and attitudes (KSAs).The three model of training are:

1. System Model

2. Instructional System Development Model

3. Transitional model

System Model Training

The system model consists of five phases and should be repeated on a regular basis to make

further improvements. The training should achieve the purpose of helping employee to perform

their work to required standards. The steps involved in System Model of training are as follows:

1. Analyze and identify the training needs i.e. to analyze the department, job, employees

requirement, who needs training, what do they need to learn, estimating training cost, etc The

next step is to develop a performance measure on the basis of which actual performance would

be evaluated.


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2. Design and provide training to meet identified needs. This step requires developing objectives

of training, identifying the learning steps, sequencing and structuring the contents.

3. Develop- This phase requires listing the activities in the training program that will assist the

participants to learn, selecting delivery method, examining the training material, validating

information to be imparted to make sure it accomplishes all the goals & objectives.

4. Implementing is the hardest part of the system because one wrong step can lead to the failure

of whole training program.

5. Evaluating each phase so as to make sure it has achieved its aim in terms of subsequent work

performance. Making necessary amendments to any of the previous stage in order to remedy orimprove failure practices.


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Instructional System Development Model :

Instructional System Development model was made to answer the training problems. This model

is widely used now-a-days in the organization because it is concerned with the training need on

the job performance. Training objectives are defined on the basis of job responsibilities and job

description and on the basis of the defined objectives individual progress is measured. This

model also helps in determining and developing the favorable strategies, sequencing the content,

and delivering media for the types of training objectives to be achieved.

The Instructional System Development model comprises of five stages:

1. ANALYSIS This phase consist of training need assessment, job analysis, and target

audience analysis.

2. PLANNING This phase consist of setting goal of the learning outcome, instructional

objectives that measures behavior of a participant after the training, types of training material,

media selection, methods of evaluating the trainee, trainer and the training program, strategies to

impart knowledge i.e. selection of content, sequencing of content, etc.

3. DEVELOPMENT This phase translates design decisions into training material. It consists

of developing course material for the trainer including handouts, workbooks, visual aids,

demonstration props, etc, course material for the trainee including handouts of summary.

4. EXECUTION This phase focuses on logistical arrangements, such as arranging speakers,

equipments, benches, podium, food facilities, cooling, lighting, parking, and other training

accessories.

5. EVALUATION The purpose of this phase is to make sure that the training program has

achieved its aim in terms of subsequent work performance. This phase consists of identifying

strengths and weaknesses and making necessary amendments to any of the previous stage in

order to remedy or improve failure practices.


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The ISD model is a continuous process that lasts throughout the training program. It also

highlights that feedback is an important phase throughout the entire training program. In this

model, the output of one phase is an input to the next phase.

Transitional Model

Transitional model focuses on the organization as a whole. The outer loop describes the vision,

mission and values of the organization on the basis of which training model i.e. inner loop is

executed.

Vision focuses on the milestones that the organization would like to achieve after the defined

point of time. A vision statement tells that where the organization sees itself few years down the

line. A vision may include setting a role mode, or bringing some internal transformation, or may

be promising to meet some other deadlines.


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Mission explain the reason of organizational existence. It identifies the position in the

community. The reason of developing a mission statement is to motivate, inspire, and inform the

employees regarding the organization. The mission statement tells about the identity that how the

organization would like to be viewed by the customers, employees, and all other stakeholders.

Values is the translation of vision and mission into communicable ideals. It reflects the deeply

held values of the organization and is independent of current industry environment. For example,

values may include social responsibility, excellent customer

service

the mission, vision, and values precede the objective in the inner loop. This model considers the

organization as a whole. The objective is formulated keeping these three things in mind and then

the training model is further implemented.


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METHODS OF TRAINING

There are various methods of training, which can be divided in to cognitive and behavioral

methods. Trainers need to understand the pros and cons of each method, also its impact on

trainees keeping their background and skills in mind before giving training.

Cognitive methods

Is more of giving theoretical training to the trainees? The various methods under Cognitive

approach provide the rules for how to do something, written or verbal information, demonstrate

relationships among concepts, etc. These methods are associated with changes in knowledge and

attitude by stimulating learning.

The various methods that come under Cognitive approach are:

LECTURES

DEMONSTRATIONS

DISCUSSIONS

COMPUTER BASED TRAINING (CBT)

o INTELLIGENT TUTORIAL SYSTEM(ITS)

o PROGRAMMED INSTRUCTION (PI)

o VIRTUAL REALITY

Behavioral methods are more of giving practical training to the trainees. The various methods

under Behavioral approach allow the trainee to behavior in a real fashion. These methods are

best used for skill development.


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The various methods that come under Behavioral approach are:

GAMES AND SIMULATIONS

o BEHAVIOR-MODELING

o BUSINESS GAMES

o CASE STUDIES

o EQUIPMENT STIMULATORS

o IN-BASKET TECHNIQUE

o ROLE PLAYS

Both the methods can be used effectively to change attitudes, but through

different means.

Other training methods

On the Job Training

Off the Job Training

ON THE JOB TRAINING

The most frequently used method in smaller organizations that is on-the-job training. This

method of training uses more knowledgeable, experienced and skilled employees, such as

mangers, supervisors to give training to less knowledgeable, skilled, and experienced employees.

OJT can be delivered in classrooms as well. This type of training often takes place at the work

place in informal manner. The four techniques for on-the job development are:

COACHING MENTORING

JOB ROTATION

JOB INSTRUCTION TECHNIQUE (JIT)


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Coaching

Coaching is one of the training methods, which is considered as a corrective method forinadequate performance. According to a survey conducted by International Coach Federation

(ICF), more than 4,000 companies are using coach for their executives. These coaches are

experts most of the time outside consultants.

