Year 2019 «« Go Back To Home
Maruti Suzuki India Limited
Gurgaon
National Academy of Construction
Hyderabad
[Automobile] [Construction]
Maruti Suzuki India Limited, Gurgaon is the leading passenger vehicle manufacturer in India. The training needs focus on creating a coaching culture, creativity development, empowerment etc. The three major achievements of training programmes during the year are: Learning culture through learning month; outstanding performance – world class skills programmes and leadership development programmes at Vice-President's level. Plan for reflective training programme for staff development include coaching, creativity programme, auto quotient quiz and collaborative exercises. 70-20-10 principle of training and learning is followed which implies: 70% on the job experiences and challenges, 20% learning from others, and 10% training. National Academy of Construction, Hyderabad, a joint initiative of State Government and construction industry, provides training to construction workers in 31 skills. Training is designed with continuous learning approach for trade-wise trainers. Training needs analysis for clients is carried out with organizational and individual assessment of needs. Training outcome is measured with the skill gap closing and employment/placement of trainees and unemployed youth. Skilled manpower development for construction industry has helped in quality improvement and trained manpower availability for construction industry.
Aptech Limited
Mumbai
Union Bank of India Staff College
Bengaluru
[Education & Training] [Financial Sector (Banking)]
Aptech Limited is a Global learning solutions company focusing on individual training and enterprise business. Training is conducted through diverse yet appropriate methodology such as: through informal mode, through formal mode, and learning through collaborative mode. Measures taken for improvement of training system includes: training hours as one of the KRA; setting training objectives at organization in the training content and weaving training into organisation's culture. Most evident measure taken for improving the quality of training is including learning through Experience and Exposure. Union Bank of India Staff College provides training for its own staff as well as for other banks. It conducts training for fresh probationers, in-service employees and offers short-term programmes based on needs of branches and offices. War against NPA training programme has helped the bank to enhance recovery. Training analytic unit has been established to analyze gap in delivery and need for corrective action planning. Digital programme training has helped bank to improve digital penetration of products. Some innovative measures in training are: reverse quiz, thematic appreciation test, gammification, gallery walk and crossword.
RBS Services India Private Limited
Gurgaon
National Academy of Indian Railways
Vadodara
[Financial Services] [Government (Railways)]
RBS Services India Private Limited, Gurgaon is a subsidiary of UK based RBS Group. The training objectives are to contribute to the organization's 2020 goal of achieving a less than 50% Cost-Income Ratio, to make its technology workforce futureready and to create a developer workforce that is more flexible. The technology academy conducts Induction training for employees of the technology organization, which are the main stakeholders. Methodology followed by the faculties for conducting training include: Webinars for global audiences, classroom session, byte size learning, social learning methods, and blended learning. Kirtpatrick's evaluation method is used to measure training effectiveness. National Academy of Indian Railways, Vadodara provide training services to railway employees in various disciplines. The objective of the Academy is to train probationers to become responsible officers, and help them to sharpen management skills. The Academy provides training to entry level officer probationers and in-service officers. Need assessment is done for each zonal railways and the trainings are accordingly designed. It provides foundation, induction and advanced management programs. Written examination is conducted after every training programme
ITC Hospitality Management Institute
ITC Limited, Hotel Division
Gurgaon
ICICI Lombard General Insurance Company Limited
Mumbai
[Hospitality] [Insurance (Private)]
ITC Hospitality Management Institute, ITC Limited, Hotel Division, Gurgaon conducts training programmes on Hotel Management. Strategies adopted for effective teaching and learning are: Rapid Learning; Action Research, Applied Learning; Assessment; Cognitive Coaching; Peer-to-Peer Learning, Differentiated Instruction, Emotional Intelligence, Environment Education, Keeping Fit for Learning and Analytical Skills. Each faculty is encouraged to devote a minimum 30% of its time on self-development. Learning environment during training is created through virtual classroom, video conferencing, e-learning etc. ICICI Lombard General Insurance Company Limited, Mumbai is a general insurance company. The company has Deeksha Learning Centre (DLC) working under the DLC Council for comprehensive training of employees. Training of individual employees is aimed at enhancing functional and behavioral skill and certification after testing. The certification is linked to career progression. Trainings are given on-line, and classroom based, with instructor led as well as self-learning mode. Effectiveness of training is evaluated through Kirkpatrick 4-level model. Training has resulted in 16.6% increase in number of policies served by the company in H-1 of FY 2018-19.
