Management Trainee Program Designing – Marketing

FMCG INDUSTRY

To attract, develop and retain the Best-in-Class Human resource for the future business.

A 2 months program through which the young management trainees;• Gain an Understanding of Organization’s Business Operations• Develop functional & Managerial Skills through On” and “Off” the -

Job - training• Develop leadership Competencies that will bring growth in future• Have fun interacting with their peers and also the business world.• Exhibit required skills in problem-solving, decision-making &

delegation.

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Objective

Those that will enable create a growth vision Analytical Skills

Those that drive growth Business Motivation

Those that will enable build commitment to growth

People skills

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Whom to train? Who are the trainers? Where to train? Methods

On the job Off the job

Learning Principles Levels of training

Fundamental or Application Training

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Help them learn Gain skills, knowledge Work on his attitude

If training does not help; Remedial measures if Actual performance<Std.

Performance Bridge the gap through developing job design,

feedback, compensation, training Thus, improving the KSA.

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Location of training - In the organizational premises.

- On-field marketing assignments.

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Implement training after the training design is made and the actual work starts for the newbie.

Evaluate performance Reaction & Learning – During the training Behaviour – After the training Ultimate Goal – Holistic development for the

organization.

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Practical Interactive Program Learning exercises Hand-outs, assignments after every

sessions. Real exposure to on-field marketing.

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CHARACTERISTICS OF THE TRAINING PROGRAMME

It will be an one week program :•Monday – Strategic Product Management•Tuesday – Strategic Product Management•Wednesday – Procedural Requirements Management•Thursday – Business & Market Planning•Friday – Practical field assignments.

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Placement in various functions to be able to appreciate how the organization works.

Performance Appraisal based on the placement briefs done every 6 months.

A stint in Sales is a must for at least 6 months to be able to appreciate the business we are in.

Monthly meetings with the HR Dev. & Training Mgr. to track progress and address any issues arising.

Mentoring by functional directors & coaching by HOD’s

Confirmation after 12 months

Substantive positions after 24 months

DEVELOPMENT PROCESS

During the first one year MT’s spend time developing their skills and awareness in their chosen function. This is through learning about the operations and bearing real responsibility for part of the activity of their function.

Training ‘on the job' is structured to take into account individual interests and abilities, with regular coaching and continuous feedback.

Learning is a two way process and trainees are encouraged to take 'ownership' of their own development and identify new opportunities.

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To complement practical work, training programs are designed to equip graduates to contribute at the highest level in the shortest possible time. Trainees undertake: Regional courses

Business Appreciation Program Marketing Foundation Modules HR Business Foundation

Local / In-house courses Business writing & presentation skills Negotiation skills Modern Management Techniques Team skills Project Management

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Home grown talent Early introduction to the firm’s way of working.

Pool to fill resourcing gaps MT’s are highly qualified, young & energetic

Enhanced quality of workforce Entry level is ambitious - 1st class or Upper 2nd class

Early development & monitoring of skills and competencies Able to address gaps early enough

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War for Talent Getting the right candidates is dependent on

who gets there first. We may not win every time. Retention

High turnover due to increased market interest in MT’s

Industry-University Linkage Early exposure to Industry

Delivering the promise Not always able to deliver diverse training & job

rotation due to pressure from work & the organisation pyramid

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