LEARNING AND DEVELOP MENT HANDBOOK
THIS HANDBOOKIS A READY RECKONER FOR ALL THE LEARNING AND DEVELOPMENT POLICIES, PRACTICES AND THE OFFERINGS PROVIDED TO T H E V O LTA S A S S O S I AT E S .
Version Drafted/Changed Date 2014/ V1
Geetanjali Hejamadi
Reviewed/Approved by Date
10/07/14 Prashant Rai
10/07/14
Why learn? Why Learn? Learning Avenues
Blueprint for transformation
Learning Delivery Model
Voltas Training Policy
Training Need Analysis
In the 21st Century, the new disadvantaged will be those who do not have the capacity to learn. They will sink, unable to change and adapt as they are flooded with ever more information and change. But learning is about more than just getting by in a changing world. Our ability to learn is what makes us human: we are born curious and our ability to continue learning is what defines us - as individuals, as communities and as societies.
We are in a new age; the age of globalization, the age of competition. We have no choice but to prepare for this new age in which key to success will be continuous learning, and development of human mind and imagination. We are entering the Learning age! Entering into the unpredictable world, learning for lifetime has turned out to be of prime importance. And hence the need for learning organizations. Peter Senge, known as ‘Strategist of the Century’ stated that ‘learning organization’ which could adapt to the unpredictable more quickly than its competitors could. Ability to learn faster than your competitors may be the only sustainable competitive advantage
An organization today can succeed only if they ‘discover how to tap people’s commitment and capacity to learn at all levels.’
An Idea of Learning Organisations
“Learning organization are a group of people who are continually enhancing their capabilities to create what they want to create and which has been deeply influential.” Thus for a learning organization, adaptive learning, learning required for survival is joined by generative learning, which enhances one’s capacity to create. Peter Senge in his book ‘The Fifth Discipline’ talks about the five critical dimensions, a learning organization should master.
System Thinking “Fundamental principle of system thinking is that smart individuals are not needed, collective intelligence is. It is concerned with the understanding of the system by examining the linkages and interactions between the component that compromise the entirety of the defined system”
Personal Mastery “Personal mastery is not something that you possess but it is process. It is a discipline of continuously clarifying and deepening our personal vision, of focusing our energies, of developing patience and seeking reality objectively.”
Mental Models “Mental models are the deeply ingrained assumptions, generalizations or pictures and images that deeply influence how we understand the world and how we take action. It starts with turning the mirror inward; learning to unearth our internal pictures of the world, to bring them to surface and hold them rigorously to scrutiny”
Building Shared Vision “A shared vision is a picture that everyone in the company carries in their head and hearts.” If you are a shareholder of the shared vision, you will work harder towards achieving it. It will encourage the team to take risks, experiment and become committed to the long term vision. All these factors empower an organisation to learn and transform itself. To lead, you need a shared vision!
Team Learning “It is a process of aligning and developing capacities of a team to create the results its members truly desire” Team learning starts with a dialogue, where all the members suspend their assumptions and enter into a genuine ‘Thinking Together’. With team learning, disagreements and conflicts can be sources of deeper thinking and better decision making and will lead to development of both self and organisation.
Blueprint for transformation Why Learn? Learning Avenues Learning Delivery Model
Blueprint for transformation
Voltas Training Training Policy Need Analysis
It is important to understand ‘How to turn learning and development into business results’. There is no magic bullet, which turns the learning and development program from the periphery to strategic importance. Break through learning is a disciplined and systematic approach, executed with passion, excellence, and a commitment of continuous improvement. When businesses invest in training, they expect the performance to rise. Learning x Transfer = Results Thus when the employee returns back from training, the transfer of training reflects in his work. When he uses the new way of doing his work, it often becomes harder and less familiar way. This path can be ensured by the ‘6 disciplines of breakthrough learning’ as discussed by Wick, Pollock, Jefferson & Flanagan in the book ‘The six disciplines of break through learning – How to turn training and development into business results’
D1: Define Define outcomes in business terms: It sets objectives not only with respect to what will be covered or learned, but also based on how it will be used to benefit business.Thus the first discipline is to rigorously define how the training program will contribute to organisations mission and productivity.
D2: Design Design the entire experience: What happens before and after the training is as important as what happens in the training. Thus learning transfer can be achieved by properly following the three phases; Preparation, Learning, Transfer and application.
D3: Deliver Deliver for application: Content covered is not content learned. Learning should emphasize application and minimize the learning – reducing gap, motivating employees and preparing them to put their learning to work. There is always a gap between learning and doing, D3 bridges that gap.
D4: Drive Drive follow through: Learning transfer is the weakest link in most of the learning and development programs. Learning which is not transferred and applied is learning scrap and is costly in terms of time, material and oppurtunity cost. Thus learning transfer requires a structured support system which includes, reminders, reflection, accountability, coaching, collaboration and content.
D5: Deploy Deploy performance support: In order to accelarate the transfer and application, organisations need to ensure that they provide the trainees with adequate sources of support. Learning and development programs create greater value when they include both accountability and support. Managers need to understand that they have a responsibility to support learning.
D6: Document Document results: Although difficult to evaluate, training results should be treated as any other corporate investement and ROI should be documented. Measures must be relevant, credible and compelling that justifies further investment and supports continous improvement.
Voltas Training Policy Why Learn? Learning Avenues Learning Delivery Model
Blueprint for transformation Way Voltas Forward Training Training Policy Need Analysis
You may wonder why am I supposed to take this training or you may wish to attend a particular training? You may wish to have a group of well-trained subordinates working with you or you may wish to add some knowledge to your basket! Training policy entails number of aspects which an employee should know to effectively grow in an organisation and to help others grow too!
Training Budget Preparation
• All training cost incurred is apportioned to the division/ department to which the employee belongs in consultation to the F&C Manager • Training budget needs to be prepared prior to the beginning of each financial year and include it into the strategic business plan document and Revenue Budget
Individual Development Plan • After the annual appraisal, the employees need to develop their ‘Individual Development Plan’ • The onus of Learning and developing oneself lies on the individual. • Immediate manager will play a supportive role.
Training Need Identification • By employee, immediate manager and the divisional head • By annual performance appraisal system • Internal customer satisfaction survey • External customer feedback
Initiation of Training • Corporate HR is responsible for initiating and organising all trainings except technical training. • Divisional heads are is responsibility for initiating and organising technical training.
Post Training • Self-study • An employee who attends a training course, seminar or workshop (internal or external) should • Present learning to group of colleagues from his/her division/ department and to Local Business Division Council. • The presentation should be of an hour to two hour duration. • It should be made within two weeks of attending the training program • Brief report regarding the training program should be submitted within a week
Training Assessment • Upto M1 level, concerned HR managers will evaluate the training effectiveness • From SM level and above, Corporate HR will be responsible for evaluating training effectiveness
Remember! It is the responsibility of the immediate manager and the functional/ divisional head to ensure developmental efforts which include:  Participation in task forces, special projects or cross-
functional job assignments  Executive coaching and mentoring  Self-study If the employee is nominated for a training program in a city other than his current city of work, prior approval should be taken from division head
When you manage a team, how
Training Need Identification
well it performs often depends on how well you've trained and developed your people. A successful training needs analysis will
Why Learn? Learning Avenues
identify those who need training and what kind of training is needed. It is
Blueprint for transformation Voltas Training Policy Way
Learning Delivery Model
Forward
Training Need Analysis
counter-productive to offer training to individuals who do not need it or to offer the wrong kind of training. A Training Needs Analysis helps to put the training resources to good use.
