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Training For Performance Improvement - Innovating Practices to Bridge the Gap

By
M. Gurunath Chief Engineer (E) Bijoy R. Nair Assistant Manager (C)

NHPC

M. Chandrasekhar Engineer (C)

THE PROBLEM

OFT-HEARD STATEMENTS
I have to go to my wifes house in Bangalore. Bangalore ke ass paas ki koi training hai kyaa? Yaar, do saal hogaye bacho ko kahin ghumaane nahi legayaaa. Goa jaane ka soch rahaa hoo. Goa ke ass paas ki koi training hai kyaa? A phone call from a Project in Himachal Pradesh: Sir,, chutti gaye ek saal hogayaa. Mera ghar bihar mein padthaa hai. Kisi, training pe bulaa lo, Kirayaa tho kam se kam bach jaayegaa. Fiancial position thodi tight hai, saab. Aur, saab, yahaa ka chakkar lagaayiye saab. Sewaa kaa maukka tho deejiye.

Sir, mere Division ka ek bandaa pichle ek saal mein 6 training attend kar chuka hai. Maine peechle 4 saal mein ek bhi training attend nahi kee hai. Aisaa kyu, sir? - Answerless question. Here is another one: Trg. Officer: You are being nominated for a 3-day training programme on transformers, in which the main faculty is the world renouned expert on the subject. : Venue kahaa hai?

OFT-HEARD STATEMENTS

Nominated Officer

Trg. Officer :Hotel Ashoka, New Delhi Nominated Officer: Chadd yaar, kya delhi ke programmes ke liye nominate karthe rehthe ho? Mujhe south mein kahi bhejo, yaar. Mein dilli nahin jaunga. I will send a cancellation note

METHODOLOGY
INNOVATION IN METHODOLOGY Our recommendations are based on the METICULOUS study of case files and DETAILED interview of Executives of Training Department. The method can be considered a modified version of the Success Case Method propagated by ROBERT O. BRINKERHOFF. Most analysis are based on sample surveys. However, we have not resorted to the sampling method due to these reasons:

REASON:

1. Our strong conviction that FIGURES are not always necessary to support hard truths
2. Lack of confidence in being able to get the RIGHT PEOPLE in the RIGHT MENTAL SETUP with the RIGHT MOTIVES to respond to our questionnaires at the RIGHT MOMENT.

A BRIEF ABOUT THE CASE STUDIES


Case 1: Sponsored Training Programme

Case 2:

Focused Training Programme for Electrical Engineers

KIRKPATRICKS METHOD TRAINING EVALUATION


Training Programme

OF

PLAN
Learning

Reaction

ACT
Perfection / Synthesis
Le ve l IV

DO

CHECK

Le ve lI

Level II

Le ve l III

Application

C Y C L E

P D C A

INNOVATIVE RECOMMENDATIONS & APPROACH FOR IMPLEMENTATION

INNOVATIVE RECOMMENDATIONS & APPROACH FOR IMPLEMENTATION


1. CHANGE OF NOMENCLATURE
2. AN ADVISORY BOARD FOR BETTER CUSTOMER

FOCUS

3.AN EFFICIENT AND EFFECTIVE TRAINING DEPARTMENT 4. CODE OF CONDUCT FOR TRAINING DEPARTMENT 5. UTILIZATION OF INTERNAL INTELLECTUAL CAPITAL 6. ARMY TRAINING (EXPOSURE)

INNOVATIVE RECOMMENDATIONS & APPROACH FOR IMPLEMENTATION


7. WIDEN THE HORIZON OF TRAINING ACTIVITIES TO INCLUDE ALL STAKEHOLDERS 8. PRE-TRAINING, IN-TRAINING AND POSTTRAINING EVALUATION TO BE MADE MANDATORY FOR ALL FUNCTIONAL/ TECHNICAL PROGRAMMES 9. MORE EFFECTIVE FEEDBACK SYSTEM INCLUDING MIDWAY FEEDBACK SYSTEM

INNOVATIVE RECOMMENDATIONS & APPROACH FOR IMPLEMENTATION


10. 11. NEVER LEAVE OPEN ANY LOOP OF TRAINING ACTIVITY USE ALTERNATE METHODS OF TRAINING

12. REWARD KNOWLEDGE CREATE A LEARNING ENVIRONMENT 13. FULLY FUNCTIONAL TRAINING INSTITUTES AT WORK PLACE (POWER STATION)

1. CHANGE OF NOMENCLATURE

Training Deptt.
Reason

PERFORMANCE IMPROVEMENT Deptt.

Input - Training
Input Orientation

Outcome Performance Improvement

Outcome Orientation

Please dont dismiss this recommendation with the saying

Whats in a Name ? that which we call a rose, will smell sweet in any other name too

CHANGE OF NOMENCLATURE
DIFFERENCE IN PERCEPTION Training Concern of one Department i.e. Training Department
HR
Planning

IT

Performance Improvement
Design R&D
Contracts

Concern of everyone in the organisation

AN ADVISORY BOARD
Consisting of Pro-active, well read, respected Senior Executive each from main functions

Better equipped to meet the needs of different customers of different disciplines.


