Training and Development

• Tata steel is the 5th largest manufacturer of

steel in world.

• Tata steel produce 18 million tones of steel in

India and 52.32 million tones of steel around

the world.

• Providing employment to more then 50,000

employees.

Training and Development

• The company believes in providing continuous skill

and competence upgrading.

• By providing access to :- necessary learning opportunities, on an

equal and non-discriminatory basis.

• Two basic aim of their T&D programs-:

• Maximum utilization of available employees through

right skilling .

• Continuous up gradation of knowledge and skills of

the employees.

Few training and development programs

1) 70:20:10 Learning and Development Programme.

70% of Learning and Development takes place from

real life (e.g- on-the job experiences, tasks and problem solving)

20% of Learning and Development takes place

through coaching, mentoring, discussions, guidance

by superiors/experts.

10% of the learning comes from formal Class Room

Training.

2) Job Rotation and Career Planning

Helps to raise and retain the technical capabilities within the organization.

Ensuring development of officers through planned rotation to keep meaningful longevityin each position so that the executive develops deeper functional capability.

3) Employee Contact Programme

Capture employee concerns on an on-going

basis.

Analyze concerns to identify need for policy

changes.

Create one to one connect with officers

4) Ensuring Development and Growth of

Employees (EDGE) Align individuals with company's corporate objectives and

values.

Develop the capabilities of employees to enhance performance

of individuals or organization.

Supporting a culture of excellent superior-subordinate

relationship

Project Oxygen

• A Multiyear research initiative

• It has since grown into a comprehensive program that measures key management behaviors and cultivates them through communication and training

• Project Oxygen was designed to offer granular, hands-on guidance. It didn’t just identify desirable management traits in the abstract; it pinpointed specific, measurable behaviours that brought those traits to life.

A good manager

• Is a good coach.

• Empowers the team and does not micromanage.

• Expresses interest in and concern for team members’ success and personal well-being.

• Is productive and results-oriented.

• Is a good communicator - listens and shares information.

• Helps with career development.

• Has a clear vision and strategy for the team.

• Has key technical skills that help him or her advise the team.

• Google employees are offered hundreds of free

classes. But one of the most popular is called

“S.I.Y” or “Search Inside Yourself”

• The class has three steps – attention training;

self-knowledge and self-mastery; and the

creation of useful mental habits

• Besides this many app’s which are useful for

training purpose

Hcl training & development

This training aims to establish a clear foundation

and set expectations around work ethics.

They conduct the training in two way

Entry Level Training

Lateral Hires Training

Entry Level Training-

• The Entry-level Training program for fresh graduates

• They use the Foundation module and six standard Technical Tracks (CC++, Java, Dot Net, Oracle, Networking, and Testing)

• At the end of the classroom-training program, the fresh graduates work on a project

• On the successful completion of the training program, the trainees are assigned to Delivery units

Lateral Hires Training

• This level training refers for hiring organization targets employees of another, similar organization.

• The Induction program typically extends for 1 –2 weeks for lateral hires.

• The focus is essentially on getting HCL culture / philosophy

• Lateral hires are trained through various means such as online training, collaborative learning, certification programs

Awards and Achievement of Hcl

HCL has won 24 awards at various national andinternational platforms for innovative training practices.

• Bersin & Associates 2012 Learning Leader award,2012.

• CLO Learning in Practice awards.

• 3 awards at 2012 Asian L&D Leadership awards.

• 2 citations at ASTD Excellence in Practice Awards2011.

• 8 awards at World HRD Congress 2012 and 5 awards atBest Learning & Development Awards 2012