TNI by Corporate HR By employee, immediate manager and the divisional head The training need is identified by the employee themselves after discussing the same with their manager and divisional heads. This need is directly linked to the IDP (Individual Development Plan) of the employee.
By annual performance appraisal system The annual performance appraisal, helps in identifying the performance gaps. The performance gaps are also mapped by comparing the IDP with the current performance level of employees. These gaps help in developing the training framework for that particular year.
Internal customer satisfaction survey Internal customer satisfaction survey is conducted to understand the satisfaction level of internal customer i.e. employees. Based on the results of ICSS, changes are made in learning and development opportunities’ provided to employees if and when required.
External customer feedback The external customer feedback helps in understanding the satisfaction level achieved by the current performance levels. Understanding needs of external customer helps in updating the employees with the current customer needs through training and development.
TNI by Business HR IOBG – GEC The fresh recruits are trained in the 3D software before they could work on the same. Training need assessment is done using a skill mapping test. The minimum passing percentage is 80%. It is conducted twice a year. The employees scoring more than 80% are given advanced training and others are retrained. The process is similar for both 3D and 2D software.
Skill mapping test (conducted 2 times a year)
<80% marks scored
Undertake advanced training
Post training assesment
<80% marks scored
Retrain (Refresher course)
Post training assesment
EPBG At EPBG, the trainings are given for three purposes To train the new employee on a particular machine To train existing employee on another machine for multiskilling To train existing service employee for sales Thus the training need identification is largely based on the type of employee. The employees working on a single machine for 2-3 years are send for multi scaling at the principal’s factory.
DPG The training need is identified in two ways • Discussion with the functional heads The discussion with functional heads is to determine the need for a particular training as a part of their future plans. It can also be department or project specific.
â&#x20AC;˘ Determining competency gaps 4 competencies namely, Basic, Operational, Proficient and Mastery have been identified for each function the employee has to perform. Based on the current proficiency level and the future expected proficiency level, the compentency gaps are identified. These compentency gap help in identifying the training needs.
UPBG Employees are expected to login into the ESS and fill trainings that they need based on their IDPs. Based on the need identified, new technology requirement and performance management system trainings are planned for that particular year.
Remember: It is advisable that at least one training program is identified for each employee, but at the same time it should not exceed three training programs for the year. The reporting managers MUST release the concerned employee on the date of the training program considering that there might be cost implications for withdrawing the nominations.
Learning through Training
It is not only important to understand the need but to take steps towards fulfilling it. That will help in translating your urge are a learner to learn more and develop yourself.
Why Learn? Learning Avenues
Learning Delivery Model
Blueprint for transformation Voltas Training Way Policy Forward Training Need Analysis
Deployment by Corporate HR Preparation of Training Calendar After the need identification process, the data is collated from the ESS (Employee Support Service). The data forms the basis for the preparation of the Training calendar. The training calendar is prepared for every quarter. The training calendar consists the following details: • Topic name and details • Date • Duration • Venue The training calendar can also be acessed at ESS
Selection of trainer After finalising the trainings that are to be imparted, the trainer is selected. The trainer can be an internal trainer or an external trainer.
Nominations Also the nominations are collected from the employees for the particular trainings to determine the particpants of the training.
Deployment by Corporate HR IOBG-GEC Training calendar is prepared based on the future needs and demands of the division. Also the employees are tested to determine their proficiency levels and refresher courses are provided accordingly. Training is provided by internal or external trainer as per the need.
EPBG The training is deployed at the Principalâ&#x20AC;&#x2122;s factory. The training is different for service and sales. The trainers are external.
DPG Based on the need identified from the competency gap, the training calendar is prepared. The trainings are imparted by the internal trainers only.
UPBG Based on the trainings filled in the ESS, atleast one training and maximum 3 trainings are provided to every employee. An annual training calendar is also prepared for referrence.
Learning Avenues
Without learning, the wise become foolish; by learning, the
Learning Avenues
Learning Delivery Model
foolish become wise. Learn as if
Why Learn?
Blueprint for transformation
Training Need Analysis
Voltas Training Policy
you could never have enough of learning, as if you might miss something.
Behavioural Training â&#x20AC;&#x153;World of work has dramatically changed. Companies are global and employees are diverse. Organizations are moving from hierarchy to collaboration. And thus, ability to interact with others may be a big differentiator on how successful you are!â&#x20AC;?
Team building
Your belief doesn’t make you a better person, your behaviour does!
Personal Productivity enhancement Cross cultural
sensitivity
Customer centricity Execution excellence People management Behaviour based safety
2 days
Business is a team sport but a rough one like rugby. Companies and people can get hurt badly because more than ever because it’s a winner-take-all contest. It’s a game played under pressure; losing is not fun and winning solves everything. So, it’s no wonder bosses are looking for real team players. To become a successful leader you need to understand how and why teams work well and what makes teams falter. To break into management and become a successful leader, you first have to become a successful team player.
Objective To help Middle Level Mangers to create inter-team synergy by recognizing and clarifying the value that the team as a whole will contribute to the work
Team Building
Driving the Team to achieve the tangible results Motivating and recognizing both individual as well as team performance, while encouraging mutual collaboration
Target Audience • Senior manager • Middle manager
Mode of delivery • Classroom training • Case study
When team is aligned, a resonance and synergy develops like a coherent light of a laser rather than incoherent and scattered light of a light bulb
What’s in this for you...? Building effective Teams Setting concrete objectives for the team as a whole and individual members Avoiding and dealing with team conflicts and challenges Building overall team excellence, embedded with trust and commitment
Team Building
Managing their motivation and recognition
Personal Productivity Enhancement
2 days
Is it enough to simply have a job, an office or organization to work in, and get a cheque at the end of the month? Not anymore. The press of day-to-day “get it done,” “crank it out” frequently makes it difficult, if not impossible, to get to the real priorities in our personal and business life. A workplace however large or small has to be driven by efficiency and achievement that manifests itself in the form of tangible results for the organization, and is rewarding for the employee. In today’s era, if you develop for personal enhancement, you will never cease to grow!
Objective Developing self and understanding your personal management style How this impacts the performance of others Managing interpersonal relationship Prioritizing on task and taking decisions
Target Audience • Senior manager • Middle manager • Junior manager
Mode of delivery • Classroom training • Case study
What’s in this for you...? • Interpersonal effectiveness • Time Management • Decision Making
Personal Productivity Enhancement
Those who improve with age, embrace the power of personal growth and achievement and begin to replace youth with wisdom, innocence with understanding and lack of purpose with self -actualization
2 days
Have you ever worked in diverse teams, dealt with a dealer or customer with different backgrounds, beliefs and attitudes? Do you struggle to get things done from them? With globalization, increased diversity in the workplace and multicultural emphasis in society, cultural awareness has become one of the most important business tools in almost every industry.
