INTRODUCTION
With the world wide expansion of companies and changing tecnologies,Indian Organizations have realized the importance of corporate training.Training is considered as more of retention tool than a cost. Today human resource is now a source of competive advantage for all organizations.Therefore,the training system in Indian Industry has been changed to create a smarter workforce and yield the best results with increase in competition ,every company wants to optimize to utilization of its resource to yield the maximum possible result.Training is required in every field be it sales,marketing,human resource,relationship buliding,engineering,logistics,production engeering etc.It is now a business effective tool and is linked with the business outcome. With increase in awareness in Corporate training in Indian Industry,a graduate shift from general to specifis approach has been realized.
Intensifying business performance is an expedition, not a destination. The success of business operations depends upon the ups and downs of the employee performances. Hence the HR managers started looking for the methods to boost the performance and efficiency of its workforce to carry out the work today and to train them for meeting tomorrows goal. Training programmes had developed many years back, but now-a-days, it became a crucial factor in companies with certain objectives in mind. Training and development practices should boost up performance and develop the skills, knowledge and expertise of the employees. The vital objective of training is to build up right ability and capability in the labor
force so that they can perform to meet the needs, wants and expected returns of the employer.
Phase 1: Pre-training: - This may also be called as the preparation phase. The process starts with an identification of the circumstances requiring more efficient performance. A firms concern prior to training lie primarily in four areas: Clarifying the precise objectives of training and what the organization expects to make use of the participants after training; selection of appropriate participants; building favorable expectations and inspiration in the participants before training; and planning for any changes that improved task performance requires in addition to training.
Phase 2: Training: - During the course of the training, participants focus their attention on the new impressions that seem useful, thoughtprovoking and engaging. There is no guarantee that the participants will in fact learn what they have chosen. But the main reason remains; trainees explore in a training situation what interests them, and a training institutions basic task is to offer the required opportunities.
Phase 3: Post-Training: - This may be called as the follow up phase. When the trainees go back to job after attending the training, a practice of adapting change begins for each one participated. The newly acquired skills and knowledge undergo modification to fit the work condition. Participants may find their organizations offering support to use the training and also the support for continuing contact with the training institution. On the other hand, they may step into a quagmire of distrust.
More effective behavior of people on the job is the prime objective of the training process conducted by an organization as a whole.
According to NASSCOM(National AssociationOf SoftwareAnd Services)and IT Corporate Training market is expected to increase to reach Rs 600 crore in 2010 from 210 crore in 2006.
Training Market
Yr2010
100
200
300
400
500
600
700
In Indian market,50% of the training company revenue comes from the retail training and rest from other segments. On the other hand,in many orgaanizatoin training is regarded as non essential or a need based activity.Some organizations start a training department in order to look modern.In fact,some organization are headed by unwanted employees rather than employees of outstanding market.While some organization do not have a separate budget to hire highly qualified training for training & development.
PURPOSE
Corporate, today, expend large amount of money on imparting training and development practices. But prior to spending such vast amount, they should analyze the need for conducting training to the workforce. There are chances in which firms can make mistakes if they are not assessing the training needs. An employee, for sure, requires training when he is found to be not capable enough to meet the goals of the organization and when there is a gap between the current performance and expected performance. Meagerness in recital occurs due to the lack of sufficient knowledge and expertise, monotonous management or any other personal and official issues. All these problems spotted can be tackled by providing an effective training programme to the right employee and at the right point of time The purpose of the study onTRAINING & DEVELOPMENT SCENARIO IN INDIAN INDUSTRY is to analyse the position of Training & Development in the major sectors in India.It gives an idea about the Top Training Istitutes,Skill attributes required,Nature Of Work etc .To analyse the importance of the training & development program & how it is helpful for the growth of the organization.To find the major attributes which contributes to the success of the trainers .
OBJECTIVE
To Study the strategy followed by different sectors in India To study the specific training method followed by different sectors The competancy level of the sector with the present market condition .
