DEVELOPMENTS IN TRAINING AND

DEVELOPMENT

-
KNOWLEDGE WORKER
PERSPECTIVE

- RHITIKA JAIN
KNOWLEDGE WORKER - DEFINITION

 A knowledge worker might be someone who works at

any of the tasks of planning, acquiring, searching,
analyzing, organizing, storing, programming,
distributing, marketing, or otherwise contributing to the
transformation and commerce of information and those
(often the same people) who work at using the
knowledge so produced
IMPLICATIONS FOR PROFESSIONAL
DEVELOPMENT
The following educational efforts aimed at teaching
knowledge workers and managers should be most
effective:
 Methods for effective person-to-person knowledge
transfer and trust building.
 Methods for creating a learning experience for customer
delivery.
 Methods for measuring knowledge flows from
customers.
 Methods to help reduce the risk of rifts between
management and knowledge workers.
CONTD………

 Methods for building simulations.

 Methods for quality assurance of knowledge work.

 Methods for transferring tacitly held expertise into

templates and expert systems.
SOME DEVELOPMENT PROGRAMS –
MSC MALAYSIA (KDI)

 Msc Malaysia undergraduate skills programme

 Msc malaysia undergraduate apprenticeship and
development programme
 Graduate trainee programme

 Msc malaysia job camp

 Msc malaysia job camp - information technology

outsourcing (ito)
 Msc malaysia industry-academia collaborations
MANAGEMENT DEVELOPMENT PROGRAMME
(IMI)         

The programme’s calender is April 09 – March 10

 Management Development Programs and Executive
Development Programs conducted by IMI bring in newer
way of thinking, better process management; bridge the
knowledge gap if any among the participants.
 IMI uses various methods like Case Studies, Role play,
Business games, Simulation, work outs.
 IMI also uses the methods of “Expert Interview
Interaction Method” (EIIM) “Industry Expert Sharing
Method” (IESM), which gives better understanding of
the situation to participants in taking better decisions in
similar situations in their own organizations.
AREAS OF MDP
• Marketing Management
• Human Resource Management
• Operations Management
• Financial Management
• Information Technology
• Strategic Management
• General Management competencies
• Soft Skill training
• Effective communication and personality Development
• Interpersonal Skills
• Negotiation Skills
• Supply Chain, Procurement & Contract Management
• Benchmarking
• Employee Development,
• Work Life Balance,
• Managing Global Competitiveness,
• Mentoring,
• Statistical Methods for Decision Making,
• IT as decision making Tool,
• Global Leadership,
• Change Management,
• Strategic Thinking,
• Capsule for general management for senior level
executives and so on………
CLIENT LIST OF MDP
 • ITC Ltd
• ITC Welcome
• TATA Motors
• Hero Honda
• ITC- IBD
• Maruti Suzuki
• ONGC
• RPG Cellular
• Spencer Retail
• Indian Oil Corporation Ltd
• Tata Services Ltd
• NDPL
• Power Grid
• Engineers India Ltd
• Vedanta
• BEL
• HAL
• PEC Ltd
.
CONTD……
• New Holland Tractors Ltd
• Indian Technical and Economic cooperation
• National Dairy Development Board
• All India Artisans and Craft workers
• MMTC Ltd
• Birla Soft Ltd
• Hindustan Zinc Ltd
• Delhi International Airports Ltd(GMR Group)
• Ideas Incorporated
• NTPC
• National Hydro Electric Power Corporation Ltd
• Bharat Electronics Ltd.
• TATA Tele Services
• NALCO
• Patni Computer Systems
• Centre for Management Research Mauritius
APO SURVEY
Best practices of in-job training:

 Clear, comprehensive strategic plan for human resource

development and an integrated linkage to other human
resource management systems.
 Use of a systematic, disciplined and structured
framework to serve as a roadmap toward creating an
organizational culture of lifelong learning
 The 8 systems of Singapore :
 1. Training needs analysis (TNA) system;
2. Career development system;
3. Resource allocation system;
4. Communication system;
5. Induction system;
6. Monitoring system;
7. Evaluation system; and
8. Feedback system.
 Use of e-learning tools to encourage employees’ self-
responsibility for learning as well as speed up the
delivery of knowledge
 Linking the training plans to organizational, job and
individual needs through a competency-based model was
also emphasized
 The practice of using both formal and informal training
mechanisms such as mentoring, quality circles(QCs),
departmental sharing, use of the intranet, study tours,
induction schemes, town hall sessions, benchmarking,
and project work.
TRAINING CATALOGUE OF MICROSOFT

 Microsoft Certified Systems Administrator (MCSA)

candidate profile
An MCSA candidate should have 1-12 months of
experience in working with a desktop operating system,
a network operating system, and an existing network
infrastructure.
 Course 10284: what’s new in Microsoft office
2010
 Collection 10273: upgrading your MCSE on windows
server 2003 to windows server 2008
 Collection 10268: Configuring Windows Server 2008
Network Infrastructure
 Collection 10272: configuring windows server 2008
Active directory
 Collection 10270: configuring exchange server 2007

 Windows server system administrator E-

reference library and so on……..
REFERENCES:

www.imi.edu.com

http://kdi.mscmalaysia.my/main.action

www.apo-tokyo.org

www.sveiby.com/articles/kworkerdvlpment.htm