It can be done on phone, meetings, through e-mails, chat

It provides an opportunity to receive feedback from an expert

It helps in identifying weaknesses and focus on the area that needs improvement

This method best suits for the people at the top because if we see on emotional front, when a

person reaches the top, he gets lonely and it becomes difficult to find someone to talk to. It helps

in finding out the executives specific developmental needs. The needs can be identified through

60 degree performance reviews.

Mentoring

Mentoring is an ongoing relationship that is developed between a senior and junior employee.

Mentoring provides guidance and clear understanding of how the organization goes to achieve its

vision and mission to the junior employee.

Mentoring focus on attitude development

Conducted for management-level employees

Mentoring is done by someone inside the company

It is one-to-one interaction

It helps in identifying weaknesses and focus on the area that needs improvement


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Job Rotation

For the executive, job rotation takes on different perspectives. The executive is usually not

simply going to another department. In some vertically integrated organizations, for example,

where the supplier is actually part of same organization or subsidiary, job rotation might be to

the supplier to see how the business operates from the supplier point of view. Learning how the

organization is perceived from the outside broadens the executives outlook on the process of the

organization. Or the rotation might be to a foreign office to provide a global perspective.

For managers being developed for executive roles, rotation to different functions in the company

is regular carried out.

This approach allows the manger to operate in diverse roles and understand the different issues

that crop up. If someone is to be a corporate leader, they must have this type of training. A recent

study indicated that the single most significant factor that leads to leaders achievement was the

variety of experiences in different departments, business units, cities, and countries.

Job Instruction Technique Job Instruction Technique (JIT) uses a strategy with focus on

knowledge (factual and procedural), skills and attitudes development.

Procedure of Job Instruction Technique (JIT) JIT consists of four steps:

Plan This step includes a written breakdown of the work to be done because the trainer andthe trainee must understand that documentation is must and important for the familiarity of work.

A trainer who is aware of the work well is likely to do many things and in the process might miss

few things. Therefore, a structured analysis and proper documentation ensures that all the points

are covered in the training program. The second step is to find out what the trainee knows and

what training should focus on.

Then, the next step is to create a comfortable atmosphere for the trainees i.e. proper

orientation program, availing the resources, familiarizing trainees with the training program, etc.

Present In this step, trainer provides the synopsis of the job while presenting the participants

the different aspects of the work. When the trainer finished, the trainee demonstrates how to do


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the job and why is that done in that specific manner. Trainee actually demonstrates the procedure

while emphasizing the key points and safety instructions.

Trial This step actually a kind of rehearsal step, in which trainee tries to perform the work

and the trainer is able to provide instant feedback. In this step, the focus is on improving the

method of instruction because a trainer considers that any error if occurring may be a function of

training not the trainee. This step allows the trainee to see the after effects of using an incorrect

method. The trainer then helps the trainee by questioning and guiding to identify the correctprocedure.

Follow-up In this step, the trainer checks the trainees job frequently after the training

program is over to prevent bad work habits from developing.


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OFF THE JOB TRAINING

There are many management development techniques that an employee can take in off the job.

The few popular methods are:

SENSITIVITY TRAINING

TRANSACTIONAL ANALYSIS

STRAIGHT LECTURES/ LECTURES

SIMULATION EXERCISES

Sensitivity Training

Sensitivity training is about making people understand about themselves and others reasonably,

which is done by developing in them social sensitivity and behavioral flexibility.

Social sensitivity in one word is empathy. It is ability of an individual to sense what others

feel and think from their own point of view.

Behavioral flexibility is ability to behave suitably in light of understanding.

Procedure of Sensitivity Training

Sensitivity Training Program requires three steps:

Unfreezing the old values It requires that the trainees become aware of the inadequacy of the

old values. This can be done when the trainee faces dilemma in which his old values is not able

to provide proper guidance. The first step consists of a small procedure:


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Procedure of Sensitivity Training

Development of new values With the trainers support, trainees begin to examine their

interpersonal behavior and giving each other feedback. The reasoning of the feedbacks are

discussed which motivates trainees to experiment with range of new behaviors and values. This

process constitutes the second step in the change process of the development of these values.

Refreezing the new ones This step depends upon how much opportunity the trainees get to

practice their new behaviors and values at their work place.

TRANSACTIONAL ANALYSIS Transactional Analysis provides trainees with a realistic and

useful method for analyzing and understanding the behavior of others. In every social

interaction, there is a motivation provided by one person and a reaction to that motivation given

by another person. This motivation-reaction relationship between two persons is a transaction.

Transactional analysis can be done by the ego states of an individual. An ego state is a system of

feelings accompanied by a related set of behaviors. There are basically three ego states:


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.

Lectures

It is one of the oldest methods of training. This method is used to create understanding of a topic

or to influence behavior, attitudes through lecture. A lecture can be in printed or oral form.

Lecture is telling someone about something. Lecture is given to enhance the knowledge of

listener or to give him the theoretical aspect of a topic. Training is basically incomplete without

lecture. When the trainer begins the training session by telling the aim, goal, agenda, processes,

or methods that will be used in training that means the trainer is using the lecture method. It is

difficult to imagine training without lecture format. There are some variations in Lecture method.

The variation here means that some forms of lectures are interactive while some are not.

Straight Lecture:

Straight lecture method consists of presenting information, which the trainee attempts to absorb.

In this method, the trainer speaks to a group about a topic. However, it does not involve any kind

of interaction between the trainer and the trainees. A lecture may also take the form of printed

text, such as books, notes, etc. The difference between the straight lecture and the printed

material is the trainers intonation, control of speed, body language, and visual image of the

trainer. The trainer in case of straight lecture can decide to vary from the training script, based on

the signals from the trainees, whereas same material in print is restricted to what is printed.

A good lecture consists of introduction of the topic, purpose of the lecture, and priorities and

preferences of the order in which the topic will be covered.


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GAMES AND SIMULATIONS

Games and Simulations are structured and sometimes unstructured, that are usually played for

enjoyment sometimes are used for training purposes as an educational tool. Training games andsimulations are different from work as they are designed to reproduce or simulate events,

circumstances, processes that take place in trainees job.