Aptech Training Solution- A division of Aptech Limited.It is offering an entire range of performance solution like Custeomer Service Training,Soft Skill ,Product Training ,Process Training ,Sales Train ing and Managerial Development Training that assit in obercoming various challenges areas.It keeps the trainees up to date with the latest training and professional curriculam in the industry .It is providing the training solutions and services to Indian Oil,Motorola,ICICI,Bayer,National Thermal power Corporation,Gas Authority Of India,Delhi Police,Standered CharteredBank,MarutiUdhyog,Elecrolux,Kelvinator,dabur,Valv oline Cummins,Mahindra & Mahindra,Bluestar,HP,Onida .
TRAINING & DEVELOPMENT II INDIAN INDUSTRY CAN BE FURTHER DIVIDED IN TO VARIOUS SECTOR
1) 2) 3) 4) 5) 6) 7) Training & development system in Retail/FMCG Sector Training & development system in Banking & Insurance Sector Training & development system in Automobile Sector Training & development system in Telecom Training & development system in Pharmaceutical Training & development system in Hospitalty Training & development system in IT
8) Training & development system in BPO. TRAINING & DELOPMENT IN RETAIL/FMCG SECTOR
Retail /FMCG is the most booming sector in theIndian economy and is expected to reach fromUS $ 175 to 200 bilion in 2016. With this rapid expansion and coming of majpor players the sector ,the need of human resource management has increased .Lack of Skilled Worker in the major factor that is holding back the retail sector for the growth .
The sector is facing the severe shortage of trainers .Also the current education system is not sufficientlyprepared to address the new processes According the industry majors Training Program in Retail/FMCG Sales training On The Job Training Seminar Workshop Customer Relationship Management Online Course Group Study Computer Based Training Self Directed Training
Training Insitute for Retail Management Indian Retail School Loyla Institute Of Business Administration SP Jain Center Of Management Institute Of Integrated Learning In Management Welingker Insitute Of Management Center For Retail Studies KJ Somaiya Institute Of Management Studies & Research Mudra Institute Of Communication Amity Business School
Career For Trainers In Retail /FMCG Sector Preferred educational qualification for trainers PG in Psychology Exposure in Organizational Projects & Training interventions for the service sector Master Degree in Business Management/Professional Training Certification Desired profile graduate in M.Pharm/BHMS/Ayurved or any graduate from companies dealing in similar products.
A computer literate with the proficiency in Ms Office(Word,Excel,Power Point) Administrative/Training related experience at an office /supervisor level in Beverage,food manufacturing industry (FMCG) . Variation of salary with experience Salary offered to the trainers according the relevent experience fall in range of
3 2-5yrs 1.5
Rs in Lakh
Nature Of Work
Customer Service Excellence ,Retail Selling Skills Body Language and Grooming ,Business Etiquette Team Building and Leadership ,Change and conflict Management Identity training need and gaps Customize training program Mapping the Training needs of sales Team Designing the Sales Training Modules and the strategies for training Imparting Product Training Process Team ,Skill Training to sales Plan,Impliment and Monitor Training and Development activities Ensure Training and Development of Human Resource Analyze Business Plan
Earlier there were no training program as such for insurance agents on the job training only that was given once the new agent was appointed .But now the scenario has been changed ,with the coming up of big players like ICICI Life Insurance,ICICI Lombard ,HDFC Life Insurance etc in this sector people who have had some formal training are preferred while recruitment because it can be helpful in the Insurance Field .However only the Insurance degree in this field does not gaurantee success .To be successful an agent must have strong interpersonal net working and communication skill . No of opportunities in Banking and Insurance sectorhas increased than ever before .With the rapid expansion and coming up of the major players like ICICI,HDFC,UTI,Bajaj Allianz, etc .The need of Human Resource has increased .