Life Insurance Corporation of India
Mumbai
Persistent Systems Limited
Pune
[Insurance (PSU)] [IT]
Life Insurance Corporation of India, Mumbai is the largest financial conglomerate in insurance services. The training strategy focuses on skills upgrade, marketing challenges, programs for millennials, employee engagement etc. Reflective exercises for staff development are integrated with business strategies, and use of social media. The process for creating the learning environment is strengthened by considering the '4Cs' Model (Context, Content, Challenges and Case studies). Major achievement relating to training include training over 94% employees and performance improvement in terms of increased market share of policy was 75.67% in 2017-18. Persistent Systems Limited, Pune is a software product development and IT services company. The training strategy is based on developing multi-skills to support end-to-end solution for clients. The types of trainings offered are: Campus connect, entry level, role based, massive open on-line courses and business unit trainings etc. Classroom as well as on-line trainings are provided supported by 'anytime anywhere training' on mobile or laptop for self-learning. Blended trainings have been designed with certification for acquired skills. Upskilling of employees and managers in digital technology is a focus area.
IndianOil Institute of Petroleum Management Gurugram MSD Pharmaceuticals Private Limited Mumbai
[Oil Refining] [Pharmaceutical]
IndianOil Institute of Petroleum Management, Gurugram is an apex training centre for the company. The training programmes are designed and developed keeping in mind the latest developments in the oil industry and energy sector. The e-connect service, i.e., software based telepresence solution, which was initially conceived to connect people across the organization for learning and development, is being used for training, resulting in substantial saving of fixed costs. For reflective exercise, good learning experience is ensured wherein managing self and others, team building, leadership, motivation and fear management lessons are imparted. MSD Pharmaceuticals Private Limited, Mumbai operates in various therapeutic areas in human health. Various types of training include, induction training, on-the-job training and managerial training. ‘Train the trainers’ and ‘certification courses’ are conducted for Learning and Development of team members. Strategies for training interventions include analyse and prioritize training needs through identification of skills, knowledge gaps, performance consultations with sales leaders, coaching interaction audit and direct insight from customer.
NTPC Limited, Regional Learning Institute
Vindhyachal Super Thermal Power Station
Singrauli
Steel Authority of India Limited, IISCO Steel Plant, Burnpur
[Power] [Steel]
NTPC Limited, Regional Learning Institute, Vindhyachal Super Thermal Power Station, Singrauli (Madhya Pradesh) was set up as an in-house training center to improve enterprise efficiency. The objective of training is to improve employee productivity, and to help in enhancing the competitiveness of NTPC’s Northern Region Power plants. The management system has been developed and implemented for better data management. Training strategy is to transform the individual; and to attain this end, programmes are conducted in actualizing ‘6Cs’, Competency viz., development, Commitment building, Cultural transformation, Comprehensive training systems, Continuous learning and Creative management practices. Steel Authority of India Limited, IISCO Steel Plant, Burnpur is an integrated Steel manufacturing unit. The training objective is to cover the skill gap among employees and to take it to the desired level of performance to finally achieve the company goals. Training programmes are categorized as new entrant training; competence enhancement training, specific area training and other area training. Training of training officer is conducted regularly in association with Management Training Institute, Ranchi. Mass Communication exercises were carried out at shop floor levels and large group levels in order to increase awareness among the employees.
Delhi International Airport Limited
New Delhi
[Transportation (Aviation)]
DISHA is Delhi International Airport Limited, New Delhi service and hospitality academy that caters to DIAL's training needs. DISHA considers the following training needs and analysis: audit and review of scores; meeting with stakeholders; shadow the role holders to find the gaps; gap identification; inputs from stake holders and training suggestions; training objective settings; design document and content creation. Trainings are conducted in two formats: On-the-job training and Off-the-job training. Method of off-the-job training are classroom or instructor-led training and interactive methods. DISHA's contribution to company's performance can be realized from the overall satisfaction score i.e. at 4.999 in 2018 on a scale of 1-5.