A Training Game is defined as spirited activity or exercise in which trainees compete with each

other according to the defined set of rules.

Simulation is creating computer versions of real-life games. Simulation is about imitating or

making judgment or opining how events might occur in a real situation.

It can entail intricate numerical modeling, role playing without the support of technology, or

combinations.

Training games and simulations are now seen as an effective tool for training because its key

components are:

Challenge

Rules

Interactivity

These three components are quite essential when it comes to learning.Some of theexamples of this technique are:

Trainees can therefore experience these events, processes, games in a controlled setting

where they can develop knowledge, skills, and attitudes or can find out concepts that willimprove their performance.


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BASIC TYPES OF INPUTS IN TRANING

There are three basic types of inputs;

(i)Skills

(ii)Attitude

iii)Knowledge.

The primary purpose of training is to establishing a sound relationship is at its best when

the workers attitude to the job is right, when the workers knowledge of the job is

adequate, and he has developed the necessary skills. Training activities in an industrial

organization are aimed at making desired modifications in skills, attitudes and knowledge

of employee so that they perform their jobs most efficiently and effectively

PROCESS OF TRAINING :


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TRAINING NEEDS ANALYSIS

TRAINING DESIGN- The design of the training program can be undertaken only when a clear

training objective has been produced. The training objective clears what goal has to be achieved

by the end of training program i.e. what the trainees are expected to be able to do at the end of

their training. Training objectives assist trainers to design the training program.

The trainer Before starting a training program, a trainer analyzes his technical, interpersonal,

judgmental skills in order to deliver quality content to trainers.

The trainees A good training design requires close scrutiny of the trainees and their profiles.

Age, experience, needs and expectations of the trainees are some of the important factors that

affect training design.

Training climate A good training climate comprises of ambience, tone, feelings, positive

perception for training program, etc. Therefore, when the climate is favorable nothing goes

wrong but when the climate is unfavorable, almost everything goes wrong.

Trainees learning style the learning style, age, experience, educational background of

trainees must be kept in mind in order to get the right pitch to the design of the program.

Training strategies Once the training objective has been identified, the trainer translates it into

specific training areas and modules. The trainer prepares the priority list of about what must be

included, what could be included.

Training topics After formulating a strategy, trainer decides upon the content to be delivered.

Trainers break the content into headings, topics, ad modules. These topics and modules are then

classified into information, knowledge, skills, and attitudes.

Sequence the contents Contents are then sequenced in a following manner:


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From simple to complex

Topics are arranged in terms of their relative importance

From known to unknown

From specific to general

Dependent relationship

Training tactics Once the objectives and the strategy of the training program becomes clear,

trainer comes in the position to select most appropriate tactics or methods or techniques. The

method selection depends on the following factors:

Trainees background

Time allocated

Style preference of trainer

Level of competence of trainer

Availability of facilities and resources, etc


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TRAINING-DESIGN

Support facilities It can be segregated into printed and audio visual. The various requirementsin a training program are white boards, flip charts, markers, etc.


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Constraints The various constraints that lay in the trainers mind are:

Time

Accommodation, facilities and their availability

Furnishings and equipments

Budget

Design of the training, etc

TRAINING IMPLEMENTATION

To put training program into effect according to definite plan or procedure is called training

implementation. Training implementation is the hardest part of the system because one wrong

step can lead to the failure of whole training program. Even the best training program will fail

due to one wrong action.

Training implementation can be segregated into:

Practical administrative arrangements

Carrying out of the training

Implementing Training

Once the staff, course, content, equipments, topics are ready, the training is implemented.

Completing training design does not mean that the work is done because implementation phase

requires continual adjusting, redesigning, and refining. Preparation is the most important factor

to taste the success. Therefore, following are the factors that are kept in mind while

implementing training program:

The trainer The trainer need to be prepared mentally before the delivery of content. Trainer

prepares materials and activities well in advance. The trainer also set grounds before meeting

with participants by making sure that he is comfortable with course content and is flexible in his

approach.

Physical set-up Good physical set up is pre-requisite for effective and successful training


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program because it makes the first impression on participants. Classrooms should not be very

small or big but as nearly square as possible. This will bring people together both physically and

psychologically. Also, right amount of space should be allocated to every participant.

Establishing rapport with participants There are various ways by which a trainer canestablish good rapport with trainees by:

Greeting participants simple way to ease those initial tense moments

Encouraging informal conversation

Remembering their first name

Pairing up the learners and have they familiarized with one another

Listening carefully to trainees comments and opinions

Telling the learners by what name the trainer wants to be addressed

Getting to class before the arrival of learners

Starting the class promptly at the scheduled time

Using familiar examples

Varying his instructional techniques

Using the alternate approach if one seems to bog down

Reviewing the agenda At the beginning of the training program it is very important to review

the program objective. The trainer must tell the participants the goal of the program, what is

expected out of trainers to do at the end of the program, and how the program will run. The

following information needs to be included:

Kinds of training activities

Schedule

Setting group norms

Housekeeping arrangements

Flow of the program

Handling problematic situations


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TRAINING EVALUATION

The process of examining a training program is called training evaluation. Training evaluation

checks whether training has had the desired effect. Training evaluation ensures that whether

candidates are able to implement their learning in their respective workplaces, or to the regular

work routines.

Purposes of Training Evaluation

The five main purposes of training evaluation are:

Feedback: It helps in giving feedback to the candidates by defining the objectives and linking it

to learning outcomes. Research: It helps in ascertaining the relationship between acquiredknowledge, transfer of knowledge at the work place, and training.

Control: It helps in controlling the training program because if the training is not effective, then

it can be dealt with accordingly.

Power games: At times, the top management (higher authoritative employee) uses the evaluative

data to manipulate it for their own benefits.


