Designing training programs

Designing Training Programs
Group-C
Bhaunesh Shah (20161007)
Deep patel (20161010)
Devansh Shah (20161011)
Jvalent Jani (20161021)
Manori Shah (20161029)
Pravin Ode (20161035)
Rajkirti Panchal (20161039)
Sarthak Naik (20161046)
Shivam Pandey (20161052)

Flow of Presentation
 Basics about designing a training program
 Industry examples-
ONGC
NPTI (National Power Training Institute)
Government Trainings
Torrent Power
L&T
Infosys
Banking

ADDIE MODEL
• Analyse the training need
• Design the overall training program
• Develop the Course
• Implement training
• Evaluate the Course’s effectiveness

Analyse
Performance Basis – Trainings may be provided to the employee
whose performance is deficient.
Organisation – Trainings may be provided to the current employee
because of the changes in organisational work.
New employee – Trainings may be provided to the new employees
recruited in the firm.

Design & Develope
Objective
Motivational Learning Environment
Learning Transfer
Infrastructure
Duration & Budget

Implement
On the Job Training
Informal Learning
Job Instruction Training
Lectures
Programmed Learning
Team Training

Evaluate
Designing the Study
Training Evaluation Form
Reaction
Learning
Behaviour
Results

IWCF
Purpose:
To provide basic knowledge of well control for surface and sub-sea installations.
Designated personals who are eligible for:
 Driller Level
 Drilling Supervisor Level
Course Overview:
Course duration: Five days.
 For first three days extensive class room teaching is followed by practical
sessions on full size derrick floor simulator. Assignment containing questions
pertaining to day's curriculum are given and discussion on assignment is
taken up in the next morning.
 On fourth day a mock test is conducted which is an in-house test based on
IWCF pattern. This is to access the performance of the participants and
prepare them for the final test. Individual attention is given to the
participants based on the results of the Mock test.

IWCF
Evaluation:
 IWCF Certification
Program consists
of two written
exams and a
simulator practical
test. Participants
have to score
minimum of 70%
in each of the
tests to qualify for
the IWCF
certificate.
Course Schedule
Day
01
Normal & Abnormal pressures, LOT, MAASP,
Kick indicators, Top hole drilling, Line-up, Shut in
procedures, Shut in pressures, Gas migration,
Kick behavior in OBM, Kick Sheet & Simulator
practice
Day
02
Assignment discussion, Driller's , Wait & Weight
and Volumetric methods of killing, Ram &
Annular preventer, Stripping, Diverter, Sub-sea
BOP, Testing of BOP stack & Simulator practice
Day
03
Assignment discussion, BOP Control Unit and
trouble shooting, MGS, Vacuum degasser,
Unusual situations in well control, Bull heading,
Hydrate formation & Simulator practice
Day
04
Assignment discussion, Mock test & discussion,
Simulator test
Day
05
Revision, IWCF Equipment exam, IWCF Principle
& Procedure exam

IADC
Purpose:
To impart knowledge and critical skills pertaining to successful well control.
 Rig crew Level.
Course Overview:
 For first four days there is extensive class room teaching followed by practical sessions on full size derrick
floor simulator. At the end of fourth day participants visit to a fully functional rig in the campus of the
institute.
 Assignment containing questions pertaining to day's curriculum are given to the participants & discussion
on assignment is taken up the next morning.

IADC
Evaluation:
 IADC Certification
program consists of
a written exam and
the simulator
practical test,
conducted on the
last day of the
course. A
participant has to
score minimum of
70% in both to
qualify for the IADC
certificate.
Course Schedule
Day 01 Basic Mathematics, U Tube Concept, Normal &
amp; Abnormal pressures, LOT, MAASP, Kick
indicators, Top hole drilling, Line-Up, FOSV ,
IBOP, Shut in procedures & Simulator Practice
Day 02 Assignment discussion, Shut in pressures,
Recording of kick data, Influx behavior, Slow
circulation rate, Drillers' and Wait & Weight
Method & Simulator Practice
Day 03 Assignment discussion, Kick Sheet, Ram & amp;
Annular preventer, Diverter, Sub - sea BOP,
Function and Pressure Testing of BOP &
Simulator Practice
Day 04 Assignment discussion, BOP Control Unit and
Trouble shooting, MGS, Vacuum Degasser,
Unusual Situations in well control, Rig visit &
Simulator Practice
Day 05 Assignment discussion, IADC written exam &
Simulator Test