SPECIAL COMMENDATION
Dynamatic Technologies Limited
Dynamatic-Oldland Aerospace, Bangalore
Yazaki India Private Limited
Kancheepuram
Dynamatic-Oldland Aerospace produces airframe structures and precision aerospace components. It imparts training for ITI technicians with required skills for aerospace industry. Technical training 45 students and soft skill training for 45 employees is conducted. Introduction of in-house web application of training identification tool which helped in digitising the training process. Continuous improvement in training is done with training curriculum consisting of theoretical, practical, behavioural skills for technicians. Company achieved improvement in company performance and increase in production. Yazaki India Private Limited has its main product as wire harness for automobiles. Training programs offered are: Operator Training; Technical Training for Manufacturing Skill; Yazaki Specific Skill Training; Behavioral Training; Managerial Training; General Training and Functional Training. 'Continuous learning' ensured for the development of faculty are: Skill renewal program once a year and Certification program by authorized institution. 35% of time is spent for self-development of internal trainers by learning a new skill which will help them for teaching the subject with clarity. Major achievements relating to training are: Productivity improved from 80% to 92%; attrition rate reduced from 14% to 4%.
National Institute of Bank Management
Pune
NIBM, Pune is an autonomous institution, promoted by RBI, jointly with SBI and other public sector banks and is engaged in research, training and consultancy in bank management. A well established training strategy that included feedback analysis, stakeholder meetings, informed discussions and updates like regulatory changes etc. is in place. Real life case studies, Financial Modelling, Group discussions, Industry Visits, hands-on technical analysis of live charts for effective learning and simulations are conducted. Some other new programs organized in emerging areas of concern for banks are: Basel III; NPA Management and Debit Liquidation (with ARCs); Payment Systems (with NPCI).
Year 2018
Tata Motors Limited
Mumbai
CAE Simulation Training Private Limited
Greater Noida
[Automobile] [Aviation Training]
Tata Motors Limited is a leading global automobile manufacturer and its products include cars, sports vehicles, buses, trucks and defence vehicles. Its Service Certification Program provides a Structured Learning Path to attain defined level of proficiency. Training strategy is focusing on the three pillars of People, Infrastructure and Process. The training manual is developed for dealers' training so that the reader becomes a productive part of the training initiative. For continuous learning, company focuses on: Critical Skills and Knowledge, using Focus Group Interviews, Field Service team requirements, and benchmarking and Best practice sharing. New Training Methodology/Technology developed by the organization include: Use of video shooting, e-learning, mobile learning van and usage of driving simulators. CAE Simulation Training Private Limited (CSTPL) is a Director General of Civil Aviation (DGCA) Airbus 320 approved training organization. It has a state-of-art Pilot training facility. CSTPL is the alliance participation of InterGlobe Enterprises & CAE Inc., Canada. It utilizes experienced instructors and strives to maximize training device reliability. Evaluation techniques employed for all types of training program include: Complete analysis for compliance and adherence to regulatory standards. CSTPL's Quality Management System ensures conformance to Training Services Norms. The annual customer satisfaction index was 4.61 for 2017-18 on a scale of 5.0. In the last two financial years, CSTPL has trained more than 15000 Airline pilots from Indigo, GoAir, Vistara and AirAsia airlines.
L&T Construction Skills Training Institute
Hapur
Accenture Solutions Private Limited
Bangalore
[Construction] [Consultancy]
L&T Construction Skills Training Institute is set up to create pool of skilled workforce through well-structured training programs of duration of 2-3 months. The training institute is working on a yearly target for 3 months residential training and site based training of workmen. After successful completion, trained workmen are followed-up and guided by site trainers to continue training activities from time to time. They are given further guidance/advice if there is any opportunity to learn advanced skills. Improvement in quality of training is promoted through assured availability of tools and raw material, continuous skilling of trainers and sharing of knowledge with trainees through project videos. Accenture Solutions Private Limited, Bangalore is a leading professional services company, providing a broad range of services and solutions in strategy, consulting, digital, technology and operations, with over 150,000 employees. Specific issues taken up by the organisation are prioritized as (a) The New, (b) Intelligent Investments, (c) Brilliant basics with innovation having the maximum impact. Training needs analysis is done through: Audience Analysis and Training Needs Assessment. The new Accenture Learning Front Door provides a single interface for all learning requests, effectively delivering robust learning experiences, routing them to the right teams at the right times and enabling comprehensive and streamlined data capture and analysis, leading to data-driven decisions.