Presentation skill Accent neutralization Flexibility and Readiness to continously improve & update self withlatest knowledge on market & products Culture Sensinization Time management Planning & executing skills Ability to receive & provide feedback in a positive manner Strong understanding of Finance is must Coaching & Mentoring skill Interacting with diversity of people & people intensive policy making ability
Knowledge Required
Knowledge of preparation of training modules & content development Funds Management Financial markets Knowledge of computer based training tools Wealth Management Private Banking Banking Credit & Banking Operation
15+ yrs
12-15 yrs
8-11yrs
max min
5-8 yrs
2-5yrs
10
15
20
25
30
35
AUTOMOBILE SECTOR
The Indian Automobile sector is growing at a rate of about 16%per annum & is now going to be a second fastest growing automobile market in the world .The sector is going through a phase of rapid change & high growth .With the coming up of new projects ,the industry is understanding technological change. The major player such as Honda,Toyota ,Bajaj,Maruti are now focusing on mass customization ,mass production etc and are expanding their plants . According to the National Development and Reform Commision, Indias Automaking capacity is expanded to become 15 million units by the end of the year 2007 exceeding the yearly demand of about 7 million units . The rapid expansion is because of the growing urbanization ,rise in the standard of living of comsumer,easy availability of finance ,liberization,privatization and globalization of Indian Industry .This rapid expension has created lots of job opportunities .Interested one has to specialize in Automobile & Mechanical Engeering .Currently automobile sector in India is retaining 10 million employee & is expected to employ more in the future. Unorganised sector is employing 67% people while organised sector is employing only 33% people which is a major drawback for automobile sector.
With this rapid expansion & coming up of major players in the sector,the focus is more on skilled employees and the need of human resource development has increased .The companies are looking for skilled and hard working people who can give their best to the organization .Various companies are opening training inst itutes to train interested ones in this sector like Toyota has recently opened Toyota Technical Training Institute near Bangalore that will offer four courses in of Automobile Assembly,Mechatronics(a combination of Mechenical & Industrial Electronics),Automobile Weld &Automobile Paint.This institute will provide bot high standard of education and training in automotive technology as well as employment opportunities .
12-15yrs
9-12yrs
12 9.8 max
6-8yrs
10 5.2
min
2-5yrs
5 2.5 0 2 4 6 8 10 12 14 16
Set up & derive knowledge sharing forums & small groups activities through employee engagement & participation ,create a knowledge skill repository Monitor Training & development to measure ,evaluate ROI pf the training function Upgrade & Implement training process Implement innovative training interventions Arrange institutional tie-up with specialized training institutes which provide automobile industry specific training & other professionals insitute for management & behavioural training Achieve training targets by imparting training Assesing capabilities of manpower by audits at the workshop and bridge the gap through training Plan & coordinate for consulting special training course for training for skill enhancement of sevice engineers &dealers workshop staff
Motorcycle Technician Motorcycle Technology Certified Autotech Certified Truck & Diesel Technology Master Auto & Diesel Technology Car Mechanic Course
TELECOM SECTOR
Telecom sector is one of the fastest growing sectors in India with a growth of 21% & revenue of Rs 86,720 crore in the year 2006 .The sector is expected to grow over 150% by 2012 .With the increase in competition between major players like BSNL ,Mtnl,BPL,Idea,Vodafone,Bharti Tele Services,Tata etc the requirement of mobile analyst software engineers & hardware engineers for mobile handset has increased .However holding an engineering degree is not enough in the sector .There is constant need pf updating of kmowledge skill & attitudes . With the rapid growth in Telecom Sector .the need for trained professionals is bound to rise & so is the training need .The total training market in Telecom Sector is estimated to be of Rs 400 crore . Many top players are spending a huge amount on training & development ,fo eg . BSNL alone spend more than 100crore on training & development of its employees through the Advance Telecommunications Training Centre(ALTLC) and other regional training institutes .Reliance has also established Dhirubhai Ambani Institute Of Information & Communication Technology .In addition to that ,Bharati has also tied up IIT Delhi for Bharati School Of Telecommunication Technology & Management . With the increase in competition availability of huge amount of information through internet ,magazine ,newspaper ,TV etc and increased awareness among customers ,the demand to impart proper training in nontechnological areas like customer care & marketing has increased too . Rapid technological changes ,network ,security ,threat,mobile application development ,growing IT development in the sector ,have brought back the training & development in priorities catalog .