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Intervention: It helps in determining that whether the actual outcomes are aligned with the

expected outcomes.

Process of Training Evaluation

Before Training: The learners skills and knowledge are assessed before the training program.

During the start of training, candidates generally perceive it as a waste of resources because at

most of the times candidates are unaware of the objectives and learning outcomes of the

program. Once aware, they are asked to give their opinions on the methods used and whether

those methods confirm to the candidates preferences and learning style.

During Training: It is the phase at which instruction is started. This phase usually consist of

short tests at regular intervals


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After Training: It is the phase when learners skills and knowledge are assessed again to

measure the effectiveness of the training. This phase is designed to determine whether training

has had the desired effect at individual department and organizational levels. There are various

evaluation techniques for this phase.

Techniques of Evaluation The various methods of training evaluation are:

Observation

Questionnaire

Interview

Self diaries

Self recording of specific incidents

Management Development Program (MDP)

Management Development has become very important in todays competitive environment.

According to a survey, those companies that align their management development with tactical

planning are more competitive than the companies who are not. It has also been indicated that

80% of the companies report MDP, compared with 90% that provide executive leadership

training. For most of the companies 37% of the training budgets go to management development

and learning programs.

Some of the reasons behind the management development programs are:

It is managements responsibility of ensuring the success of the organization

It is the management who deal with people of different background, culture, language, etc

Mergers and acquisitions, downsizing, etc are all under managements control

It is managements responsibility to ensure that the employees obtain the required KSAs

to perform the tasks

It is managements responsibility to ensure that right people is hired for the right job, at

the right time for the right place


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Managers job is complex i.e. for the managers understanding the training need is not

easy because his training need is determined by how well his department is meeting its

objective and goal.

It is the management who makes decisions on the basis of judgment and intuition

It is the manager who performs several routine duties as well as handling the exceptions

in their own as well as subordinates routine

Managers are engaged in varied, discontinues, and brief activities

It is the management that understand the organization, its vision, mission, ethics, values,

strategies, capabilities, and how his organization fits into the industry, and how his

behavior will influence people outside the organization

Therefore, managers must be able to get the required knowledge, skills, and attitudes (KSAs) tomeet the challenges as soon as they arise.

Approaches to MDPS

MENTORING

COACHING

JOB ROTATION

PROFESSIONAL DEVELOPMENT

BUSINESS WORKFLOW ANALYSIS

UPWARD FEEDBACK

EXECUTIVE EDUCATION

SUPERVISORY TRAINING


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4

REASON FOR CHOOSING THIS TOPIC

Data - for example as part of a process improvement or similar project

Data collection usually takes place early on in an improvement project, and is often formalized

through a REASON FOR CHOOSING THIS TOPIC

It is needed to fill the gap between employees present specifications and the job

requirements and organizational needs by developing and molding the employees skill ,

knowledge , attitude , behavior , etc. This problem can only be sorted out through proper

and specific training of employees . The organization requires to train the employees to

enrich them in the areas of changing technical skills and knowledge in terms of

mechanization and computerization from time to time . The organization has to equip theold employees with the advanced disciplines, techniques or technology, this purpose is

solved through training and development of personnels.

The gap between actual and expected performance, behavior and attitude leads to

emergence of training. But the main purpose of training is to attain that level of

performance, behavior and attitude in employees, which leads to fulfillment of the

objectives of any organization.

Any succession planning initiative becomes ineffective without management development,

which is a scientific training process for managers and executives to enrich their

knowledge and skills, so as to make them competent to manage their organizations

effectively. Unlike general purpose training, management development programmes aim at

developing conceptual and human skills of managers and executives through organized

and systematic procedures.

These programmes offer an opportunity to hone the skills of the practicing managers so

that they can face the emerging challenges of the industry with confidence and push

their organization for achieving higher growth. Thus, by pursuing the relevant

management development programmes, one can also climb the career ladder faster. In this

study, I am going to review the process of training and development in indigo airlines

and evaluate the effectiveness & relevance of training and development procedures by the

companys own feedback forms filled by the employees of indigo airlines.


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5

OBJECTIVES OF THE STUDY

1. To examine the effectiveness of training in overall development of skills of workforce.

2. To examine the impact of training on the workers.

3. To study the changes in behavioral pattern due to training.

4. To measure the differential change in output due to training

5. To compare the cost effectiveness in implanting training programmes.

6. To find out new methods of training and development in INDIGO AIRLINES.

7. To study the relevance of the post training evaluation/feedback for the employee as wellas for an organization.

8. To know the challenges in training and development faced by organization

THE ORGANIZATION

- BRIEF HISTORY OF THE ORGANIZATION

- ORGANIZATIONAL STRUCTURE

- PRODUCTS\ SERVICES

- FINANCIAL PERFORMANCE

- PROBLEMS FACED


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6

COMPANY PROFILE

INTRODUCTION

InterGlobe Enterprises is an integrated travel corporation spanning various domains:

aviation management, domestic low cost airline, travel technology, travel distribution

services, hotel development and management services and general aviation.

Established in 1989 and headquartered in Gurgaon, India, InterGlobe Enterprises has been

adjudged as one of the Best Companies to Work for in India, for 2008 and 2009 by the

Great Place to Work Institute, in partnership with The Economic Times.

InterGlobe has a network of 56 offices across 27 cities in India and strategic overseas

locations in SriLanka, USA, UK, Malaysia, Singapore, Philippines and Australia. The

enterprise employs close to 7000 professionals across its businesses, which include IndiGo

Indias fastest growing low-cost airline; Airline Management for 14 international airlines;

Distribution of GDS; Travel Technology; Development of Hotels in partnership with Accor of

France - owner of brands such as ibis, Sofitel, Novotel, Mercure and Pullman; and InterGlobe

General Aviation, which represents and services the entire line of HawkerBeechcraft and

Sikorsky products.