Cross Cultural Sensitivity
Thus understanding the cultures of those around you will not only enhance communication, productivity but help you in understanding others in a better way.
Objective To understand cultural diversity To enhance cultural awareness To develop culturally sensitive responsiveness while encountering and dealing with diversity Target Audience • Senior manager • Middle manager
Mode of delivery • • • •
Classroom training Case study, role plays Demonstrations Videos
What’s in this for you...? • Learning to recognize and value diversity • To be conscious of the dynamics that occur when different cultures interact • Have orientation towards different cultural practices and world view • Develop cross-cultural skills in- Greeting, in negotiating, Dining etiquettes, Culture Based Business rituals and overall practices.
Cross cultural sensitivity
If you believe people are your greatest assets, and if you believe you need a broad range of perspective to compete in the global marketplace, you need diversity!
2 days
A skeptic might dismiss customer centricity as just another expensive management fad. Yet a recent Booz & Company study suggests that the problem isn’t the concept; it’s the execution. Companies that truly have a customer-centric business model have been able to reduce product development costs and increase customer retention and revenues. Thus customer centricity needs to be a competence and not a function which one has to develop.
Customer Centricity
Objective To understand the customer’s point of view Providing satisfaction to them and respecting their interest
Target Audience • Middle manager • Junior manager
Mode of delivery • Classroom training • Case study
A 10% increase in customer retention levels results in a 30% increase in the value of the company. (Bain & Co)
Customer focus Relationship management Listening to customer
Customer Centricity
What’s in this for you...?
1 day
Harvard Business School research shows that 90% of strategies fail due to poor execution… Begin with a simple premise: if programs and strategies fail due to poor execution, the bigger question is “why” do we suffer poor execution?
The simple answer: people do what they know how to do and what they are required to do, not necessarily what they should do. Thus it is not only essential to plan things right but also to do it right!
Execution Excellence
Objective To focus on creating result oriented behaviour To focus on execution, motivating people to be proactive Tools and technique on monitoring and reviewing performance
Target Audience • Senior manager • Middle manager
Mode of delivery • Classroom training • Role play
“Excellence can be obtained if care more than others think is wise, risk more than others think is safe, dream more than others think is practical and expect more than others think is practical”
Execution model Being proactive and conducting effective meeting Monitoring and Reviewing Performance commitment
and
Execution Excellence
What’s in this for you...?
2
days
Do you think you’re qualified for a particular job, fit to lead a team, or entitled to a promotion because you have extensive experience and highly developed technical skills? Well, it turns out that while those things are crucial to your professional success, it’s imperative that you also have great soft skills–more commonly known as “people skills.”
Objective
People Management
To better manage performance of each team member Run regular one-to-one discussions to motivate, improve and develop team members Develop goals and plans to improve each team member Deal with more challenging people or difficult situations Target Audience • Senior manager • Middle manager • Junior manager
Mode of delivery • Classroom training • Role play
“Excellence can be obtained if care more than others think is wise, risk more than others think is safe, dream more than others think is practical and expect more than others think is practical”
What’s in this for you...?
Being proactive and conducting effective meeting Monitoring and Reviewing Performance and commitment
People Management
Execution model
2 days
Behavioural Based Safety
How often have we experienced situations in which an employee’s competence in a work process is assessed at the point that they leave the training room with the assumption that, once learned, the process will be applied correctly and safely? This fails to take account of the many factors that influence and reinforce learning and behaviours. BBS addresses these factors. It is closely linked to company culture and values and, most importantly, when it works, it is an excellent tool to improve safety performance in the workplace. Objective To educate people in work place about safe and unsafe behaviour Understanding and reinforcing people's behaviour with respect to safety and help Target Audience • Senior manager • Middle manager • Junior manager
Mode of delivery • Classroom training • Role play
What’s in this for you...? • Introduction to Behaviour Based Safety • Key Safety Behaviours • Observation Training
Behavioural Based Safety
No job is so important and no service is so urgent that we cannot perform our work safely
Professional Development Training What is professional excellence? Is it simply a matter of obtaining recognition for your work? Climbing the corporate ladder? Owning your own company? These things are noble goals, of course, and may be a legitimate part of professional excellence for some people. Professional Excellence is a part of an individualâ&#x20AC;&#x2122;s personal ambition to be a better practitioner, enhance his/her career prospects or to simply feel more confident about their work and make it more personally fulfilling.
Nothing reinforces professional relationship more than enjoying success with someone
Business communication skills Effective presentation skills
Finance for nonfinance Professional selling skills Business English Time management
Business Communication Skills
2 days
Research shows that people screen out or misinterpret 70% of the messages to which they are exposed. This can cost organization time, productivity & money. Having superior business communication skill will impact effective interaction skill with co-workers. It helps in overcoming communication barrier and interact effectively with others. Objective To understand the fundamental principles of effective business communication To be able organize and express ideas in speaking to produce messages suitably tailored for the topic, objective, audience, communication medium and context Demonstrate clarity, precision, conciseness and coherence in once use of language. To help develop interpersonal skills for effective business interaction such as negotiation with vendors & channel partners and effective persuasion with customers.
Target Audience • Senior manager • Middle manager • Junior manager
Mode of delivery • Case study • Classroom training • Simulation
What’s in this for you...? Inter-personal skills and Importance of Body Language Assertiveness training, Active Listening Perceptive to Non-Verbal Cues Voice Modulation and intonation Precise and effective message delivery in different contexts •
Business Communication Skills
Take advantage of every opportunity to practice your communication skills so that when important occasions arise you will have the gift, style, the sharpness, the clarity and the emotions to affect people
Effective Presentation Skills
2 days
There are a number of people who often question why good presentation skills are needed in the corporate world. The reason why people ask about the importance of this skill is because they are wondering how this will help them with their jobs. Whatever role you have in business or the corporate world today, your success will be directly related to your ability to influence others. Today, it’s not just what you know that counts but how you present your knowledge to the world. Delivering accomplished presentations is a vital skill in anyone’s armoury whether you’re a student just starting out or the head of a large organization.
Objective To help employee prepare and present effective presentation How to impact and influence through presentation skills
Target Audience • Middle manager • Junior manager
Mode of delivery • Classroom training
What’s in this for you...? • Presentation skills • Tools and techniques for Effective presentation
Effective Presentation Skills
You can have brilliant ideas, but if you can’t get them across, your ideas won’t get anywhere – Lee Ia Cocca
1 day
It's not just accountancy specialists who deal with spreadsheets, and figures, and the financial side of business. It's highly likely that, as a line manager or department head, you're going to have to analyze a spreadsheet at some point, or have some form of financial recording to do as part of your job description. However, if you feel baffled by balance sheets, or confused by cash flow statements, then this will help
Finance for Non-Finance
Objective A basic perspective of finance to individual & ways in which firms make investment decisions Understanding and interpretation financial statements Ratios and its significance, Understanding financial decision making and Corporate Finance
Target Audience • Middle manager • Junior manager
Mode of delivery • Classroom training • Practice sessions
What’s in this for you...? Understanding Financial Statements and Ratios Financial Decision making Corporate Finance
Finance for Non-Finance
Whether you’re in R&D, marketing, sales, communications or manufacturing, whether you’re a business unit manager or in the global C-suite, it’s the yardstick of how well every function and every manager is doing.