Training Institutes
Some of the major training institutes are : Bharat Ratna Bhim Rao Ambedkar Institute Of Telecom Training National Academy Of Telecom ,Finance & Management Advance Level Telecom Training Center Usha Martin Academy Of Communication Technology Initiatives Dhirubhai Ambani Institute of Information & Communication Technology Sybiosis Institute Of Telecom Management Amity Insitute Of Telecom Technology & Management Bharati School Of Telecomm Technology & Management
Foundation course in Mobile Communication Advanced Diploma in Mobile Communication & Soft Technology Internet Protocol Multimedia Subsystem IMS Certificate Course in mobile communication Voice Over IP
Nature Of Work
Training all the verticals like Post paid,Pre paid ,Retail,Post paid Wireless ,Landline ,Prepaid Wireless Landline,Datacard,Handsets Training on IP Deployment ,Network Security ,OSS-BSS etc Provide continous training & potimize processes Design content & conduct training programmes for all sakes personnel within sales function Assisting the managers in terms of Operations & Quality Training need analysis Arranging & implementing training Making training calender Training evaluation Preparing Training Budget Develop & Deliver training to internal & external technical support teams
Implement new & existing training projects & initiatives Consistently review & improve training quality & effectiveness To implement & monitor the company training for future program Customizing training content Monitoring on the job performance Technical & Behavioural Training Doing Competency Mapping
15-18yrs 13-15yrs 10-13yrs Series 2 7-10yrs 4-7 yrs 2-4 yrs 0 5 10 15 20 25 30 Series 1
growth
yr2010
growth yr2006
100
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300
400
500
600
Training Areas
Brand Management Contaimination Control Drug Verification Supply Chain Visibility Recall Management Shrinkage Reduction
PG- any post graduate-any specialization PG-MBA/PGDM-Human Resource/Industrial Relation B.Com B .Pharma D.Pharma M.Pharma Phd.Pharma B.Sc. with Biology,Chemistry,Botany B.Tech. /B.E Any Specialization
Nature Of Work
Training need analysis Arranging & Implementing training Making training calender Training content development Training evaluation Preparing training budget Develop & deliver training to internal & exetrnal technical support team Implement new & existing training projects & initiatives Consistently review & improve training quality & effectiveness To implement & monitor the companys training for future program Customizing training content
Leadership ability
11-15yrs
2-5yrs
10
12
14
16
18
Rs In lakh
HOSPITALITY SECTOR
Hospitality sector is growing at a very fast rate in India.The sector is growing at a rate of approximate 8% .This sector can be classified into Hotel industry ,Travel,Tourism,Restaurents,Pubs,Clubs & Bars,Contract Catering and Aviation .Other than that opportunities also exit in universities sporting venues ,exhibition centers and smaller events management companies . The major challenges of this sector of skilled employees along with the challenges of Attrition Rate .Skilled Chefts & Managers are in great
demand .Managers require huge range of competencies such as people management,viable skills ,business insight,analytical skill ,succession planning & resource development in order to get success in this sector .In addition to that ,employees are not enpough trained in Business Etiquesties ,Courtesy and Business Comminication.Hospitality is all about handling people.So an employee must have right attitude ,tolerance ,and listening skills in order to move up the hierarchy .There is still a long way to go to inculcate good public relation ,interpersonal skills . With the increase in competition due to the coming up of major players like four Seasons ,Shangri La,Aman Resorts etc the need to train employees has increased more than ever before .The major players are now strategizing to increase the turnover of the customers by training their employees on communication ,Dining and Business Etiqueties etc .Some of the essentials required by this sector are: Good Infrastruture Trained Trainers Quality Of Content Certication Of Training Course Effective Training Evaluation
British Institute Of Air Hostess Training Frankfinn Air Hostess Academy Hi Fly Aviation Academy Chetna Consultancy Services Skill Tree India Sierra Training limited Fitness Savvy Icon Consultancy & EducationLimited
Nature Of Work
Providing training to aspirants ,cabin crews & air hostesses on language Training on business etiquettes ,courtesy,business communucation Training On personality development Training on time management Training Courtesty crew members for restaurents operations that is for Dine in ,Delivery & Product Providing behavioural training Training need analysis Arranging & implementing training Making training calendar Training evaluation Preparing training budgeting Develop & deliver training to internal & external support teams Implementing new and exiting training projects & initiatives Consistently review & improve quality and effectiveness To Implement & monitor the company Training For Future program Customizing training content