Manipal Prolearn
Bangalore
YES BANK Limited
Mumbai
[Education & Training] [Financial Sector (Banking) - Private]
Manipal ProLearn offers learning services to a wide range of learners in fields such as Information Technology, Management Data Science and Marketing & Finance. As part of Process Improvement Program, an initiative by name 'MPROVE' (Manipal PROcess for Value and Excellence) has been devised Manipal ProLearn has a comprehensive Quality Manual that articulates all aspects of training process. Their Quality Management System articulates all the process steps for every Management and Operational aspect of the Training Life Cycle Management. Flexible learning options with the proven methodologies of training delivery are offered to suit the learning expectations. Their repeat business indicator has been at 95%. YES BANK is one of the largest private sector banks of India with its presence across all 29 states and 7 Union Territories of India. YES School of Banking (YSB) the only L&D function in India to be accredited with the latest Dual ISO Certification (ISO 9001:2015 & ISO 29990:2010). A two day classroom program 'Perfect the Pitch' is developed for Transaction Banking Group– Product Sales Managers (PSMs) with business goals to increase the Trade and product penetration and enable exponential growth in line with Vision 2020. The learning outcomes inculcate the importance of preparing and gearing up for client interactions. All training programs are evaluated using Kirkpatrick's levels of training evaluation.
Indian Bank
Chennai
Life Insurance Corporation of India
Mumbai
[Financial Sector (Banking) - PSU] [Insurance]
Indian Bank, Chennai is a PSU bank. IMAGE (Indian Bank Management Academy for Growth and Excellence), Chennai provides training to Indian Bank's staff and is ISO 9001:2015 certified. Bank provides training on various disciplines such as credit, risk management, recovery, infrastructure lending, liability management. Major training activities includes Program for Infrastructure Lending, Program for Recovery Officers across the country, Program for Mentors of Probationary Officers, Shanka Samadhan (a one stop solution for all doubts/ queries on various operational issues). Spin-off benefits are increasing profit and NPA management. Training design is duly validated and controlled. Life Insurance Corporation of India (LIC) is the largest life insurance player in the country with approximately 76% market share on new policies issued. Training strategy developed in line with industry challenges, performance gaps and organisation expectations, marketing and regulatory requirements. Training Advisory system has been developed to determine training requirements and comprises training, marketing and operational heads. Reflective exercises include diversity initiatives. Neuro Linguistic Program (NLP) is a program for women managers. Performance standards and targets for training have been quantified (e.g. Cadre wise percentage of target training). In FY 2017-2018, approximately 91% of employees covered via various trainings, across grades, covering functional training and workshops.
Persistent Systems Limited
Pune
Wockhardt Limited
Mumbai
[IT] [Pharmaceutical]
Persistent Systems Limited provides product engineering and services, Enterprise Digital Transformation, Technology Practices, Scaled Agile Framework, Big Data & Analytics, Cloud, Mobile, Machine Learning etc. It gives technology solutions to customers to help them use software for business. Objectives for training are skill upgradation across organisation. Trainings are designed on the basis of Entry Level Training Program, Role Based Trainings, Online Learning Courses, Management and Leadership Trainings, Organizational Trainings, Boot Camps etc. Evaluation of training is conducted for continuous competency development, across the organisation, alignment with the business organisation requirements, anytime anywhere learning certification. Benefits to the organisation are upskilling in digital technology and revenue growth. Wockhardt is an Indian multinational company having business ranging from manufacturing to marketing of pharmaceutical and bio-pharmaceutical formulations, active pharmaceutical ingredients and vaccines. The unique induction program - Wockhardt Orientation Workshop (WOW) helps trainees seamlessly integrate every new joinee in the system on a real time basis and ensure that the team meets the customer with the requisite information of the company brands and services. The other initiative is continuous learning interventions through Learning Management System (LMS) platform 'WGenie', which has emerged as an effective learning partner fostering anytime, anywhere learning to its field force. The attrition rate declined from 32.9% in 2015-16 to 17% in 2016-17.