2 days
The ability to sell professionally has been a much sought-after and essential skill in the modern organisations and the commercial world.
Professional Selling Skills
People-to-people interaction is thus a vital factor to fulfil the organisation's objectives. Developing selling skills will give you much more confidence and higher productivity because it will help in clear communication and better convincing power in selling the respective products and services
Objective To help salespeople in acquiring effective selling skills and techniques to achieve better results Channel Management, Service delivery Aspects related to supply chain management, customer interface and professional sales Target Audience • Middle manager • Junior manager
Mode of delivery • Classroom training • Practice sessions
What’s in this for you...? Selling Skills Customer Interface Supply
Chain
Management,
Management, Service Management
Channel
Professional Selling Skills
There are only three ways to sell more. Do more right. Do less wrong. Or, do both!
1 day
Excel has long been a well-established tool, used by most for rudimentary functions, not much more than simple spreadsheets and basic calculations. Excel holds hidden power for high-level analysis and complex reporting – it just has to be drawn out. You can create and use the reporting and analysis functions you need for any type of sophisticated reporting and analysis. What's more, you'll have dozens of practical options at your disposal and know the best analytical tool to use for your environment. As a manager, you have enough on your plate, let Excel do the work!
Advance Excel
Objective •
To enhance capability of employees working in the excel
•
To use advance excel commands
•
Usage of different formulas and formatting Target Audience • Middle manager • Junior manager
Mode of delivery • Classroom training • Practice Session
Whether you are formatting cells, protecting pertinent information, or integrating Excel with other software, you may find many uses for Excel as a homebased entrepreneur or an on-site COO.
Vlook up, Pivotal Table, Logical Functions, Protecting the Workbook, Conditional Formatting, Tips and Tricks in Advance Excel, Sort and Filter
Advance Excel
Whatâ&#x20AC;&#x2122;s in this for you...?
2 days
English is the international language of business and is a still ever increasingly sought after by employers. In fact, three quarters of the world’s business communication is in English, and 80% of information stored on computers worldwide is also in English.
As a purpose-specific tool, the central goals of business English is to carry the message across and to reach agreement. This is why it demands a business-oriented English vocabulary and a bunch of skills.
Business English
Objective Helps to develop knowledge of content and skills related to use of language in professional context
Target Audience • Middle manager • Junior manager
Mode of delivery • Classroom training • Case study
If you can communicate, you can get by but if you can communicate effectively, you can work miracles!
Reading skills, Writing skills
Comprehension Skills
Listening skills
Business English
What’s in this for you...?
1 day
Why is time management important? Because it is the number one skill you need to learn if you want to become successful. If you study and practice time management you take your life in your own hands. You are in control and you decide where you want to go to. Once you get the hang of it, you can work more, learn faster and play more!
Objective
Time Management
To understand how you make use of it now, determine where you can be more efficient To better manage time in accordance with your personality type and energy cycle Planning and prioritizing your time Avoiding Time Stealers Target Audience • Middle manager • Junior manager
Mode of delivery • Classroom training • Case study
People tend to take time for granted and realise the importance when there is hardly any left! The key is not to prioritise what is on your schedule but to schedule tour priorities.
What’s in this for you...?
Analysing your use of time and prioritizing your
Avoiding Time Stealers and dealing with procrastination.
Time Management
work
Project Management Training If you do not know how to go, how do you expect to get there? Project management is the art and science of making things happen the way you want it to happen. Project managers will thus help â&#x20AC;&#x2DC;keeping a project on goalâ&#x20AC;&#x2122;.
“Being a Project Manager is like being an artist, you have the different coloured process streams combining into a work of art” -– Greg Cimmarrusti
Project Estimating & Scheduling Risk Management Project Execution
Contract Management PMP/ SAPM
Project Estimation & Scheduling
2 day s
Often people underestimate the amount of time and money needed to implement projects. Unexpected events or unscheduled high priority work may not be taken into account. Used correctly, schedule &estimation can provide a solid foundation for making good decisions throughout a project’s lifecycle. Moreover, it can be an excellent source of critical information for all the cross functional teams
Objective Establishing realistic estimates and schedules for Projects that support business objectives and meet client expectations Leveraging the most appropriate tools and techniques Using baseline and additional tools
Target Audience • Senior manager • Middle manager
Mode of delivery • Classroom training • Simulation
What’s in this for you...?
Project Definition
Work Breakdown Structure
Resource Planning
Duration Estimating and Project Scheduling
Project Estimation & Scheduling
It is not always about ‘perfect predictions’, many times it is about having early warning signs to enable proactive behaviour.
2 days
Risk Management might seem a “boorish” topic. The principles and concepts however are essential to the survival of your business and are more essential than are regular maintenance check-ups and oil changes for your car. Successful risk management affords a business an opportunity to thrive, grow and ultimately enjoy the fruits of success.
Objective Risk Management Process
Risk Management
Identification of potential Risks & registering them in Risk Register How to create Mitigation plans
Target Audience • Senior manager • Middle manager
Mode of delivery • Classroom training • Simulation
All courses of action are risky one, so prudence is not in avoiding danger but calculating risk and acting decisively.
Risk Management Process
Risk assessment tools.
Risk Management
What’s in this for you...?
2 days Project Execution transforms ideas into reality. Though every stage of project management has a meaning and importance, it is the Execution Phase that if starts in time, goes well meeting all its milestones within stipulated timeframe and budgets, gets least of jolts and completes its journey successfully; adds a lot of value to overall project success
Objective
Project Execution
To execute the project in line with Project Plan Updating of Risk Register, Stake holder management
Change Management process
Closing the project Target Audience
• Middle manager • Junior manager
Mode of delivery • Classroom training • Simulation
Execution is the ability to mesh strategy with reality, align people with goals and achieve promised results.
What’s in this for you...? Project plan
Change management process
Project Execution
Stake holder management,
2 days Have you ever been asked to review a contract at the start of a project only to find out some of the details are missing? Have you ever come into the middle of a project only find out that the service levels in the contract are not being met?
Contract Management
There are too many instances where organizations spend tons of money on legal fees and resource time in the negotiation of a contract, only to never look at it again. You do not need a fancy data base but just a proactive way to look into it. Objective Contract management theory and practice Key activities in post award phase of contract management cycle
Target Audience • Senior manager • Middle manager
Mode of delivery • Classroom training • Simulation
The first principle of contract negotiation is don’t remind them of what you did in past, tell them what you are going to do in future.
Reviewing the contract management cycle Legal aspect Contract variation and claims.
Contract Management
What’s in this for you...?
