Training Programme of an Area Manager

7/27/2019 Training Programme of an Area Manager

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Training programme of an

Area manager

Topic of training programme for which it has been conducted is

manager effectiveness

Timings 10-11.30

am

11.30-

11.45

am

11.45-

1.30 pm

1.30-

2.30

pm

2.30-4.3

pm

DAY 1ST Inductionsession

Tea/coffee

time

Interactive

session part

(1)

lunch

hour

Managem

games

DAY 2ND Interactive

session part

(2)

Tea/coffee

timeRole play lunch

hour

presentat

DAY 3RD Grievances

management

Tea/coffee

timeResult of

Psychometric

test

lunch

hour

Interactive

session p

(3)


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Training programme in detail.

Day 1st

-

Induction session it is a session wherein all the managers of different icici

prudential insurance branch are said to introduce among themselves so that

the level of understanding and comfort ability can increase

Interactive session (1)- it is a session where in each area manager is supposeto tell about their organization, culture , practices & environment and through

this process the various aspect comes into notice of different branches

Self assessment it is an exercise wherein a blank sheet is provided to the

managers and ask to write positive as wel there negative qualities and how there

behavior in pesky or troublesome period is proved to be fruitful or

disadvantageous for the organization And basically it also tell that whether

there qualities matches up with with the requirements of organization or not

Management games- it is a relaxation tool through which various qualities of

manager could be ascertained. Although it is a game but with logic purpose


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behind it various activity like how to build pyramid with the help of newspaper

clipping and which is counducted with help of division of individual in groups

It helps to know the team strength Weak point in group As a group leads to creation of leader and follower through this activity

each individual is classified that whether he/she has potential to be leader

or a follower.

Day 2nd

Interactive session (2)- it primarily focused on the issues that are raised in

organization like when a change is introduce in the organization than how well it

is accepted or rejected in the organization.

If resistance is there then what all could measures & techniques are taught

to eradicate it .

Step 1

Create a way to communicate with employees about new initiatives and their

progress. Instruct key management to provide employees with regular updates at

team meetings.

Step 2

Market the new business strategy to each group. Explain the new plan in terms (a

common language) that help each group understand how the new strategy will

make their own jobs better or easier. Everyone in the organization must

understand the goal of the new business strategy.

Step 3

Invite a team member from each functional group to participate in meetings or

provide seminars for each group to market the strategy.


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Step 4

Select a group of change agents from key positions to help manage planning and

implementation. Find one person from each group who is vocal. Try to select

those in non management positions as well.

Step 5

Develop key deliverables for each department, organization and person involved

in the new business strategy. A deliverable is a final report or the output from

implementing the new business strategy. Each group head must tailor the

deliverable to the goals of the group. For example, one deliverable can be to

increase sales by 5 percent. Another can be lower costs by 5 percent.

Step 6

Tie successful implementation to compensation. Create at least four key

milestones and goals to measure success throughout the year. Report onperformance regularly and publicly reward those people or groups that meet

goals.

Psychometric test

Psychometric tests include a wide array of evaluation tools that measure one's

knowledge, abilities and personality. They are frequently used for job selection

processes in the UK across industries and for a multitude of positions.

There are two main types of psychometric tests:

1. Ability Tests Measure your ability to perform or carry out different tasks.2. Personality Questionnaires- Measure your way of doing things, and

specifically the way you interact with your environment and other people.
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Aptitude Tests

Aptitude and ability tests are designed to assess your logical reasoning or thinking

performance. They consist of multiple choice questions and are administered

under exam conditions. They are strictly timed and a typical test might allow 30

minutes for 30 or so questions.

Verbal Ability - These include questions which test your ability to spell words

correctly, use correct grammar, understand analogies and follow detailed written

instructions.

Numeric Ability- These include questions on basic arithmetic, number sequences

and simple mathematics. In more complex numerical critical reasoning questions,

blocks of information are provided that require interpretation.

Abstract Reasoning- These tests are usually based on diagrams and measure

your ability to identify the underlying logic of a pattern and then determine the

solution.

Spatial Reasoning- These tests measure your ability to manipulate shapes in two

dimensions or to visualize three-dimensional objects presented as two-

dimensional pictures.

Mechanical Reasoning- These tests are designed to assess your knowledge ofphysical and mechanical principles.

Aptitude tests produceraw scoreswhich are compared to a benchmark which

may be either average scores for a particular norm group or which may be a

specific criterion of performance. In other words, your score may indicate that a

certain ability is better than say 70% of graduates, or is at a level which shows

sufficient competence to carry out certain tasks required by the job.

Aptitude tests are designed so that very few people will be able to complete all ofthe questions, and the problems usually become more complex as the test

progresses. Dont be concerned if you do not complete all of the questions - its

the number of correct answers that matters.

Personality Questionnaires
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The principle behindpersonality questionnairesis that it is possible to quantify

your personality by asking you about your feelings, thoughts and behavior. You

will be presented with statements describing various ways of feeling or acting and

asked to answer each one on a scale. For example;

Role play- it is activitry wherin each individual has taken role of superior,

subordinate , client and hr manager .and all the managers care asked to portrait

the real situation . this type of excerscise is fruitful is providing the accurate

situation that comes on the field

Day 3rd

Grievances management

Under this session various issues and matter are brought into picture like

mislaying concept where in a wrong product has been sold to client and how

does various department like

I. Human resource managementII. Mislaying grievances comes into picture

Result of psychometric test-

As on very last day of training each individual is assest on the basis of score that

he has occupied in psychometric test . which enables an individual to analysis

himself in a better way . as result of psychometric test tell about an individual

thought process about others as well himself

Interactive session (3)
http://www.psychometric-success.com/personality-tests/personality-tests-introduction.htmhttp://www.psychometric-success.com/personality-tests/personality-tests-introduction.htmhttp://www.psychometric-success.com/personality-tests/personality-tests-introduction.htmhttp://www.psychometric-success.com/personality-tests/personality-tests-introduction.htm


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It is a session where all the factors like team building, motivation , conflict ,

change & resistance are united together so that purpose of training could bee

fulfilled . by stating the relationship and impact on each other

Feedback form filling

It is end stage in training programme where in opinions and suggestion is askedin regard to successful accomplishment of training

Training Programme of an Area Manager

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