11-15yrs
2-5yrs
10
12
14
16
Rs In Lakh
Revenue Earned
yr2010
0.5
1.5
2.5
Rs in Lakh According to the recent review by Harshvardhan business review ,there is direct link between training investment of the companies and the amrket capatalization .Those companies with higher training investment had higher market capatalization that the companies which have sucessfully implemented training programs ,have been able to deliver customer goals with effective results .It shows that good training results in enhancement of individual performance which in turn ,helps the organization in
achieving its business goals .Training is a tool that can help in gaining competitive advantage in term of Human Resource . With ht egrowing investemnt by IT companies in the development of their employees ,many companies have now started their own learning centers .For eg. ,SUN has its own training department ,Accenture has Intrnet based tool by the name of My Learning that offer access to its vast learning resource to its employees .Companies are investing both the technical training which always been an essential part in IT industry as well as in managerial skill development .Companies are now kept aside 3-5% of revenue for training & development .As an example some of the major players like Tata Flexi and Accenture are allocating 7% and 3% respectively of the companies overall revenue .
Lectures based training Labs On the job training Distant learning E books Mentoring Coaching Job Rotation Career Opportunities For Trainers In IT Industry
Preferred Qualification
MBA/PGDM/PGDBM in HumanResource/Administration/IndustrialRelation UG-B.Tech/B.E in Computer Science BCA MCA B Sc in Computer Science/M Sc in Computer Science Any PG course-any specialization A post graduate in Human Resource from a reputed institute specializing in Training & development
Nature Of Work
Training Need Analysis A Protocol to gather & review the inputs on the performance of the hires serving the initial months of employment .To design different technical training modules based on need for same . Advance Training Content designing & session scheduling to be done Work with technical managers to gauge current technical levels Propose budget & spending plan for technical & softskill Ensure ROI for training Identification of training need of employees by use of appraisal data Consolidation & preparation of training calendar Conduct service excellence & behavioural modules for employees Continously conduct & monitor feedback after the program Prepares weekly/Monthly & annual training report Track the mendatory training requirement for the entire division & inform the participants on the compliance Take care of trainees need during the training Designing & developing Instructional material for training courses that support companies goal Manage team members by assigning tasks & set goals based on workload
He With the coming up of various new technologies ,it has become a challenge for training institutes to offer effective,updated,latest,planned trainning to candidates in a shortest possible time .To increase the market share ,most of the training institute are now strategizing to launch new product & marketing agreesively . As an eg,New Horizons is establising partnershio with its customers & delivering quality training.The company regularly conduct surevy of the training need in Indian Job Market .On the other side NIIT has invested in product development to create product segmentation and is customizing them to address IT/ITES education arenas . Aptech is venturing into college research firm & universities .Another opportunities that has been identified by Aptech in the field of developing content & the company is offering these services to find third party clients for customization .
Essential In It Industry
To service in long term there are essentials things such as : Good Infrastructure Trained Trainers Quality Of Content Certification Of Training Course Effective Training Evaluation Post Training Support
2011.IT spending in the global business worldwide ,expected to grow by 6 to 7% in the next 3 years ,which will be enough to give boost to the IT training sector .This huge IT spending is largely because of IT recruitment . According to a recent IDC report.India alone spend $ 216 million ie 21% of total spending of IT training in the region & is expected to be one of the largest contributers in the coming years .This is largely because India alone accounts for 60% of the total Asia pacific dmand for IT professionals Currently ,the IT training markets valued at Rs 100 crore and is expected to reach Rs 300 crore in next year . The major factor that is responsible for growth in IT sector is the Egovernance initiatives introduced by the Central Govt. and varios other State Govt. Now there is a notable shift from long term course to short term training certifications .Due to this ,the focus is now on hiring professionals with expertise in particular domain .The demand has largely for JAVA and .NET professionals and on the NETWORKING end,network storage and Linux demand is taking a toll .