35 hrs Project management is one of those things that looks easy — until you try it. It's often the same stakeholders who believe that project management is easy who question its importance The idea that project management is needless overhead is surprisingly common. Often the best way to sell the value of project management is with a back-to-basics look at its importance. Objective Road map on how to pass the Project Management Professional examination
PMP/ SAPM
Framework on the knowledge outline by PMI Each session will cover 2-3 aspect of the course topics Target Audience • Middle manager • Junior manager
Mode of delivery • Classroom training • E-learning
Everyone has a plan: until they get punched in the face. ~ Mike Tyson
Whatâ&#x20AC;&#x2122;s in this for you...? PMI Course Content
PMP/ SAPM
You can check the details on www.pmi.org
Leadership Development Program Technology never works in isolation, it is backed with leadership and management for success. Effective leadership skills transform potential to reality, by managing complexity, ambiguity and change.
The challenge of leadership is to be strong, but not rude, be kind but not weak; be bold, but not bully; be thoughtful but not lazy; be humble but not timid; be proud but not arrogant; have humour but without folly
Key Objectives The primary objective of the talent management process is to “Create a leadership pipeline to fuel critical roles to achieve business success and continuity”. The organization aims to identify and nurture its “key talent” and enable their transition and performance in leadership roles, thereby building careers and creating world-class leaders. Considering the current business context, the immediate objectives also include the engagement and retention of high potential managers
Definition of High Potential Talent at Voltas Consistent high-performer Demonstrates ability and aspiration to move skip level position
Development planning and classification of HiPotentials
Development implementation
Review of development plans â&#x20AC;&#x201C; half yearly
For further details about Talent management at Voltas refer to:
Talent Management Process for HiPo
Identification of High Potentials
Leadership Growth Model
Developing self
Leading change
Leadership growth model for creating breakthrough value
Developing business
Developing others
What is blended learning? “Blended learning is a student centred approach for creating a learning experience whereby the learner interacts with other students, with the instructor, and with content through thoughtful integration of online and face-to-face environments.”
Use of interactive and variety of methods to make learning instructing and engaging With e – learning the time and locational restriction is removed making it more accessible Has a detailed evaluation pattern based on various learning parameters as everyone has a different learning pattern (Diversification helps!) It develops learning as a habit, because it is not an event but a process
Learning Approach
Why blended learning?
Leader is someone who is high on execution and creates Value Without opportunities there are no leaders As a Business Leader it is necessary to understand and appreciate different business context and people’s viewpoint
Core beliefs
Leadership is not only about knowledge and skills but also a lot about qualities and attitude
Learning happens best when Leaders are put to action and are provided with opportunity to reflect
Remember the difference between boss and leader; Boss says, “Go”
• Last two years performance potential • Recommendation from Business Group • Performance in Development Centre • Evaluation
Talent identification
Leader says, “Let’s go”
Voltas Business Leaders Program
Objectives Develop a pool of talent to feed into general management leadership positions Fill competency gaps Engage key talent and create a system for continuous support
Type
Succession Planning
For
18 Senior managers
Duration
12 – 18 months
Learning methods
Coaching Self-learning Development Centre
Supported by
PPM based development actions Project-based coaching Leadership Connect
1. Customer Focus 2. Dealing with ambiguity 3. Innovation 4. Strategic Thinking & Change Management 5. People Development (esp. delegation)
6. Interpersonal skills (esp. Communication & Presentation) 7. Project Management 8. Commercial Acumen
Voltas Business Leaders Program
FOCUS AREAS
Voltas Emerging Leaders Program
Objectives Develop a pool of talent to feed into general management leadership positions Fill competency gaps Engage key talent and create a system for continuous support
Type
Succession Planning
For
28 Middle managers
Duration
12 - 15 months
Learning methods Supported by
Experiential Self-learning External/ Internal leadership connect and mentoring/ coaching
1. Customer Focus 2. Dealing with ambiguity 3. Innovation 4. Strategic Thinking & Change Management 5. People Development (esp. delegation)
6. Interpersonal skills (esp. Communication & Presentation) 7. Project Management 8. Commercial Acumen
The evaluation details of Voltas Emerging Leader Program can be accessed from: https://drive.google.com/folderview?id=0B2fB6zUWK5eaUnU4 QXFMZHFDN1U&usp=sharing
Voltas Emerging Leaders Program
FOCUS AREAS
Learning Delivery Model Self-learning
Developing others
Self-learning series
Self-learning series
Skill soft learning module 1 Book discussion and summary
Skill soft learning module 2 Book discussion and summary
Teamwork and Performance management
Instructor led training
Understanding self Emotional intelligence Presentation and Business etiquette skills Listening skills Creating influence and building network Time management
Concept of team Interviewing skills Managing conflicts Effective delegation Performance management and feedback People development
VEL (12 – 15 Months) Developing business
Josh action learning Recap and retention
Self-learning series Skill soft learning module 3 Book discussion and summary
Summary and quiz Kick off and scope presentation
Leadership, strategy, change
Coaching and reviewing
Creating and deploying strategies Making business plans Leading through change Innovation management
Final presentation and certification
Functional capability
Financial management Risk management Project management Customer servicing Marketing and branding
Business simulation series 2 Group Dynamic - T group
Voltas Young Leaders Development Program
Type
Succession Planning
For
21 Junior managers
Duration
10 months
Learning methods Supported by
Learning session Practice session Mentor - Mentee relationship
The evaluation details of Voltas Young Leader Program can be accessed from: https://drive.google.com/folderview?id=0B2fB6zUWK5eaUnU 4QXFMZHFDN1U&usp=sharing
1. Increasing effectiveness of execution 2. Holistic perspective of General management, economics, finance, marketing, human resource 3. Install values to succeed as a leader 4. Stretching goals and mentoring
Objectives “Catch them young”- providing the young leaders with skills and knowledge and instil in them Voltas Values required to succeed as a Leader. Sharpen their execution and business acumen skills and encourage them to perform and excel under stressful conditions. Further filtration for the Voltas emerging leaders program.