Tata Communications Limited
Mumbai
[Telecommunication]
Tata Communications is a leading global provider of network, cloud, mobility, collaboration and security services. The generic training needs for individuals are captured as Career Development Plans. For business specific training, it has internal portal called Customised Business Request through which business specific needs are captured and analyzed on the basis of ADDIE (Analysis, Design, Development, Implementation, and Evaluation) by respective learning managers. Training needs assessment and analysis is done by Strategic Learning Plan, Employee Development Plan & Customised Learning Interventions. Every training process is carefully evaluated and continuously enhanced using initiatives: Audits including ISO and TL 9000.
Year 2017
Maruti Suzuki India Limited
Gurgaon
VFS Global Services Pvt Ltd
Mumbai
[Automobile] [BPO]
Maruti Suzuki India Ltd, a leading car manufacturer, has complete infrastructure for technical training, simulated training, web-studios and e-learning. The classroom training includes behavioral training to develop the industrial culture and discipline. System and process training includes training on Quality Management, Environment Management and Occupational Health and Safety Management System. Maruti Suzuki Training Academy imparts training for development of employees, dealers and suppliers. VFS Global Services Pvt Ltd is Kuoni Group company of Switzerland and is involved in outsourcing and technology services, expertise for government and diplomatic mission worldwide. Strategy adopted for training includes: Move to technology based training; Short training sessions of 60-90 minute duration and Cross trainings opportunities within organization. Learning Management system includes e-learning modules for employees to learn at their pace. Emotional intelligence training and leadership development is an interactive experience workshop for leadership team. Combination of experiential and informational methodologies are used for training, KIRKPATRIK model is used for evaluating effectiveness measurement for the training programmes.
L&T Construction Skills Training Institute
Hapur
Accenture Solutions Private Limited
Capability Development - FastTrack
Hyderabad
[Construction] [Consultancy]
L&T Construction Skills Training Institute is set up to create pool of skilled workforce through well-structured training programs of duration of 2-3 months. The training institute is working on a yearly target for 3 months residential training and site based training of workmen. After successful completion, trained workmen are followed-up and guided by site trainers to continue training activities from time to time. They are given further guidance/advice if there is any opportunity to learn advanced skills. Improvement in quality of training is promoted through assured availability of tools and raw material, continuous skilling of trainers and sharing of knowledge with trainees through project videos. Accenture Solutions Private Limited provides a broad range of services and solutions in strategy, consulting, digital, technology and operations. Major achievement was setting up of the training function and processes in one month at the location to ramp up 1000+ employees in nine months. They follow the ADDIE (Analysis, Design, Develop, Implement, Evaluate) model of instructional design to make the training performance driven, dynamic and aligned to the overall business goals. Continuous learning of the employees is ensured through process knowledge and capability development. Optimal learning environment is created using strategies like Differentiation; Setting goals; Engaging; Coaching and Rewarding.
National Academy of Construction
Hyderabad
Bosch Limited
Nashik
[Education & Training] [Engineering]
National Academy of Construction is a stand-alone training service provider and skill development centre for construction workers, engineers etc for giving ready trained workforce. Some of the issues addressed are development of curriculum for finishing school training with 3-month internship for Civil Engineering students. The academy assesses weekly assessment on domain skills and works on upgradation. Learning environment is created with the help of good infrastructure. The final assessment of trainees is conducted by the third party or external industry experts before certification of skill development. Bosch Limited, Nashik Plant is a manufacturing company producing auto parts and injectors, nozzles etc. Human development gaps are identified, with training needs using learning tools and objective for training. Action plan for continuous learning process are made. Emotional intelligence programme is conducted for white collar employees, and “Doordristi' programme for blue collar workers. Training needs are assessed based on inputs from organizational needs. Training effectiveness evaluation is web based system. KIRKPATRIK model of four level evaluation is adopted.
