1) Tell About Yourself:

I am John Sherlin, I had done my bachelors in Labour Management

from Tamilnadu Institute of Labour Studies and my masters in Human
Resource and Organization Development from Madras School of Social
Work, I am currently pursuing a diploma course in Training & Development
from Indian Society for Training & Development.

I had started my career with Samsung Electronics; I have over 5 years

of experience. I had worked in almost all verticals in HR, My core
specialisation is into Learning & Development.

I love to inspire people with my thoughts and ideas; I am so passionate

about speaking, teaching and fitness.

About my family my father is working in Police Department, My

mother is a home maker, I have one younger sister she got married. I stay in
Egmore with my family.
2) What do you do in L&D?

In Samsung we do training under three categories.

 Core
 Functional
 Behavioural

CORE training programs covers Mandatory; Safety & Culture based

training programs like Global Employee Guidelines, Anti-Sexual Harassment,
Electrical Safety, Machine Safety, Ergonomics, Samsung History, Culture &
Values. These types of training programs will be covered under this category.

FUNCTIONAL training program covers skill based training programs

which will be determined based on the need of the organization.

BEHAVIOURAL training program covers leadership training programs

I coordinate end to end training process, right from analyzing the

training need, identifying the training, preparing budget, preparing calendar,
getting approval from management & executing the training program. Apart
from this I also create and facilitate content for Core & Leadership training
programs till mid manager level.
3) How do you analyze the need for training?

CORE training programs are the default programs which have to be

done mandatorily.

FUNCTIONAL training programs will be derived through survey with

respective departments and we will match it with the business needs, if the
training could give Return on Investment, we will be executing the training
program.

This year we had executed programs like Pneumatics, Python, PLC,

Energy Saving, ISO (Internal Auditor Training), NX.

BEHAVIOURAL training programs will be identified through a survey,

which will be based on the Leadership Competencies of Global Samsung like
Inspiring Others, Building the Best Teams, Navigating Organizations. With
the result we will derive the topics to be covered for each band of employees.
For each band one day training module will be prepared. I prepare contents
& facilitate trainings for Junior and Mid – Level employees. For senior
employees we either go for external consultants to do the training or with
the internal senior employees.
4) What are the training contents you had created?

Once after deriving the Topic, I have to prepare the content. Along with it I
prepare the objectives of the training, course evaluation sheet, participants
guide, learning summary sheet. This year I had created two – one day
training programs one for the junior level and another for the mid – level
manager.

 Goal – Junior Level

 Good to Great – Mid Level Manager

- The first module Goal is prepared for the junior level employees so
that they could Inspire Others when they have it.
- The second module Good to Great is based on the book written by
Jim Collins, Only when they move from Good to Great, They will be
able to build the best teams.

In each of the training module I will be using blended learning method. Like
Self Introspection, Questionnaires, Activities, Videos, Case Studies, Role Play
to make the session more active.

5) Can you explain about the topics you covered in GOAL topic?

Under GOAL, I cover topics like

 Objectives of GOAL Setting

 Difference between Vision & Goal
 Importance of Vision with the video of Dr. Abdul Kalam
 Self Introspection Tool – Johari Window
 Creating goals using – SMART tool
 Creating Vision Chart – Activity

After the training, I will be giving them one page learning summary
sheet so that when they go back to their work place, they can stick it and
revise what they had learned.
6) Can you explain about the topics you covered in Good to Great topic?

Under Good to Great, I cover topics like

 Objectives of moving from Good to Great

 Difference between Good & Great with Activity
 Maslow’s Hierarchy Theory
 Case Study of Personalities Moved from Good to Great
(Auto Annadurai, Traffic Police Kumar, More Thatha)
 Balloon Tapping Activity
 Design Process – Good to Great (Shop, Work Place)

7) How do you assess the effectiveness of the training program?

After the end of training program, I will be giving them a project to
implement it in their work place.

For (e.g.) GOAL training I had given them an activity to do list activity every
day in order to achieve the goal. I will share them a format and for next
thirty days they have to fill it. After the end of 30th day they will be called
for review and they have to share the challenges they had faced and how
successfully they could able to move towards their goal and how well they
are progressing in the vision chart they had created. It will be reviewed by
the senior HR person in the team. With it we will score marks for each
individual and see the effectiveness of the training program and find could
be improved for the future batches.

For (e.g.) Good to Great training I had given them an activity to enhance the
work process which he doing from Good to Great and given 15 days of time
for it. They have to share the modification they had made in the process
they were doing. Based on his presentation with the senior HR person in
the team, put marks for their presentation and see the effectiveness of the
training program and find could be improved for the future batches.
8) How many training programs you conduct in a month?

There are around 250 employees in Junior Level and 150 employees in Mid
Manager Level, Monthly once for the Junior Level employees and Mid Level
Manager Bi Monthly. Apart from which there are regular trainings which I
will be facilitating on day to day basis.

9) How are you developing yourself in your career?

I am currently pursuing a diploma course in Training & Development from

Indian Society for Training & Development and to enrich my speaking skills
I had enrolled myself into Toastmasters and am also a part of Learning &
Development Chennai chapter community.

10) What are the challenges you had faced in L&D?

The first main challenge is to identify the right training program contents
as per the need of the hour. There were been times in my initial days where
I had handled training program which is irrelevant to the employees and
when they question how it would be useful for them, I wasn’t able to
provide them the right answer. From then on I understood it is important
to frame the objective of the training program and match it with the
business and individual need and execute the training program.

The second challenge was brining in people to the training programs. In

order to make all the employees to participate the training without fail, had
implemented a policy of adding the training score with the performance
appraisal, not only that we had also implemented a recognition scheme for
the employees who complete their training hours on time. More than that
had established a strong interpersonal relationship with all employees.
Before the training program prior communication to HOD’s and Employees
are made in regular basis this boosted the attendance of the training
program.
11) What are your achievements in L&D department?

I was recognized in Global Samsung HRD Conference as the Certified Trainer

held at Vietnam and had won the best content development award which I
had presented during the conference.

I had attended three Global Samsung HRD Conference held at Vietnam.

In Chennai plant I got recognition for enriching the learning culture among
employees.