The enterprise is committed to delivering outstanding value to its stakeholders through its

passion for quality and innovation.

HISTORICAL BACKGROUND

With a clear vision, conviction and complete faith in its people, Interglobe Enterprises

continues to constantly change the landscape of travel, technology, aviation and hospitality,

with a dynamism that seems to grow only with passing time.


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In 1989 Interglobe Enterprises ( IGE) set up Interglobe Air transport (IGAT). Later it becomes

the National Distribution Company for Galileo International & Global Distribution Systemdistribution. Later it expand its business activities in the field of aviation, technology and

hospitality sector. Established in 1989, InterGlobe Enterprises is a travel corporation with a

vision to deliver value to its stakeholders, clients and customers through dedicated business units

that perform specialist roles. The organization has been serving the travel industry for the pastfour decades and has become a diversified international corporation in the areas of Aviation

Management (InterGlobe Air Transport), Domestic Airline (IndiGo), Travel Technology(InterGlobe Technologies), Travel Distribution Services (InterGlobe Technology Quotient),

Hotel Development & Management Services (InterGlobe Hotels) and InterGlobe General

Aviation. Headquartered in Gurgaon, India, InterGlobe Enterprises comprises of around 7500professionals. IGT has six state-of-the-art facilities:

INTERGLOBE AVIATION PRIVATE LIMITED

InterGlobe operates IndiGo, Indias leading domestic low cost airline. IndiGo is the

youngest fleet of aircraft in the country. It offers a uniquely smooth, seamless, precise and

gimmick-free customer experience at fares that are extremely affordable.

Indigo is built for the people with things to do, place to be people to see-who dont want to

waste time, money or energy in the process. By minimizing time/cost/tension of air travel,

Indigo opens up a country full of opportunities.

One of the prominent offerings of our aviation portfolio is IndiGo airlines. A low-cost

domestic carrier, IndiGo has a fleet of brand new Airbus-A320 aircrafts and currently operates

daily flights connecting all major destinations in India. IndiGo stands for three things:

Affordable Fares, On-Time performance and a Hassle-Free flying experience.

7

INDIGO AIRLINES

India is one of the fastest growing aviation industries in the world. Because of the introduction of

liberalization policy in the Indian aviation sector, the industry has witnessed a vast difference

with the entry of the privately owned full service airlines and low cost carriers. In 2006, the

private carriers accounted for around 75% share of the domestic aviation market. Besides, there

was significant increase in the number of domestic air travel passengers. Some of the factors that

have resulted in higher demand for air transport in India include the growing purchasing power


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of middle class, low airfares offered by low cost carriers and the growth of the tourism industry

in India. In addition to the liberalization policy, the deregulation policy has also played a major

role to encourage private players in the aviation industry. Below graph shows the gradual growth

in the domestic air traffic:

The growth in the aviation industry looked promising and hence attracted many low cost carriers

like SpiceJet, GoAir and IndiGo after the success of Air Deccan in 2003 [Exhibit 1]. On one

hand, the booming opportunities incited players to expand capacity but on the other hand, rising

fuel costs and taxation rates, increased the operational costs. Thus the low-cost players found it

difficult to maintain their commitment. In their urge to survive, they were compelled to increase

prices, add free refreshments and beverages on-board, etc. Some players sought refuge in

mergers, whereas some survived by modifying their business model. However, amidst thisaviation turmoil, IndiGo continued to fly high. In its endeavour to consistently maintain low

costs, IndiGo resorted to measures like outsourcing and having a homogeneous fleet. These

efforts helped IndiGo to offer its passengers low air fares.

INDIGO STANDS FOR THREE THINGS:-

a) Affordable rates

b) Timeliness

c) Hassle free

HR VISION

To attain organizational excellence by developing and inspiring the true potential of companys

human capital and providing opportunities for growth, well being and enrichment

HR MISSION

To create a value and knowledge based organization by inculcating a culture of learning,

innovation & team working and aligning business priorities with aspiration of employees leading

to development of an empowered, responsive and competent human capital


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HR OBJECTIVES

To develop and sustain core values

To develop business leaders for tomorrow.

To provide job contentment through empowerment, accountability and responsibility.

To build and upgrade competencies through virtual learning, opportunities for growth

and providing challenges in the job.

To foster a climate of creativity, innovation and enthusiasm

To enhance the quality of life of employees and their family

To inculcate high understanding of 'Service' to a greater cause.

8

Sales

Hawker Beechcraft Corporation

At the Paris Airshow, June 2007, InterGlobe Enterprises signed a long term sales

and servicing agreement with Hawker Beechcraft to sell and maintain its products

within SAARC.

Sikorsky Helicopters

Most recently we have signed a long term exclusive sales agreement with

renowned Helicopter manufacturer, Sikorsky. We will now be responsible for

commercial sales in India.

Dornier Seaplane Company

IGGA are proud to announce that we have added yet another company to our

growing portfolio by signing an exclusive agreement with Dornier Seaplane


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Company. The expansive territory covered by IGGA will include India, Sri

Lanka, Maldives and Mauritius.

Pacific Aerospace

Located at Hamilton International Airport in New Zealand's North Island, Pacific

Aerospace has over 50 years of experience designing and manufacturing rugged

and reliable aircraft that perform where others can't. InterGlobe General Aviation

is now responsible for the sales of their P750 XSTOL aircraft in India, Sri Lanka,

Maldives and Bangladesh.

Atlanta Jet

We also have an exclusive distributorship agreement with US based Atlanta Jet,

which allows us to offer our customers any pre-owned aircraft type of their

choice.

Aircraft Services Group

Our exclusive agreement with Aircraft Services Group (ASR) further

complements our growing portfolio. With this arrangement, we have become the

exclusive distributor for ASG offering pre-owned Sikorsky Helicopters.