11-15yr
8-11yr
5-8yr
min max
3-5yr
1-3yr
10
15
20
25
30
Rs in Lakh
The Various Reason Behind The Increasing Training Need In BPO Industry Are:
BPO industry is expected to generate 1.1 milloin job by 2008 and 6 million job by 2016 ,which require training needs more than ever before . High Attrition Rate in this sector reason being unsatisfied employee ,monotonous work,neglected talent,in adequate knoe how etc .
Coming UP of high profile BPOs Training has become a major tool to retain employees .People worked in BPO sector face the problem of management shift ,job stress that results demotivation .Well designed training program with clear career path increases the job satisfaction among the young professionals & help them in becoming efficient & effective at the workplace .Therfore organization have to handle such challenges of meeting training needs ,although the sectors taking a lot of initiatives in conducting for new trainees .Companies are now aligning business goals with training costs .But what more important is ,the development of skills of middle management .Various BPOs have an elaborate training infrastructure that include computer based training rooms & specially trained & qualified in house trainees . The companies are now busy designing training programs for their employees .These companies try identifying strengths & weaknesses and emphasizing more on that personalities ,problem solving skill and leadership skill . With constant change in process technologies ,techniques,methods etc. there is a developing & training the BPO employs to cosistenlty deliver customer goals .
Nature Of Work
Introduce them to the concept of customer service & train them on basic telephone etiquettes ,business communication & also written communication To conduct Training personality development,communication skill Grammar for companies in the customer service Time management Customer focus Accent Neutralization Voice training Phonetics modules Presentation Skills Culture Sensization Identication training need Preparing Training calendar Maintaining Database & preparing MIS report on training Taking training feedback Evaluation of schedule & longterm planning of training Conduct new hire to bring new joinees up up the learning choice as per the requirement To develop training planner for the year based on training need analysis To develop training material & appropriate delivery methods for new hires as well as new initiatives for existing staff To track progress & maintain records of all training activities
Excellent communication & team handling skill Self driven person Excellent presentable skill Ability to train on language skill High energy,ethusiasm and hands on approach Transfer info in a simple & effective manner with clear & concise communication Should have core competancy in conceptualization designing & conduct of employee development program in technical ,behavioural & skill development Have the ability to give learners feedback & couch them towards improvement
Global Respondez Services ltd Hero Mind Mine Holistic Training Solution Pvt Ltd.,Delhi ITES Grades Ma Foi Academy Delhi Call Centers Pvt.Ltd. STI Knowledge ,Pune Accusense Global Technologies ,Kanpur Add Value Training Solution Evolve,Bangalore,Delhi,Mumbai Akiko Sgerman,New Delhi,Orissa,Punjab,UP,Haryana Fands Infotech Pvt.Ltd. Future Call NEXT,Bangalore,Hyderabad,Chennai,Mumbai,Vishakapatnam On Trac Athiya Organizational Competencies Pvt. Ltd.,Bangalore B K One Center for American Education Shardha India
Technical Training Institute WAN LABS ,Bangalore Voice & Accent Trainers In BPO Industry
Wavelength & E learning Hero Mind Mine Mind Speed ,Bangalore Relationship Management Services Pvt. Ltd.,Mumbai Surlin Consultants Pvt.Ltd.Bangalore Nexgen ,Hyderabad Aaroha,Mumbai Accentual USA Inc,Gurgaon
Evolve,Bangalore
CONCLUSION
The study reveals the followings: The skill & Attributes required for Retail Sector basicly focus on their Presentation Skill Automobile Sector is the one where Technical Qualification is mendatory. BPO Sector is facing the Highest Attrition Rate IT Sector is one of the largest contributers in Training & Development Program
E governance is the major factor responsible for the growth in IT Sector Variation of salary with experience is almost same for these sector Telecom Sector is the fastest growing sector
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