Coaching and Training
Training need
Training needs are all those needs that can be fulfilled by imparting training to the participants of a program and that training thereby will improve the productivity of the participants.
Training Techniques
We are in the initial phase of generation ENGAGEMENT of employees is very important and two areas we are focusing are:
(1) On the Job Training – EPC training, GPI Learn, Instinct Modules, PQR’s for all maintenance and operation teams. For support staff SAP System and familiarization of various systems etc.
(2) Leadership Development Training we took following measures
• 4 individuals nominated for META Next Generation.
• 2 individuals nominated for LFT program.
• 7 Individuals nominated for various networking groups.
• 6 Senior Managers nominated for Leadership development program – ILM.
Learning Styles
What we learned in Honey & Mumford’s Learning Styles is all individuals are categorized in four types:
• Activists
• Reflectors
• Theorist
• Pragmatist
Through a simple questionnaire we will be able to identify a person in which category he falls and the analysis will help us to modify the training according to his personality.
Feedback
To make our feedback effective we have to take care of the following steps:
• Describes the behavior or action that we observed
• Feedback should be non-judgmental
• Feedback should be direct, given directly to the person
• Feedback is immediate, as soon as possible after the action
• Encourages the person to “picture” his behavior
• Sets out the next step for the person
Training Evaluation / Records
At PP11 the evaluation of training process is simple:
Reaction Participants reaction to the training favorably or not
Learning Which level the participants acquired the attended knowledge, skill and attitude
Behavior Application of learning back at the job
Results To which level targeted outcome achieved.
All training records are being maintained at section head levels
Training needs are all those needs that can be fulfilled by imparting training to the participants of a program and that training thereby will improve the productivity of the participants.
Training Techniques
We are in the initial phase of generation ENGAGEMENT of employees is very important and two areas we are focusing are:
(1) On the Job Training – EPC training, GPI Learn, Instinct Modules, PQR’s for all maintenance and operation teams. For support staff SAP System and familiarization of various systems etc.
(2) Leadership Development Training we took following measures
• 4 individuals nominated for META Next Generation.
• 2 individuals nominated for LFT program.
• 7 Individuals nominated for various networking groups.
• 6 Senior Managers nominated for Leadership development program – ILM.
Learning Styles
What we learned in Honey & Mumford’s Learning Styles is all individuals are categorized in four types:
• Activists
• Reflectors
• Theorist
• Pragmatist
Through a simple questionnaire we will be able to identify a person in which category he falls and the analysis will help us to modify the training according to his personality.
Feedback
To make our feedback effective we have to take care of the following steps:
• Describes the behavior or action that we observed
• Feedback should be non-judgmental
• Feedback should be direct, given directly to the person
• Feedback is immediate, as soon as possible after the action
• Encourages the person to “picture” his behavior
• Sets out the next step for the person
Training Evaluation / Records
At PP11 the evaluation of training process is simple:
Reaction Participants reaction to the training favorably or not
Learning Which level the participants acquired the attended knowledge, skill and attitude
Behavior Application of learning back at the job
Results To which level targeted outcome achieved.
All training records are being maintained at section head levels