Voltas Young Leaders Development Program
FOCUS AREAS
Learning session 1 (LS1) Developing self
Understanding business
Practice session 1 (PS 1) E-learning
Toastmaster course
Book review
3 days non-residential program 6 months 2 days
1 day
Who is a leader ownership and power of passion
Understanding business context (value chain)
Time management
Business environment economic indicators
Communication skills (written and verbal)
Personal productivity improvement
Effective time management Scenario analysis
Taking up toast master course
Conducting sessions
Book 1 to be prescribed for reading
Learning session 2 (LS2) Understanding others
Understanding business
Practice session 2 (PS 2)
Mentorship Program
E-learning
Report writing
5 days residential program 6 months 2 days
1 day
0.5 days
Managing conflicts
Understanding financial fundamentals
Discussion with Supervisor goals
Negotiation skills
First time manager essential
Finalization and Fundamentals of agreement on Project Management goals
Brief on Role of Working in teams Fundamentals of Mentor & Project Management Mentee
Thinking like a CFO
Study a business Process and prepare a Report
Article Writing on the Prescribed Business Topic
Learning session 3 (LS3) Developing Self
Understanding business
Practice session 3 (PS 3) E-learning
Report Writing
Book Review
3 days residential program 6 months 1.5 days
1 day
Influencing Leadership
Fundamentals of Sales and Marketing
Cross Cultural SensitivityManners and etiquettes
Work Ethics
Human Resource & People Management
Leadership Essential
Business Etiquette and Professionalism
As part of team Book 1 to be prepare a prescribed Business Plan for for reading Voltas
Review: 2 days Personal Learning Project Report Presentation to CMG on the Business Plan Performance Review (Boss) Certification: 1 days Announcement of the names & Certification by the CMG Member
Technical Training Technical Training
Technical progress involves three elements:
Technical training at
Knowledge
IOBG – GEC
Energy
UPBG
Material
DPG
EPBG
Technical Training IOBG - GEC
Revit MEP CANDY Software GEC Galaxy Certified Green Building
Professional Business related technical training
35 – 50 hrs
“Revit software delivers tools those support architectural design, MEP engineering, structural engineering and construction. Revit is specifically built for Building Information Modelling (BIM) and has comprehensive features that make it an ideal solution for the entire building team.” Objective
Revit - MEP
To teach the concepts and principles of MEP system To familiarize with the tools available to create, document, and print the parametric model To understand basics of analysis on REVIT MEP
Target Audience • Senior manager • Middle manager • Junior manager
Mode of delivery • Classroom training • Practice Sessions
Superb co-ordination & visualisation, ease of use, cost effectiveness and ability to rapidly change designs to ever growing client demand are key indicators over conventional design
Introduction to Revit MEP, its interface, including viewing, drawing, and editing commands, Detailing in Autodesk MEP Working with linked architectural files & Creating and modifying views Analyzing heating and cooling loads Working with the Piping module to add mechanical equipment as well as creating hydronic piping systems Working with fixtures, piping systems, and analysis tools in the Plumbing module Creating and annotating construction documents
Revit - MEP
What’s in this for you...?
2 day s
“Have you ever been involved in project estimation? With the need of time and money optimisation, there has been a constant need for estimation powered software. Many of the world’s largest construction companies are among the 7000 users of Candy, the power of estimation. Contractors in over 50 countries use Candy to increase productivity and enhance profits. Objective
Candy Software
To teach the concepts and principles of CANDY Software To familiarize with the tools available for estimating, planning, modelling, managing and controlling construction projects, leading to improved accuracy and increased productivity
Target Audience • Senior manager • Middle manager
Mode of delivery • Classroom training • Practice Sessions
The interactive link, between these two most prominent factors (money & time) of a construction project, provides a wealth of information at the finger-tips of both management and client.
Importing Bill of Quantities from MS Excel Estimating Pricing using worksheets Subcontract & material adjudication Pricing using masters Mark up Generating reports Valuations
Candy Software
What’s in this for you...?
2 day s
The question “Why do people share?” perhaps one of the toughest challenges to answer for any knowledge worker out there: why do you share your knowledge across? Knowledge sharing is innate to our human nature of wanting to connect and collaborate with others. We, human beings, are social beings, and as such have been bound to share what we know with others, so that our learning curve never becomes flat. Sharing is a gift, a key motivator to increase our reputation, as we seek emotional communion.
Objective Develop a culture that harnesses the know-how and experience of your people Develop cross cultural knowledge to develop one’s knowledge base
GEC Galaxy
To develop an internal knowledge sharing platform
Target Audience
• Senior manager • Middle manager
Mode of delivery • Classroom training
Knowledge Sharing is the Learning, Learning is the Knowledge Sharing
Whatâ&#x20AC;&#x2122;s in this for you...?
GEC Galaxy
ď&#x201A;ˇ Topic is selected for each session and members from different departments are invited to speak about the topic
Certified Green Building Professional
Not fixed Being “green” is actually more comprehensive than “just” saving energy. Green buildings (compared to traditional buildings) have reduced environmental footprints while still enhancing the indoor environmental quality (IEQ) for the occupants. Green means getting more with less—more quality of life for building occupants while using less planetary resources.
Objective To test the knowledge of a candidate on green building design and construction A credential for professionals to participate in green building projects
Target Audience • Senior manager • Middle manager
Mode of delivery • Classroom training
What’s in this for you...?
Green Building Design & Construction Building Standards & Codes IGBC Resources and Processes Green Design Strategies & Impacts
Certified Green Building Professional
Only when I saw the earth from space I realise, in all its effable beauty and fragility, did I realise humankind’s most important task is to cherish and preserve it for future generations
Business Related Technical Training
Not fixed
Business related technical training majorly takes place through knowledge sharing sessions. The training conducted are in areas dealt by the business group like HVAC, pumping, selection of equipment and many more.
Objective To understand basics of HVAC, pumping, selection of equipment, etc. To familiarize with technical knowledge required current or future projects Make knowledge accessible to everyone who needs it, by building knowledge sharing into everyday operations
Target Audience • Senior manager • Middle manager • Junior manager
Mode of delivery • Classroom training
The collated training list for UPBG is available at https://drive.google.com/folderview?id=0B2fB6zUWK5eaRFRzS01ISkRo bEk&usp=sharing
For any further details on Technical training related to IOBG - GEC contact: Sonal Surange Tel: 022-67806801 Mobile: 9833671512 Mail: sonalsurange@voltas.com
Technical Training @UPBG
Refrigeration training
Product training Business related technical training
Not fixed
Refrigeration and air-conditioning (RAC) engineers design, install and maintain cooling systems in buildings like supermarkets, offices, schools, hospitals and food processing plants. As an RAC engineer, you would need good practical skills, the ability to follow technical instructions and an understanding of safe working practices. Objective:
Refrigeration training
Provides insights in how thermodynamic principles are applied within the air conditioning and refrigeration industry Gives details on how different components work and influence each other Will gain practical knowledge through refrigeration practical training with
hands-on experience incorporated in the course
Provides insights on installation, troubleshooting and preventive
maintenance Target Audience • Middle manager • Junior manager • Technicians
Mode of delivery • Classroom training • Practical training
What’s in this for you...?
PFC coil training Features of air conditioners Basic refrigeration service training Basics of invertor AC Basic Electrical training Basics of installation
Refrigeration training
Interestingly the real spurt in indigenization came only with the foreign exchange crisis in late fifties when the Air conditioning & Refrigeration Industry in India started producing Appliances.
Not fixed
Do you know what makes Voltas radically different from all competitors? Do you understand the specific critical role that it plays in creating customer experiences that are so unique, customers can't stop talking about them? Do you know how to talk about the products and services in the most powerful way? And for all this to happen you need to understand your products first. Objective: Develop an ability to describe the product’s features, benefits and usage. How to set up, install and maintain equipment
Product training
Developing ability to find faults in the equipment
Target Audience • Middle manager • Junior manager • Area Service manager
Mode of delivery • Classroom training • Practical training
If you believe in your product, if you know your product, your will sell it a lot better!
New Product training New product,Soft skill & trouble Shooting New Product,Technical & Safety 2014 Model Sales & Service training Highend product training
Product training
What’s in this for you...?
17 days Objective To train the new technicians on basics of Refrigeration and Air conditioning
What’s in this for you...?
Skill Building Training
Basics of regrigeration Basics of Air conditioning Installation, trouble shooting and preventive maintainance
Target Audience • New Technicians
Mode of delivery • Classroom training • Practice Sessions
7 days Objective To train the Area Service managers to train their subordinates
What’s in this for you...?