IWCF-WIP course
Purpose:
To give knowledge about well control requirement during well servicing operations with
exposed flow capable hydrocarbon bearing zones.
 Fundamental Level- L3
 Supervisory Level- L4
Course Outline:
It covers topics like standard procedures and principles during intervention with coil
tubing, snubbing & wire-line operations.
Evaluation:
IWCF-WIP Certification Program consists of two compulsory written exams along with at
least one optional paper. Participants have to score minimum of 70% in each of the
tests to qualify for the IWCF certificate.

Introductory Well control course
Purpose:
The aim of this course is to provide a basic understanding of the features of drilling a well and the
fundamental principles involved in maintaining well control.
 Derrick man level
 Floor man Level
Course Outline:
The course is delivered through presentation of a series of interactive lectures supported by videos and
animations, supplemented by a classroom assignments and further self-study exercises.

NATIONAL POWER TRAINING INSTITUTE
A National apex body for Training and Human Resource Development in
Power Sector with industry specific technical interface.
It provides following trainings:
1. Transnational Training
2. Training in Transmission & Distribution
3. Simulator Training
4. Miscellaneous Training
5. Long Term Academic Program like B.E, MBA and Post Graduate
Diploma.

NEED ANALYSIS
 Periodical training need analysis for evolving an annual need
based training intervention agenda.
 Every job is broken down into specific task components, and then
the critical skills are identified
 Identification of training should not be generic in nature but more
focused with the special skills required to perform the job.
 Example : Need identified is requirement of supplemented applied
engineering and managerial skills for an engineer.

TRAINING DESIGN
 Design of training includes setting objective for the training.

implementation
Classroom Lectures
Self Learning Techniques
Case Studies / Group Discussions
On-job Training in Power Stations

EVALUATION
 Evaluation by scientific method as well as examination
process.
 Feedback from learner on regular interval during the training
program.
 Feedback from sponsoring organization on efficacy of training
at workplace.

Government Training and Development
programs
 Skill India
 The Government of India formally launched the Skill India mission on the occasion of the
first-ever World Youth Skills Day on July 15, 2015.
 The Government has set a target of training over 40 crore people in various skills by 2022
with the Skill India mission.
 Implementation (NSDC)
 Setting industrial training institutions across the country.
 1500 ITI’s and 5000 skill development centre's across the country.
 Collaborations ( for e.g Uber, Maruti, NSDC)
 Summits (Global and National)
 Conferences

 Framework (NSQF)
 Competency – based framework that organizes all qualifications according to a series of levels
of knowledge, skills and aptitude.
 Standardised, consistent, nationally acceptable outcomes of training across the country
through a national quality assurance framework.
 Global mobility of skilled workforce from India, through international equivalence of NSQF.
 (STEP) Support to Training and Employment Programme for Women.
 (Agriculture, Horticulture, Food Processing, Handlooms, Tailoring, Stitching.....Computer & IT)

Mainly two types of training: Technical and behavioural:
Technical trainings are related to Standard operating
Procedures for fresh recruited person or safety.
They are on-going (no fixed intervals or duration)
Different departments also provide technical training as
and when required.
They send managers or AGMs to the external workshops
or training programs based on the nominations from
respective head of departments.

 Behavioural training is organized for mostly all departments and
designations.
 They have their own training calendar.
 Takes input from managers and heads about what is missing (Need
analysis)
 For topics like communication, they call experts from outside.
 Customer satisfaction and desk behaviour related trainings or inputs are
provided via the internal authorities.
 Mass training
 Training of managerial effectiveness is provided to the managers.
 Frequency of these trainings are at least once in a month

“Creating a culture of continuous learning, competitiveness
and excellence through change management, respecting
ethics, values and good governance.”
1) IN-HOUSE TRAINING
PROGRAMME
2) LEADERSHIP DEVELOPMENT
ACADEMY

3) L&T INSTITUTE OF PROJECT MANAGEMENT
To develop a premier world class education centre, for creating
global project management professionals, thereby making Larsen &
Toubro (L&T) a centre of excellence in project management.
AREA
Feasibility
Financing
Construction Management
Project Organization
Risk Management
Project Execution
METHOD
Live cases
Games/Simulation
Tempelate, Tools
Project Video
Discussion/Debate
INFRASTRUCTURE
Smart Classroom
Professional Software
(Primavera, MS Project..)
Library
Access of International Journal
Association with- Project Management Institute (PMI®), International Project Management
Association (IPMA)