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Services

We continuously aim to achieve the highest standards of service. Our impressive 1,700 square

meter facility offers world class amenities such as a plush VIP lounge, pilot offices, a crew

lounge, maintenance support offices and a large hangar, capable of maintenance of up to 4

aircraft at a time.

We specialize in minimizing the aircrafts downtime by maximizing opportunities for our

customers while they are grounded. Not only can we complete scheduled and line maintenance

of both airframes and engines, we also get the aircrafts interiors cleaned or refurbished while in

our facility.

Maintenance Team

Our Maintenance and Engineering Department consists of a team with vast experience in aircraft

maintenance and repair, specific to general aviation.

Maintenance planning

The planning function is the main interface with our customers and any third parties involved in

operating aircraft. Planning acts as a central point of communication, liaising with all partiesbefore, during and after maintenance in order to ensure the project runs smoothly from beginning

to end. Warranty and Service + Plus Administration

Our Warranty Administration function provides our customers with a personal service without

the worry of processing paperwork and paying multiple invoices. We take the headache out of

seeking warranty claims from various OEMs by dealing with them directly.


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9

market share

AIR INDIA

INDIGO

18.7GO AIR

SPICE JET

KINGFISHER

CAPACITY VS DEMANDAnalysis of Capacity (ASKM) and Demand (RPKM) data on Year-to-Year basis indicates that

trend of increase in both the capacity and demand continued in the month of Feb 2011 also.

SEAT FACTORS OFSCHEDULED DOMESTIC AIRLINES


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The month of Feb 2011 witnessed marginal decrease in seat factor as compared to previous

month primarily due to end of peak season.

Management Bios

Mr.Aditya Ghosh, President

Mr. Ghosh sits on the Board of IndiGo and was key to its launch. As the President of IndiGo, He

has the overall managerial and operational responsibility of IndiGo.

Mr. Ghosh is a member of the Executive Council of the Federation of Indian Airlines.

Mr. Riyaz Peermohammed, Chief Financial Officer

Mr. Peermohammed joined IndiGo in March 2006 and is responsible for finance.

He holds a Bachelor of Science from Bombay University, is a Chartered Accountant and a

Chartered Financial Analyst.

Mr. Sanjay Kumar, Chief Commercial Officer


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Mr. Sanjay Kumar joined IndiGo in January 2007 and is responsible for commercial.

He holds a Masters degree in Economics, a Post Graduate diploma in Business Administration

and Bachelor of Law from Meerut University.

Captain K P S Nair, Chief of Flight Safety

Capt. Nair joined IndiGo in October 2005 and is responsible for safety and compliance.

Capt. Nair holds a Bachelor of Arts from Osminia University, is a qualified Flight Navigator

Examiner and commercial pilot, and is a member of the Aeronautical Society of India.

Mr. Sanjeev Ramdas, Vice President: Customer Services & Airport Operations

Mr. Ramdas joined IndiGo in October 2005 and is responsible for customer services and airportoperations.

Mr. Ramdas holds a Bachelor of Commerce degree (with Honours) from Delhi University and a

Post Graduate diploma in Personnel Management and Industrial Relations.

Mr.S.C.Gupta, Vice President:Engineering

Mr. Gupta joined IndiGo in September 2005 and is responsible for maintenance and engineering.

Mr. Gupta holds a Bachelor of Technology degree in Mechanical Engineering from the Indian

Institute Of Technology, a Master of Business Administration from the Faculty of Management

Studies, University Of Delhi and is a licensed aircraft engineer.

Mr. K.S. Bakshi, Vice President: Human Resources

Mr. Bakshi joined IndiGo in December 2006 and is responsible for human resources.

Mr Bakshi holds a Post Graduate Diploma in PM & IR from XLRI, Jamshedpur.

Mr. Vineet Mittal, Vice President: Financial Planning & Analysis

Mr. Mittal joined IndiGo in October 2005 and is responsible for financial planning, taxation,

accounting and purchasing.


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Mr. Mittal holds a Bachelor of Commerce from Hansraj College, Delhi University and is a

Chartered Accountant from the Institute of chartered accountants of India. Mr. Mittal is also a

graduate of cost accountancy from the Institute of cost and work accountants of India.

Captain Saleem Zaheer, Vice President: Flight Operations

Capt. Zaheer joined IndiGo in December 2009 and is responsible for flight operations.

A graduate of the National Defense Academy and the Air Force Academy, Capt. Zaheer was a

fighter and transport pilot, and a Qualified Flight Instructor in the Indian Air Force.

Capt. Zaheer has flown over 14,400 hours in his 36 year aviation career. He is an Airbus

qualified Type Rating Instructor (TRI ) with over 4000 hours in command of the Airbus 320.

Mrs. Suman Chopra, Vice President: Inflight Services

Mrs. Chopra joined IndiGo in April 2006 and is responsible for inflight services and cabin-crew

management.

Mrs. Chopra holds an Honours Degree in Food and Nutrition from Delhi University and has over

23 years experience in domestic and international inflight services.

Namrata Singh, Associate General Counsel

Namrata is the Associate General Counsel of IndiGo and heads its legal and corporate affairs.

She holds a Bachelors degree in Law from Symbiosis Societys Law College, Pune.


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RESEARCH STURDY OF MAIN TOPIC

TRAINING PROGRAMMES FLOWING FROM TRAINING NEEDS:

The programmes are divided into three broad categories:

- Functional

- Behavioral

- General/ Omnibus programmes

1. Functional: The outcome of the training is measured by comparing the data pre-training and

post-training. A scale is developed for measuring the effectiveness of training based on the %

achievement of the objectives.

2. Behavioral: The effectiveness of the training of this nature is measured annually. This is seen

through the training need identification for the coming year for the employee. If the training need

is repeated there, then the training provided is taken as ineffective. If the training need is

repeated but with focus on a part of the need, then the training is partially effective. If not

repeated, then the training is effective.