Basics of regrigeration and Air conditioning
Installation, trouble shooting and preventive
Fault finding
Product training
Special product training
Assembly and spare part identification
Target Audience • Area service manager
Mode of delivery • Classroom training • Practice Sessions
Train the trainer
maintainance
Business related technical trainings
Not fixed
Some of the trainings conducted by UPBG along with the above mentioned trainings are as follows. These trainings get updated as per the current business required.
Installation and trouble shooting of Gas charging CR -Compressor replacement process ISD Training Features of new product Comparative knowledge about AC industry Commercial refrigerator (CR) training Assembly and spare part identification training Target Audience • Middle manager • Junior manager
Mode of delivery • Classroom training
The collated training list for UPBG is available at https://drive.google.com/folderview?id=0B2fB6zUWK5eaRFRzS01ISkRo bEk&usp=sharing For any further details on Technical training related to UPBG contact:
Samir Bhiwapurkar Tel
: 022-66656392
Mobile :+91 8108821177 Mail
: samirbhiwapurkar@voltas.com
Technical Training @ DPG
Safety training HVAC Workshop VAM training Chiller training Air Handling Unit VRF Training Other trainings
Not fixed
Over 200 people are killed each year in accidents at work and over one million people are injured. Over two million suffer illnesses caused by, or made worse by, their work. So, preventing accidents and ill health caused by work should be a key priority for everyone at work. Objective: Identify risks Link to individual behaviours Evaluate precautions and preparations
Safety Training
Identify correct processes and procedures Identify critical points Improve decision making
Target Audience • Middle manager • Junior manager
Mode of delivery • Classroom training • Practice Sessions
Different safety trainings available Health, Safety & Environment Training OHSAS(Occupational Health and Safety Management Systems) Implementation training Environment Health & Safety Training for DPG HR Safety training for Customer Care Electrical, Welding, Material Handling Safety
Safety Training
No job is so important and no service is so urgent that we cannot perform our work safely
4 day s Any person looking into working with heating, ventilation and air conditioning is going to have to work with their hands. This is not a job where you need to memorize lots of information, but one that requires hands-on training to be successful on the job. When one can see and touch the material they will be working with in the field, then they will be able to fix the problems fast. Objective: To understand key issues in commissioning, qualification and maintenance of
HVAC Workshop
HVAC systems
Target Audience • Middle manager • Junior manager
Mode of delivery • Classroom training • Practice Sessions
Air conditioning does not cool a house down. Rather, it removes heat from the house.
PMPI, TBEM, ISO Procedures & Critical Planning Activities Application & Selection control; Electrical works for HVAC Psychometric analysis, Hands down software, Cooling Load estimation HVAC Equipment Selection - AHU & Pump; Low RH Industrial Drawing Preparation; Chilled water Systems
HVAC Workshop
What’s in this for you...?
Subcontractor technical training The following set of trainings are given to subcontractors Training for Plant operators Training for Standard equipment Training for heavy equipment VDSU (Video Distribution System Unit) training Electrical system related to HVAC equipment
Other technical trainings
Other Trainings
VRF Training VAM Trainings (Basic and Advanced)
Air Handling Unit training
The collated training list for UPBG is available at https://drive.google.com/folderview?id=0B2fB6zUWK5eab01DSF9XVkd KTXM&usp=sharing
For any further details on Technical training related to DPG contact: Prachee Sonchal Tel
: 022- 6665 6893
Mobile :+91 9881258868 Mail
: pracheesonchal@voltas.com
Technical Training @ EPBG
For your information
Training Process Machines for TMD Training
Machines for M&CE training
Technical training conducted in TMD is at the Principal’s factory. A specific machine is assigned to every person and the person is trained on that particular machine. Training is conducted for both servicing and installation. After few years, training is deployed for multi-tasking. Employees are trained on more than one machines.
Duration of technical training 6 months for service 8 weeks for sales Refresher training is conducted for all employees for 3 to 4 days in year
Target Audience • Senior managers • Middle manager • Junior manager
Mode of delivery • At Principal's factory • On job training
For New Recruits â&#x20AC;&#x201C; 20 Weeks
For Experienced
Technological â&#x20AC;&#x201C; Inhouse
Multi Skill
Training Process for all trainings
Training
Training Process for New Recruits
Mechanical GKD ITR (5 weeks)
Assembly Training (5 weeks)
Independent Installation after Certification by P&S
Field Training (10 weeks)
Total Duration is 20 Weeks
Technological – In house Competent & Unique Skill matrix developed in house training programs
Certified 55 VAS capable engineers with experience base of 3 years plus.
For experienced
Creating Learning certificate program through P&S team on added expertise Viz. VAS, Process Specialist, Project leader
Multi Skill Continuous up-gradation of Spinning process one by one Yearly plan Multi skill calendar based on organization requirement
For experienced
Training at LMW assembly & field
Allied machines
Carding machine
Overhead cleaners
Draw frame
Yarn conditioning
Lap former
Slub attachment
Comber
Humidification
Speed frame
Compressors
Ring frame
Dying machine
Weaving machines
Processing and finishing machine
Knitting machines
Printing machine
Training Machines for TMD
Blow room
Excavators
Training Machines for M&CE
Dumpers Loaders Drilling machines Crushing and screening equipment Construction Equipment (Road and Infrastructure) Equipment (Mineral Beneficiation)
The collated training list for UPBG is available at https://drive.google.com/folderview?id=0B2fB6zUWK5eab01DSF9XVkd KTXM&usp=sharing
For any further details on Technical training related to EPBG contact:
Vaibhav Bendre Ph.
: 022 â&#x20AC;&#x201C; 66656551
Mobile
: +91 9870079375
: vaibhavbendre@voltas.com
Major Developmental Activities
Those who improve with age, embrace the power of personal growth and achievement and begin to replace youth with wisdom, innocence with understanding and lack of purpose with self -actualization
Systematic
Coaching Certified Interview Workshop
Continuous forum of learning Toast Masters Club
2 days To paraphrase Albert Einstein, it takes a different kind of thinking to solve a problem than the kind of thinking which produced the problem. "Coaching" is the process of helping people develop their capacity to think about things in new and creative ways so that they can accomplish what they really want to accomplish.
Objective:
Systematic Coaching
Create processes to improve oneself, by relating oneself with others and his or her being in the world.
Identify, discovers or rediscovers the potential, aspirations, dreams, and needs of each individual, group of people or company team
Target Audience • Leaders • HR professionals
Mode of delivery • Classroom training • Practice Sessions
Catch a man a fish, feed him for a day Teach him how to fish, feed him for lifetime
What’s in this for you...? • Exploration with leaders of the complexity of their contexts
• Testing with leaders diverse perspective on their situation • Work on values and attitude of leaders • Generation of clear and appreciative feedback • Support of leasers in visualizing their futures and setting goals • Exploration with leaders of their thoughts, feeling and action • Support of leaders in their quest for alternative
Systematic Coaching
• Clarification with coaches of the coach role
Certified Interview Workshop
2 day s
A powerful workforce can be a big asset for an organisation, which is why it needs to be developed with extreme care. To ensure that an organisation is investing its time and money in hiring the right employees, conducting powerful and effective interviews is extremely important. For HR personnel, an interview is the only good chance they have at assessing a candidate and deciding whether they are suitable for the organisation or not.