Lesser room for Inter functional bitterness Lesser EGO clashes
Advantages

Most Critical POINT

Members to be carefully decided so that the Committee functions proactively and NOT as yet another agency for approval or signature

EFFICIENT & EFFECTIVE PERFORMANCE IMPROVEMENT DEPARTMENT


Requirement Team of Competent officers with passion for Training activities and then good communication skills Why ? Line Manager
Have to make people to do what he wants them to do but because they want to do it Has tools for rewarding / Punishing them ACRs, Disciplinary tools etc.

Performance Improvement Manager

Have to motivate people to LEARN what he wants them to LEARN but because they want to learn Has no tools in hand to enforce learning. And, learning is an activity that cannot be concerned

CODE OF CONDUCT FOR PERFORMANCE IMPROVEMENT OFFICERS


The Officers in the Training Department should be aware of the following DOs and DONTs:

Never to seize an overpowering role

NO!!!!! NEVER!!!

CODE OF CONDUCT FOR PERFORMANCE IMPROVEMENT OFFICERS


b. Always keep themselves updated with the latest practices and developments in their field of work and in the organization
The greatest discovery of my generation is that a human being can alter his life by altering his attitudes of mind. William James

CODE OF CONDUCT FOR PERFORMANCE IMPROVEMENT OFFICERS

c. Work with integrity and without bias

You cannot command respect Or invite participation of right people Without that.

UTILIZATION OF INTELLECTUAL CAPITAL

What to do?
Spot talents within the organization by interacting with the rank and file of the organization Give opportunities to young Officers, who have good academic/ research background

Advantages
Learning would be seen as rewarding directly Encourages employee involvement and participation in training activities opportunities Provides for the Organization to exploit the potential of Junior Executives Reduces cost of

Conduct regular brainstorming sessions/ discussion forums on topics of organizational learning Improves the interest

image of Performance Improvement Department

INNOVATIVE RECOMMENDATIONS & APPROACH FOR IMPLEMENTATION

Weekly Discussion Forums should form a part of the training activity All employees who have attended training programmes recently shall make presentations on the new learning that has taken place

ARMY TRAINING/ EXPOSURE FOR SENSITISATION 6. Army Training for better discipline and for sensititisation
Exposure to tough terrains landslides Exposure to terrorist Away from home and families Bare minimum facilities Tough discipline Rigid rules and responsibilities

ARMY TRAINING/ EXPOSURE FOR SENSITISATION


Despite all these, they are ready to lay down their lives for our country. We, in PSUs, have all comforts. Yet, why do we refuse to attend a training programme for which the Company bears so much expense, just because we dont like the venue.

INNOVATIVE RECOMMENDATIONS & APPROACH FOR IMPLEMENTATION


7. Pre-Training, In-Training and Post-Training Evaluation to be made MANDATORY for all Functional/ Technical Programme

INNOVATIVE RECOMMENDATIONS & APPROACH FOR IMPLEMENTATION


For better effectiveness of training programmes, Class performances of the trainees also needs to be monitored on the following parameters: Joy of learning Constructive imagination Genuine interaction Aspiration Enlightened self discipline Zeal for implementation

INNOVATIVE RECOMMENDATIONS & APPROACH FOR IMPLEMENTATION


8. More effective Feedback System including Midway Feedback system
From whom to get? How to get ?

??????????

Are all equal? Who is right? Who is wrong???

EFFECTIVE MID-WAY FEEDBACK SYSTEM


Identify participants with sincere aspiration for learning

Interact at the end of each day Compile the Information Take necessary action for Improvement

KEEP UPDATED ABOUT THE LATEST PRACTICES/ DEVELOPMENTS

Performance Improvement Managers are successful only if they are seen as Solutionproviders. They should be knowledgeable and updated to be able to help Function Managers identify the gaps and help them find solutions for it through: Latest Management Practices Latest Training Methodologies Success stories of other organizations

WIDEN HORIZON OF TRAINING ACTIVITIES TO INCLUDE ALL STAKEHOLDERS

PROJECT AFFECTED FAMILIES (PAFS)


For children Quizzes Awareness of higher educational avenues

For Women Customized Training Programmes can result in alternate SOURCES of income
Professional / Vocational Training Programmes having market potential may be imparted to PAPs.

WIDEN HORIZON OF TRAINING ACTIVITIES TO INCLUDE ALL STAKEHOLDERS


Parents, Wife and children of the employee may be brought under the roof of certain need based training programmes. Retd. Employees may be given certain special training programmes on best methods of investing capital of their retirement benefits, life style etc. Training of Contractors performance improvement. Workmen for their

PRE TRAINING, IN-TRAINING AND POST TRAINING EVALUATION


Participants should be told clearly that the results of PreTraining do not go to the management as otherwise, there will be a tendency to miss the training
The list of high Performers can be flashed on INTRANET / Internal News letters for encouraging performance

Make planning/ initial stages of training most participative


ESSENTIALITIES FOR EVERY TRAINING ACTIVITY


Assess real performance gaps by competency mapping Plan the Training Schedule and Course Content meticulously Ensure homogenous profile of participants

Timely processing cases(files) for approval/Financial Concurrence

Timely intimation to the participants

Selection of the best faculty/ agency for every training program

Planning and arranging good infrastructural back-up Arranging proper Training Kit

Welcome & Ice-breaking session for every training


programme

ESSENTIALITIES FOR EVERY TRAINING ACTIVITY


Banners and Way Indicators to the Training Halls

Formal Inauguration of the programme by Functional Head Proper arrangement for food, tea, drinking water etc.

An attendant for the exclusive use of participants

Sensitization about the importance of the training and

Thanking you

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