INFOSYS
Training & Development

Training overview @ infosys
 Infosys has a total of 193,383 employees of which 35% are women.
 The attrition rate of Infosys Ltd. is 14.2%
 Training Centre in Mysuru
 The Infosys global education centre in the 337 acre campus has
400 instructors and 200 classrooms.
 It had trained around 125,000 engineering graduates by June 2015
& can train 14,000 employees at a given point of time on various
technologies.
 The Infosys Leadership Institute (ILI), based in Mysuru, has 96
rooms and trains about 400 Infoscians annually.

Objectives of training @ INFY
 Develop the competencies of employees and improve their performance.
 Help people to grow within the organization so that its future needs for human
resource can be met from within.
 Reduce the learning time for employees starting in new jobs on appointment,
transfers or promotion and ensure that they become fully competent as quickly
and economically.

Banking Sector
Training and Development

HOW TRAINING BENEFIT TO THE ORGANIZATION
Be kept to the minimum by the trained employees. These will lead to lower cost of production per unit.
The major benefits of training to the organization are:
• Quick learning
• Higher productivity
• Standardization of procedures and Less supervision
• Economical operations
• Preparation of future managers ( Better management)
HOW TRAINING BENEFIT TO THE EMPLOYEES WHICH IN TURN ULTIMATELY SHOULD BENEFIT THE
ORGANIZATION
Training helps the employees in the following ways:
• Confidence
• New Skills
• Promotion
• Higher Earnings
• Adaptability

Punjab National Bank
• The training system within the bank has been oriented to create pool of skilled employees at various
level of hierarchy to efficiently run the branches and customer satisfying services.
• The training program concentrates on developing problem solving skills .
• The training infrastructure has been oriented towards providing intensive training in tropical areas like
Credit, Foreign Exchange, Merchant banking & computers as well as short training in the job specific
and activity specific areas.

ASSESSMENT OF THE TRAINING NEEDS OF
PUNJAB NATIONAL BANK
• Maintenance of inventory cards
Training for scale III and above :-
• For managers of Scale III and above, emphasis is given on the programmes like management,
leadership, and motivation along with MDPs (Management development Programmes) .

Training facilities for Officers

PREPARATION OF THE TRAINING PLAN
• While preparing the training plan, the budget of the center is kept in view by the bank and training programs for
different cadres of employees is prepared in such a manner that no particular cadre is given more importance at the
cost of others and an attempt is made to cover the training needs of all cadres of employees and maximize the
number of programmers/participants so as to reach a large number of employees and giving training to them.
Scheme of Planned Training Process

• A panel of faculty at Zonal Training Centre (ZTC) decides upon who is to train the employees at the
various training programs.
• The guest faculties include faculty members of universities and Business Schools like Calcutta University,
JNU, Delhi University, IIMs, Institute of Management Technology (Ghaziabad), NIIT, Aptech, etc.
• Officials with a, flair for teaching are invited from RBI, CBI, BIS and other banks like HDFC, HSBC, ICICI,
IDBI, etc.
The most commonly used methods at the ZTC for imparting training are
• Lectures
• Case discussions
• Role plays
• Audio and video cassette
• Computer Assistance
• Group Discussions
• Presentations and Slide Shows
• Quizzes
• Handouts and Reading Material
• Workshops and Seminars
• On-the-job training

INSTRUCTIONAL DESIGN OF TRAINING PROGRAMME IN
PNB
The programme coordinator while designing the programme schedule should notice following points:
• The objective of the programme should be clearly spelt out.
• The level of the participants, their existing knowledge, skills and experience.
• Adequate time should be available for doing justice to all the subjects.

Summary
Importance of training
Key points upon which decisions need to be taken:
Requirements, Expertise available inside your
organization, duration, frequency, budget, venue.
Well planned training has a higher chance of well-
execution!

Designing training programs

More Related Content

What's hot (20)

Viewers also liked (18)

Similar to Designing training programs (20)

More from Shivam Pandey (6)

Recently uploaded (20)

Designing training programs