State Bank of India
Mumbai
Aditya Birla Financial Services Group
Mumbai
[Financial Sector (Banking)] [Financial Services]
The State Bank of India is the largest bank after amalgamation of other state banks. Bank has well established training strategy to fulfill its objectives and goals. The strategy is based on business needs. Clearly defined procedures are in place for training needs assessment. Behavioral science inputs are considered towards emotional literacy programs. Procedures are in place for identification of business needs and skills gap to determine training needs. Considerations towards relevant diversity programs is a part of overall plan. Aditya Birla Financial Services Group (ABFSG) is an umbrella brand for all the financial service businesses of the Aditya Birla Group. The Learning and Development (L&D) team focuses on process excellence by adopting the ABCD Model which was set as a standard framework. Three major achievements of organization, relating to training, during the year were Leadership and Talent Development Program (LTDP); Sales Induction Programme; ABFSG Learning Team Integration. The key measures for continuing improvement of the quality of training are: Changing the “one size fits all approach”, Focusing on instructor quality, Data led review of all programs on a regular basis.
Nestle India Limited
Gurgaon
Apollo Hospitals
Hyderabad
[FMCG] [Healthcare]
Nestle India Limited is subsidiary of Nestle S.A. of Switzerland and is a leading player in FMCG sector. It has robust training needs assessment process in place. Factors considered important before trainings are right quality and relevant content of courses. Specific interventions are chosen for specific departments. Customized training programmes are evaluated on real time basis by course leader. Training design change is based on feedbacks. Apollo Health City is a hospital facility prominently based in city of Hyderabad. Various Training Activities include: Orientation-The New Hires; Annual Skill Development – Existing Family members; Leadership Development Programs; Dynamic Training Interventions and Logistical Support. They have moved from a need-based training such as Audit requirement, Patient feedback, Technological change etc. to a Planned Cohesive Amalgamation of all training dimensions such as behavioral interventions, functional expertise, technological know-how, etc. Tele-learning programme includes focus on learning ambiance, focus on two way communication and learning by doing.
ICICI Lombard General Insurance Company Limited
Mumbai
Life Insurance Corporation of India
Mumbai
[Insurance (General)] [Insurance (Life)]
ICICI Lombard is an insurance company dealing in general insurance and health insurance. Deeksha Learning Centre, (DLC) has been set up for learning and development nurturing culture of continuous nature. Learning strategy is linked to vision/mission, business strategy and individual skill requirement. Integrated certification scheme is in place. Employees are encouraged to be pro-active partners in its own growth and development. KIRKPATRIK 4-level evaluation process is in place. External benchmarking of training process is done. Impact on business is measured against expected set targets. Objectives and end outcomes are tracked. Life Insurance Corporation of India is a Government owned public company involved in life insurance. Its established teaching and learning strategy has focus on addressing marketing, regulatory and technological issues. Continuous Learning process is implemented for capacity building and skill development. Measures comprise soft and behavioral skills, neuro-linguistic program and sessions for women managers. Specific measures are conducted for diversity related programs. Training Advisory Committee oversees implementation of training programme and assessment of training needs.
Oil India Limited
Duliajan
Reliance Industries Limited
Jamnagar Manufacturing Division
[Oil Production] [Petrochemical]
Oil India Limited is an oil and gas production unit. Technical and soft skills are imparted for all. Special programmes held for stress management, facing job promotion interviews, HSE, Yoga and soft skills to provide employees emotional literacy. Special factors for training programmes include mines vocational training, driver training, international well control forum certification. Learning environment is created with specific learning schedule. Feedback at four levels are taken for the purpose of training evaluation. Outcomes are compared with targets, Return On Investment (ROI) and thereby success of program is determined. Jamnagar Manufacturing Division is the largest oil refinery in India. It has a well-equipped Learning Centre with all the training facilities including simulator. Self awareness management, social awareness and skills, communication skills, occupational health are organized for emotional literacy. 6D Method for conducting training includes: define, design, deliver, drive, deploy and document. Important factors are course objectives, faculty availability, target participants, business objective and requirements of customers. Local language trainings are given to different diverse groups. Feedback pre and post training is taken. Supervisor's opinion on employee behavior at work after training is taken. Organizational performance improvement is tracked.