Objective:
To equip participants with the knowledge and skills essential for conducting a Behavioural Event Interview for a set of competencies.
Target Audience • Senior manager
Mode of delivery • Classroom training • Role play • Mock interviews
What’s in this for you...? • Internal and external talent assessment • Competency based interview • Behaviour event interview
Certified Interview Workshop
When you are listening to somebody, completely, attentively, then you are listening not only to the words but also to the feeling of what is being conveyed to the whole of it not a part of it.
Voltas Continuous Forum of Learning
2-3 hrs
Back in the day labour based companies were probably not too worried about knowledge sharing altogether, and that was fine, but as we are transitioning into that knowledge economy of the 21st century where knowledge is not only critical, but essential, for every knowledge based organisation, one should believe that sharing your knowledge across is no longer a nice activity to promote and engage in, but purely a matter of survival. Mutual survival. Objective: Create knowledge repository and Improve knowledge assets Enhance the knowledge environment
Manage knowledge as an asset Target Audience • All Voltas employees
Mode of delivery • Case study • Role play • Brainstorming
Whatâ&#x20AC;&#x2122;s in this for you...? â&#x20AC;˘ External speakers are called bimonthly to talk on various topics
Voltas Continuous Forum of Learning
Power is gained by sharing knowledge not by hoarding it.
2 hrs
Looking to develop speaking and leadership skills? Ignite your career? Want to become a better communicator? Toastmaster provides you the platform for the same. And if you already have some skills, you will enhance the same.
Objective: To develop their confidence, ability to speak in public & capacity for leadership To obtain instruction and experience in the conduct of meetings.
Toastmasters Club
To promote the habit of analytical listening & good fellowship To assist each other through constructive evaluation. To advance mutual understanding through more effective communication. To foster and encourage "Better Listening, Thinking and Speaking"
Target Audience • All Voltas employees
Mode of delivery • Meeting
What’s in this for you...? • External speakers are called bimonthly to talk on various topics
Toastmasters Club
Only the people who take learning, growth and skill development into their own hands will be tomorrow’s leaders
2 hrs
Do you find it difficult to come with activities that are fun but meaningful? Can you access the level of knowledge in the room? Do you have a formula to create a successful training session? This program will help you determine the need of audience, improve classroom charisma, hand hecklers, use of activities and more.
Objective: Adopt a framework for training delivery
Train the Trainer
Develop multiple techniques for delivering training
Target Audience • Senior manager • Middle manager • Junior manager
Mode of delivery • Classroom training
Being well trained means you can train others!
What’s in this for you...? Introduction to the training cycle
Creating and delivering learning objectives Employing diverse training delivery methods Recognizing and maximizing engagement of all
learning styles & Facilitation techniques
Train the Trainer
Effective openings
2 hrs The demands on HR people are growing and roles are changing at an ever increasing rate. HR people need to become more commercial and business-focused, better able to facilitate and influence change across the organisation and more aware of the leading thinking in disciplines other than their own discipline
HR Capability Building
Objective: ď&#x201A;ˇ Improve and strengthens human resource (HR) management capabilities by addressing HR gaps and promoting good HR practices.
Target Audience â&#x20AC;˘ HR managers
Mode of delivery â&#x20AC;˘ Classroom training
Make your life an affirmation, defined by your ideals, not the negation of others. Dare to the level of your capability then go beyond to higher level.
What’s in this for you...?
Selection Psychometrics Performance management system Learning & Development Organisational Development Compensation & Benefits HR analytics
HR Capability Building
Recruitment
2 day s
What’s in this for you...? • Introduction to Tata Group & Film ‘Keepers of the Flame’
PARICHAY – Lateral Induction
• Introduction to Voltas • Introduction to business groups at Voltas • Payroll, IT, HR, Admin, Performance management system • Health, Safety & Environment • Roundtable with CMG member • Essence of professionalism at workplace Target Audience • All Voltas employees
Mode of delivery
• Classroom training
The presentations of the respective sessions can be accessed from: https://drive.google.com/folderview?id=0B2fB6zUWK5eaR0UtUGRhOS1INnM&usp= sharing The movie ‘Keepers of the Flame’ can be accessed from: https://drive.google.com/folderview?id=0B2fB6zUWK5eaZlZHQTZDa1NFNGM&usp= sharing
What’s in this for you...?
5 day s
• Introduction to Tata Group & Film ‘Keepers of the Flame’ • Introduction to Voltas • Introduction to business groups at Voltas • Introduction to the support functions
Target Audience • GETs & MTs
Mode of delivery • Classroom training • Outbound training
The presentations of the respective sessions can be accessed from: https://drive.google.com/folderview?id=0B2fB6zUWK5eaMmQ1ekF5MW9yYVk&us p=sharing The movie ‘Keepers of the Flame’ can be accessed from: https://drive.google.com/folderview?id=0B2fB6zUWK5eaZlZHQTZDa1NFNGM&us p=sharing
Corporate to Campus
• Business etiquettes
Voltas Virtual Campus
ď&#x201A;ˇ rWhat is VVC?
What is VVC? Learning is a treasure that will follow its owner everywhere! Learning gives you creativity Creativity leads to thinking Thinking provides knowledge Knowledge makes you great – APJ Abdul Kalam
Features
What is Voltas Virtual Campus?
Voltas Virtual Campus is an e-learning platform provided to all the Voltas employees to enrich & improve their knowledge & skills. It is an e-Learning Portal to provide training and on-thejob Support Tool. Voltas has joined hands with M/s Skillsoft Learning Solutions for providing the Virtual Learning Platform to all the Employees of Voltas Family. The main purpose of VVC is to enhance Business & Technical Skills.
Available at any time of the day or night for you. Search & Learn - Allows you to perform searches across your full library of resources, and directs you to the specific book page - Allows you to use complex search expressions and the results are ranked by relevancy so you can quickly find what you need.
My Plan Create a customized learning plan to address specific development goals and keep a track of the same.
My Progress User’s Guide A demonstrative User’s Guide has been created to keeps it hassles free.
For further details log on to www.vvc.skillport.com
FEATURES
Review both completed and in-progress learning assets.
Notes _______________________________________ _______________________________________ _______________________________________ _______________________________________ _______________________________________ _______________________________________ _______________________________________ _______________________________________ _______________________________________ _______________________________________ _______________________________________ _______________________________________ _______________________________________
For any further details on Learning and Development activities contact: Ravi Uchil Ph.
: 022 â&#x20AC;&#x201C; 66656133
Mobile
: +91 9892385699
: raviuchil@voltas.com
Important contact details: https://drive.google.com/folderview?id=0B2fB6zUWK5eaeWxGY3J1S1l5akE&usp=sharing
Corporate HR â&#x20AC;&#x201C; L&D Voltas House, 'B' Block, T B Kadam Marg, Chinchpokli, Mumbai - 400 033