3. General: These are the training needs flowing directly from the organizational needs.

Examples of these can be ISO 9000 training, ISO 14000 training and any awareness training.

These are omnibus training programmes, which are run for a large number of employees.


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The effectiveness of the training is measured by:

- Achievement of those organizational objectives within the time lines.

- Number of audit issues raised on the areas covered in the training.

- Any other such thing as defined in the training brochure.

The effectiveness of the outside training programme is measured on the same line as above.

However, no detailed brochure is prepared for the same. The measurement criterion for the

programme is defined in the beginning of the programme and effectiveness measured against the

same. A consolidated effectiveness report of the training programme is prepared at the end of the

year. The programmes that are found to be ineffective are reworked.


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TRAINING PROGRAMME FOR TESTING OUT THE TRAINING

Also there are training programmes, which are not flowing directly from the training needs

measurement of effectiveness of the training is not needed to be measured.

TRAINING MODEL

Steps in systematic training approach

Assessment what is needed where when and by whom?

Training activity- help attain the objective of that would satisfy the airlines goals

Evaluation process measuring the outcome of various training activity.

SYSTEMATIC TRAINING IS FURTHER BROKEN DOWN IN TO :

ON JOB EXPERIENCE-

The most frequently used method in smaller organizations that is on-the-job training. This

method of training uses more knowledgeable, experienced and skilled employees, such as

mangers, supervisors to give training to less knowledgeable, skilled, and experienced employees.

OJT can be delivered in classrooms as well. This type of training often takes place at the work

place in informal manner.

ACTION LEARNING /OFF THE JOB TRAINING

There are many management development techniques that an employee can take in off the job.

The few popular methods are:

SENSITIVITY TRAINING

TRANSACTIONAL ANALYSIS

STRAIGHT LECTURES/ LECTURES

SIMULATION EXERCISES


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IT TRAINING- Games and Simulations

Games and Simulations are structured and sometimes unstructured, that are usually played for

enjoyment sometimes are used for training purposes as an educational tool. Training games and

simulations are different from work as they are designed to reproduce or simulate events,

circumstances, processes that take place in trainees job.A Training Game is defined as spirited activity or exercise in which trainees compete with each

other according to the defined set of rules.

Simulation is creating computer versions of real-life games. Simulation is about imitating or

making judgment or opining how events might occur in a real situation.

It can entail intricate numerical modeling, role playing without the support of technology, or

combinations

MANAGEMENT STAFF

The Performance Appraisal form of the organization has a section in which the training and

development needs are filled up. The Individual Officer first identifies the training needs of

himself and then it is recommended by the reporting Officer and then by the Departmental Head.


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The Training needs as identified in the PAR are recorded by the HRD Department and necessary

action is taken for imparting the identified training. Training needs are identified based on:

- Companys strategy and policy.

- Organizational Thrust Areas.

- New Emerging Areas.

PREPARATION OF TRAINING PLAN:

IMPARTING OF TRAINING

Actual training is imparted with the help of in-house and outside agencies. The selection of these

agencies is done on the basis of reputation; programmes offered by them, past experience and

feedback received from the earlier participants. Training is also imparted by nominating the

concerned employee for an external training programme. All records of the training are

maintained at branch as per Record of Training in the Personnel folder and the same is intimated

to the Executive Office Personnel through the Monthly Personnel Report.

FEEDBACK

A feedback is taken from the participants through a questionnaire on the programme and their

impressions in order to further improve upon the same. There are three such questionnaires

available and one of these is used depending upon the nature of the training programme and the

level of participants. Also, a person from the personnel department sits through the final session

of the programme and takes the verbal feedback about the programme.

INDUCTION TRAINING

This is carried out as the very first step for any new entrant into Company. The department

prepares a schedule for the employee as per which he is required to spend specific time in each

department. During such period, he is reporting to the respective department head. The objective


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of the induction programme is to familiarize the participant to the function of different

department. The copies of the same are sent to the General Manager and all concerned. At the

end of the induction, the trainee has to submit a report to the Personnel Department.

MANAGEMENT TRAINEES TRAINING

Management trainees are given a fortnight of induction programme. Corporate HR advises it as

per Management Trainee Training programme designed by them. Thereafter, a detailed training

programme is carried out whereby the incumbent is to understand in depth of working of each

department at various locations as per the programme given by the Corporate HR. Corporate HR

maintains all relevant records pertaining to Management Trainees training at Bangalore.

A person gets nominated for the training programme in the following two ways:

a) Training programme flowing from the training needs.

b) Training programme for testing out the training/ increased awareness/ general information/

omnibus training types etc.

PILOT TRAINING

Captains training Qualified and Experienced Senior Co-pilots are taken through a

rigorous selection

Process for command upgrade. Thereafter they undergo 8 SIM sessions + 2 Skill test for

evaluation +

AWO training followed by 50 sectors of IOE, 10 line checks and after DGCA

endorsement one final

Release check.

Co-pilots training - Endorsement + 02 route checks + 10 sectors of IOE with TRE + .40

sectors of IOE

Followed by 2 sectors release check with TRE. IndiGo simulator and line training is done

by the Airbus


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Instructors for standardization along with a SLF of 50 sectors

Expat pilots - At IndiGo expats undergo 4 familiarization flights + a minimum of 05

sectors of IOE

Covering critical and short fields + one line checks with TRI/TRE.ENGINEERING

AACT training - employed by IndiGo. First time carried outside of Europe

IndiGo training department imparts recurring training (required under CAR145)

CABIN CREW

Ab Initio Training: 45 Days

Greater training duration than regulatory mandate

Pass Score % mandated by DGCA is 80% vs. IndiGo standard of 90%

3 strike policy (3 failures resulting in termination)


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11

EMPLOYEE OVERALL DEVELPOMENT

Learning & Development

Joining InterGlobe translates into continuous learning opportunities to expand on what you can do. We

are deeply committed to investing in the development of employees who wish to work at levels

consistent with their highest potential.