Rosa Power Supply Company Limited
Shahjahanpur
Jindal Stainless Limited
Hisar
[Power] [Steel]
Rosa Power Supply Company Limited is fully owned subsidiary of Reliance Power Ltd. The training methodology mainly includes lectures supported by audio visual, simulator training; outbound training; use of models; 3-D animated model of the plant; training through self-learning tool; self-study and business games. Important factors considered before deciding to conduct training programme for an external client includes finalization of target group, understanding the expectation of the target group and their superiors, and preparation of programme design. KIRKPATRIK model is adopted for training effectiveness evaluation. Jindal Stainless Limited, Hisar is a large integrated stainless steel plant. Capability gaps are identified and teaching and learning strategies are formulated such as formal training in class room, on-the-job-training, conferences and seminar, knowledge sharing, online training as well as experiential learning e.g. development of managerial and leadership pipeline for succession. “SARATHI” software has been developed for training system for ease of needs analysis, feedback and new infra development and documentation has been done. Assessment of training needs are done at organizational level based on future requirements.
Indus Towers Limited
Gurgaon
Bangalore International Airport Limited
Bangalore
[Telecommunication] [Transportation (Aviation)]
Indus Towers Limited a joint venture between entities of Bharti Group including Bharti Infratel Limited, Vodafone India and Aditya Birla Telecom, renders specific infrastructure services to telecom service providers. Their ideology of training is not just up-skilling, but transforming business through learning. The Individual Development Plan (IDP) helps to bridge the gap between "what is" and "what ought to be". The periodic training needs identification process assures that the new intervention is aligned with individual development plan of the employees. The success of the training programme is evaluated on the basis of quantititive knowledge gain, reduction in time taken to handle more specialized jobs and enhanced confidence in dealing with issues. Bangalore International Airport Limited is a joint venture with the participation of Government of India and manages security system, air traffic control, passenger and luggage handling etc. Continuous learning is in-built in the design of training process based on needs like incidental learning, structural learning, learning focused on talent and performance improvement, and learning sustenance. Main thrust is on collaboration, creativity and innovation and customer orientation. Project UTSAH focuses on common understanding of customer service at airport at touch points and customer facing role. Important elements considered for training include regulatory requirements, business context, and customer service improvement.
Year 2016
Maruti Suzuki India Limited
Gurgaon
WNS Global Services Pvt Ltd
Mumbai
[Automobile] [BPO]
Maruti Suzuki India Ltd, a leading car manufacturer, has complete infrastructure for technical training, simulated training, web-studios and e-learning. The classroom training includes behavioral training to develop the industrial culture and discipline. System and process training includes training on Quality Management, Environment Management and Occupational Health and Safety Management System. Maruti Suzuki Training Academy imparts training for development of employees, dealers and suppliers. WNS Global Services Pvt Ltd, the global business process management leader has a robust training methodology and strategy working on competency based skill-matrix. The company focus is onthe-job training; and on diversity and inclusion. Learning portals have their contents updated periodically. Leadership capability programmes help in identifying ways for building leadership qualities. Programme needs and target audience are carefully selected. Crossfunctional teams implement training programmes by leveraging technology. Programme design and implementation methodology are carefully chosen for effective training.
Accenture Services Pvt Ltd
Bangalore
Schneider Electric India Pvt Ltd
Gurgaon
[Consultancy] [Electrical Equipment]
Accenture Services Pvt Ltd, providing business solutions, delivered training programme at the rate of 40 hours per employee per year. Some prominent programmes are: Leadership Advancement Programme, Knowledge Exchange Online and World-class Training Management. Training strategies are custom organized to match the learning and capability development. Increasing virtual delivery of training is being focused. Accenture Business Process Academy collaboration with MIT provide continuous learning programme. Training needs analysis is done as an interactive process. Schneider Electric India Pvt Ltd, a company focusing on development of technology and solutions to manage energy to automation solutions, has training programme specifically focused on entry level, technical training, behavioural training, wellbeing based training, quality training and higher education programmes. It has a Learning Governance Policy as a training process manual. The need and analysis has two pronged approach: bottom up or development review and top-down or learning solution consulting. The Learning Week is a unique initiative of the Learning Solutions team, when Learning is globally celebrated for five days.
