TRAINING AND DEVELOPMENT IN

AUTOMOBILE INDUSTRY

BY:Nitesh ShahGovind Garg

Hemant KhoslaAnkur Banerjee

Rushikesh MalviyaSumit Raj

CONTENTS

Selection of Automobile Industry Training Process and Evaluation Training Methods Management Development Performance Management and

Appraisal

8–3

INTRODUCTION Is the process of teaching new/current

employees the basic skills they need to perform their jobs

Learning Process involves acquisition of knowledge, sharpening of skills, concepts, rules, or changing of attitudes and behaviours to enhance the performance of employees

Is a hallmark of good management

Reduces an employer’s exposure to negligent training liability

Direct link between Training investment & Market Capitalisation(HBR)

WHY AUTOMOBILE SECTOR?

Employs a huge number of manpower

Annual growth of 30 % in 2010 as per SIAM report (Society of Indian Automobile Manufacturers)

Expansion of numerous companies in India (New York Times Report)

TRAINING AND DEVELOPMENT OBJECTIVES

Individual Objectives Achieving personal goals

Organizational Objectives Assist the organization with its primary

objective

Functional Objectives Maintain the department's contribution

Societal Objectives  Ensuring that organization is ethically &

socially responsible

6

TRAINING PROCESS & EVALUATION

Steps in the Training Process

7

Need Analysis

Evaluation

Instructions Design

Validation

Implement

TRAINING, LEARNING, AND MOTIVATION

Make the Learning Meaningful

Make Skills Transfer Easy

Reinforce the Learning

8–8

ANALYZING TRAINING NEEDS

8–9

Task Analysis: Assessing new

employees’ training needs

Performance Analysis: Assessing current employees’

training needs

Training Needs Analysis

PERFORMANCE ANALYSIS:ASSESSING CURRENT EMPLOYEES’ TRAINING

NEEDS

8–10

Performance Appraisals

Job-Related Performance Data

Observations

Interviews

Assessment Center Results

Individual Diaries

Attitude Surveys

Tests

Methods for

Identifying Training Needs

Change in Technology

Can’t-do or Won’t-do?

11

EVALUATION

Formal evaluation: uses observation, interviews, and surveys to monitor training while its going on.

Summative evaluation: measures results when training is complete in four ways:1. Reaction2. Learning3. Behavior or Performance4. Outcome or Results

TRAINING METHODS

TRAINING METHODS

Automotive technology is becoming more complex. Persons who want to enter this field should get formal training. Some

people learn from helping or from experienced workers

Some of benefits of training include Optimum Utilization of Human Resources , Development of skills of employees ,

increased productivity, inculcating team sprit

AUDIO-VISUAL BASED TRAINING

Includes techniques like DVDs, films, Power Points,

video conferencing, audiotapes, and videotapes

Example :- The Ford Motor Company uses videos in its dealer training sessions to

simulate problems

TELE-TRAINING

May involve conveying live instruction in real time via telecommunications facilities

May be accomplished on a point-to-point basis or on a point-to-multipoint basis, and

May assume many forms, such as teleseminars, a teleconference, or an electronic classroom, usually including both audio and video

Example :- HONDA America began by using satellite television technology to train engineers and now uses it for many other types of employee training.  

INSTRUCTOR-LED TRAINING (ILT)

The practice of training and learning material between an instructor and learners, either individuals or groups.

In automobiles industry this method is used by instructor using simulation models, interactive workshop

ON-THE-JOB TRAINING

Means having a person learn a job by doing it.

In automobile sector people are given hand on experience to execute the job while they are being trained. This way they learn while producing.

WORKSHOP SEMINAR

This training method is conducted by organizing a workshop

Demonstrate in live how the things in industry work and how the employees has to carry their job

COMPUTER BASED TRAINING

Internet Based Training

In Automobile sector employees take online courses offered by online course provider. Courses like Total Quality Management, Inventory Management.

Employers make extensive use of Web-based learning.

Extensive use of existing training material on the internet

Using E-Learning

In general: Web based instruction was a bit more effective than classroom instruction for teaching declarative knowledge (memory of facts and principles).

Web based instruction was more effective than classroom instruction when trainees could use the Web program to control the pace and selection of the content.

The e-Learning System

ImpactsImpacts

InstitutionsInstitutions

EthicsEthics

TechnologyTechnology

InterfaceInterfacedesigndesign

PedagogyPedagogy

ee--LearningLearning

ResourceResourceSupportSupport ManagementManagement

Source: Inspired by B.H. Khan (2001).

Off the job training

Sensitivity training Case studies Straight lectures/ lectures Simulation exercises Role plays and games

MANAGEMENT DEVELOPMENT

MANAGEMENT DEVELOPMENT

Management development is any attempt to improve managerial performance by imparting knowledge, changing attitudes, or increasing skills.

Management development process consist of Assessing the companies strategic

needs, Appraising managers’ current

performance Developing the mangers

Contd…

There is two methods for management development Managerial On the job training Off the jib management training and

development

Managerial on the job training

Managerial On the job training methods includes Job rotation, the coaching approach, action learning. Job Rotation

moving management trainees from department to department to broaden their understanding of all parts of the business.

Coaching Approach :Here training is directly work under the senior management or with the person he or she is to replace

Contd...

Action learning :Action learning program give managers and subordinates to work full time analysing and solving problems in other departments. Here structured coaching given by experts. Now a day many major firms adopted these learning methods for their managers.

OFF THE JOB

Management Games: These kind of trainings done by consultancy firms which are hired by companies. Like maruti-suzuki

Behaviour modelling: behaviour modelling involves

1.) Right way to doing something 2) letting practice that way, and then3) giving feedback on the trainee’s performance.

Contd…

Corporate Universities : Like TATA motor is affiliated with NITIE,

Mumbai. Same like Apollo tyres had also

organized workshop on project management for executives of automobile compnies,

PERFORMANCE MANAGEMENT AND APPRAISAL

PERFORMANCE MANAGEMENT AND APPRAISAL

Performance management is a process that unites goal setting, performance appraisal and development into a single, common system whose aim is to ensure that the employee’s performance is supporting the company’s strategic aims.

It explicitly measures the employee’s training, standards-setting, appraisal and feedback relative to how his or her performance should be and is contributing to achieving the company’s goals.

Goal Setting

S – Specific M – Measurable A – Attainable R – Realistic T – Time-bound

• Three broad areas: Value Creator People Developer Business

Operator

Appraisal is done every year.

Training Needs

When employee has not performed as per the company standards: On the job training Off the job training Motivational training Classroom training

When employee has performed as per the company standards and he is promoted: Role responsibility

training Email communication

training Excel training Career Counselor Training Personality Training Performance Appraisal

Training

REFERENCES

http://www.emeraldinsight.com/journals.htm?articleid=1696246

http://www.siamindia.com/Media/Release/SiamViewMediaRelease.aspx?id=288 (April 8, 2011)

http://www.automobileindustryindia.com/resources/overview-of-indian-automobile-industry.html

THANK YOU