Learning & Development Philosophy:

To build a culture of continuous learning by empowering employees with enhanced skills, helping them

improve their performance and productivity and enhance their leadership potential.

Integrated Leadership Development (ILD):

The ILD refers to an enterprise-wide leadership development & career planning initiative with focus on

key transition points in the employees career ranging from:

New hires

Young leaders

First Time Managers

Supervisors

Leadership team

InterGlobe has a defined Leadership Competency Framework that forms the base of all development

initiatives. Performance diagnostics are also used as inputs for functional as well as behavioral learning

interventions.

This approach serves the larger organization, imperative of growing our own talent within the

organization, thus providing long term career opportunities to high performers.

InterGlobe Learning Academy (ILA):

The ILA is an in-house competency building initiative with emphasis on mastering functional expertise


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and aimed at creating a Learning Organization for its employees. The Academy has a credit system

wherein credit points are awarded to the participant on the completion of every milestone achieved

during the Academy.

Participants, who successfully complete the learning cycle under ILA, are awarded a Champion

certificate and become eligible for the next level in the learning pyramid, titled the Expert level.

Knowledge Sharing Forums:

Provide opportunities to employees with similar learning inclinations to share their experiences and add

value to them as professionals.

The IPAD Journey

Management Trainees selected as part of IPAD undergo a one-year rigorous training period

that includes cross functional & functional projects and on the job training. These trainings

provide Management Trainees an opportunity to not only learn functional skills but also

mesh with the culture and people of the organization. The IPAD journey is interspersed with

periodic reviews, leadership interaction sessions and training programs.

The program aims to nurture these fresh aspirants to become thoroughbred professionals and

take up responsible positions in the organization at a relatively faster pace.

IPAD Program Overview

Stages in the 12 month journey:


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Training in indigo airlines:

1. pilots training program

2. one month technical training

3. exam on aircraft performance

4. training on specific instrument that one flies.

5. Exam on aviation security after training

6. Course on flight safety and safety instrument

7. Course on crew resource management

8. Added course include

Extended twin operation(flight over the sea without using the shore line)

Course on low visibility flying procedure

9. observational flying for 50 hours, learn the sops of flying (take off to landing)

10. virtual flying in 6 axis flying simulator.

11. learning to fly in various situations and handling emergency scenarios

12. live flight training on familiarization flight under a flight instructor and a safety first

officer

Cross-Cultural Training Programs and Services

Effective Teambuilding for Diverse Teams

Specialized Teambuilding Programs for Law Firms and Other Service Companies

Working Across Cultures - Global Business Skills


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Culture-Specific Cross-Cultural Training: Working and Communicating Effectively with

Germany, Belgium, etc.

Effective Long Distance Communication Across Cultures

Global Presentations Skills

Pre-Departure and Post-Arrival Cross-Cultural Training

Repatriation Training

Executive Coaching

Effective Teambuilding for Diverse Teams

This program provides essential information on the building blocks of highly effective diverse

teams. It helps team members to clarify roles and responsibilities and to agree on processes and

principles in order to reach mutually established goals and objectives. Format: 1 to 2 days kick-

off meeting, plus on-going regular team meetings, as needed.

Specialized Teambuilding Program for Law Firms and other Service Companies

This program discusses building blocks for effective teambuilding for non-legal and legal staffs

at law firms and other service companies. It helps existing teams, such as law firm practice

groups, optimize their performance and reach their business goals Format: 1/2 to 2 days.

Working Across Cultures: Global Business Skills

The program analyzes the impact of culture and cultural differences when communicating with

counterparts from other cultures. It discusses topics such as managing across cultures, creating

globally inclusive work environments, business values differences and global business etiquette.

It also provides strategies for communicating across cultures more effectively. Format: 1 to 2

days


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Culture-Specific Cross-Cultural Training: Working and Communicating Effectively with

Germany, Belgium, etc.

This program provides an overview of cross-cultural business practices and issues such as work

ethics, management styles, negotiations, presentations, meeting styles, gender roles and business

etiquette for a specific geographic region or country including but not limited to Germany,

Belgium, the Netherlands, France, the U.K., Italy, Japan, China, Taiwan, India and Mexico. It

suggests strategies for working and communicating effectively with colleagues, clients and

business partners from these and other cultures. Format: 1 to 2 days

Effective Long Distance Communication Across Cultures

This program provides strategies for dealing effectively with the challenges of long-distance

communication via telephone, e-mail, video conferencing, or web-based technology. It improves

long-distance communication between colleagues and/or clients from other cultures. Format: 1/2

to 1 day

Global Presentation Skills

The program provides information on the steps necessary for creating and delivering effective

presentations for global audiences. It offers an opportunity for participants to give practice

presentations and receive detailed feedback on their presentation style and content. Format: 1 to

2 days.

Pre-Departure and Post-Arrival Cross-Cultural Training

The program helps individuals and their families handle the impact of culture shock related to

moving to another culture. It provides information on housing, education, shopping, local

services, and resources in the new culture as well as an overview of cultural values and attitudes

in the new country. Format: 1 to 2 days.


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Repatriation Training

This program helps individuals and families handle the impact of "reverse culture shock" when

returning to their home countries after an international assignment. It focuses on the challenges

of re-entry into the work and home environments as well as on successful re-entry strategies.

Format: 1 to 2 days.

Executive Coaching

This program helps executives clarify their short- and medium-term personal and business goals

and create a long-term vision for their lives. It helps them design strategies to reach these goals

and align their lives with their vision. Format: on-going coaching sessions (30-60 mins).

Carreer development

First officer= he / she is a co-pilot

After 1000hrs of flying, eligible for change of equipment to wide body

aircrafts

After 3000hrs of flight time and above 25 yr

Project on Current Traing & Development Practices Final

Documents

Transcript of Project on Current Traing & Development Practices Final