Schaeffler India
Pune
Punjab National Bank
New Delhi
[Engineering] [Financial Sector (Banking)]
Schaeffler India, making precision bearings has initiated Employee Development Cycle for human resource development. Its learning strategies include development of strong local engineering competencies; operational excellence through lean efficient processes; and development of strong capable leaders to support future growth. Training needs are identified as per Employee Development Dialogue and integrated with organizational objectives, goals, strategic priorities and functional objectives. Programme evolution techniques are based on quality of faculty and delivery style, design of content, infrastructure, and media used. Punjab National Bank, a leading bank in India, has created an elearning platform for bridging gap in learning. Teaching and learning strategies include Blended Learning Model including role plays case studies, management games etc. Continuous learning for development of individuals is carried out as per need analysis and gap analysis which is facilitated through HR Management System under Employees Self-service. Specific issues addressed during the current year including skill enhancement, with a focus on soft-skills.
Tata Capital Limited
Thane
GAIL (India) Limited
Noida
[Financial Sector (NBFC)] [Gas]
Tata Capital Ltd, a non-banking financial company, has undertaken major initiatives of corporate induction of new employees and sales training Pratha. Teaching and learning strategies include right role, job by right person with role clarity, developing future leaders and competency analysis and closing the gap. A significant programme launched in this year is leadership foundation. Training need assessment is done with 6D Model i.e. Define Business Outcomes, Design the complete learning experience, Deliver for application, Drive learning transfer, Deploy performance support, and Document results. GAIL (India) Ltd, a gas supply company, conducts instructor-led training with internal and external faculty, experience sharing for higher degree of knowledge and skill. Continuous learning for the development of individuals based on need analysis is organized. Programmes on soft skills such as, work-life balance, personality development, and basic life support are regularly conducted. Specific area focused during the current year in training included realignment of training and development programme to develop human capital; and developing new business capabilities.
Life Insurance Corporation of India
Mumbai
Defence Services Staff College
Wellington
[Insurance] [Government (Defence)]
Life Insurance Corporation of India, the largest life insurance company, has a well laid down training policy approved by the board. LIC has a Training Advisory System where the training and marketing / operational heads work in close collaboration at all stages. Sessions on Stress Management, Management of Self, Emotional Intelligence and Health and Hygiene are integral part of the training. It has online evaluation of training module which is linked to monitoring the business performance of the sales force and impact assessment of the training centres. Defense Services Staff College, conducts the prestigious staff course in India, and is the Centre of Excellence for the armed forces. The training team of each wing spends nearly 40% of the time on preparing reading/training materials and exercises. Training methodologies include classroom discussions, division level discussions, and central college level discussions, research as part of minor research projects, and computerised war games and outdoor exercises. Each feedback is assessed by the faculty member setting the exercise and reviewed by the head of training team.
Tata Consultancy Services Limited
Mumbai
NTPC Limited
Power Management Institute
Noida
[IT] [Power]
Tata Consultancy Services, an information technology services consulting and business solutions company, has a strategy for learning to revolutionise the evolution of talent development from high-touch learning eco-system to high-tech learning eco-system with digital social collaboration, mobile, video, virtual class room, gamification and virtual labs, large scale competency development and certification with any time access from anywhere and on any device. Training is aligned with business strategy. Emotional literacy issues are specifically addressed. Power Management Institute of NTPC Ltd, has focused on management competence and skills and technical expertise under 6Cs framework: Competency development, commitment building, cultural transformation, comprehensive training system, continuous learning, and creative management practices. Detailed training analysis is carried out through performance management system. The training facilities also includes a simulator for 600 MW plant. In-house model for programme has been developed to generate online report of faculty rating and feedback summary.