SOFT SKILS TRAINING PROGRAM

Name: Shruti Kumari – 053 (Section B)

Kahkasha Nigar – 058 (Section C)

Shruti Sunnapu – 160 (Section C)

Simran Singh – 185 (Section B)

Semester – 5

Subject Code - HR303

 INTRODUCTION

 Soft skills include attributes and personality traits that help employees interact
with others and succeed in the workplace. It tends to be more personality-
focused, as opposed to being based on qualifications, technical skills, or
vocational experience.

Basically it means that soft skills mainly focus on enhancing our personality and behaviour.
And thus they are not about the knowledge we possess but rather how we behave in different
situations.

 Examples of soft skills include the ability to communicate with prospective

clients, leading a team, negotiating a contract, problem solving, & following
instructions to get a job done on time.

 People with good soft skills can help companies achieve higher levels of efficiency
and productivity.

Say for example while hiring a salesperson, the company wants not only such candidates
who’s familiar with the industry and has experience in sales but also knows how to negotiate
and has excellent verbal communication skills so that he can achieve his targets and thus
giving the company more profit.
 NEEDS ASSESSMENT

Soft skill training is necessary because of the following reasons:

 Helps during Placement and Group discussion

Group Discussion is a formal round moderated by panellists. It is nothing but a tool used by
companies to gauge a candidate’s ability to communicate effectively. GD or Group
Discussion round is one of the most dreaded elimination rounds in the entire recruitment
process for fresher. In reality, it is not as tough as it seems. Follow these tricks to get more
marks in your group discussion round.

1. Pay attention to your body language

2. courteous with fellow speakers

 Helps in increasing Self-motivation

Self-motivation is, in its simplest form, the force that drives you to do things .Self-
motivation, however is far from simple. People can be motivated by many things both
internal and external such as desire to do something usually; motivation is a result of several
factors.

 Complement hard skills

Soft Skills are character traits and interpersonal Skills that characterize a person's
relationships with other people. In the workplace, soft Skills are considered to be a
Complement to hard Skills, which refer to a person's knowledge and occupational skills. Hard
skills are learned Abilities acquired and enhanced through practice, repetition, and education.
Hard Skills are important because they increase employee productivity and efficiency and
subsequently improve employee satisfaction.

 And as future workplaces will depend more on this soft skills it is important to
take soft skills training.
Soft skills in the workplace are becoming increasingly important as organizations look to add
additional value to their business. A Study Conducted by found that 93% of hiring leaders
stated that soft skills are an “essential” or “very important” element when making hiring
decisions. What’s more, many employers reported that soft skills are more important than
tech skills. Competition has heated up for workers with the right mix of soft skills, which
vary by industry and across the pay spectrum— from making small talk with a customer at
the checkout counter to coordinating a project across several departments on a tight
deadline.” Talent with the right soft skills is scarce. In fact, LinkedIn’s workplace learning
report cited soft skills as the top training priority and 59% of U.S. hiring managers believes
it’s difficult to find candidates with the right soft skills.

OBJECTIVES

 Helps in Effective Communication

 It will set you apart from others

 Will improve your Problem Solving Skills

 Will help in building Self-Confidence

 Better teamwork, efficiency and productivity.

 DELIVERY MODE

 Live Interactive Workshops

If you want to train an entire group of employees in a specific soft skill, you can organize live
workshops. The best workshops have a concrete, action-oriented purpose and aim to find
answers to current problems in the field.

Let’s say you want to teach your customer service staff how to resolve conflicts with clients.
You can work out role-play scenarios and play them out right in the workshop. Let the
supervisor or learning and development representative be a disgruntled customer and your
employees will have to try to settle the conflict. Based on their responses, the trainer will be
able to bridge skill gaps and point them in the right direction.

 Coaching/mentoring
If you identify an employee who has a development need for a specific soft skill like
leadership, you can consider bringing in a mentor or coach and tailor a learning approach
that’s specific and targeted. The coaching process in the workplace typically implies
collaboration with the employee to identify, target, and plan for better performance.

This is how it works: A coach defines the employee’s goals, existing skill sets, strengths, and,
of course, weaknesses. For example: the employee finds out that he/she is not good enough at
communicating with the staff supervised, so a coach creates a development strategy and
provides him/her with a clear pathway to improve their communication skills. When an
employee is on their way to implement this strategy, a trainer supports them and provides
them with actionable feedback.

Coaching/mentoring is especially effective in imparting soft skills, such as communication

and leadership.

 Using of Plays/Scripts
Soft skills, such as good communication and listening, can’t be taught in a classroom. They
are mastered through practice and experience, too. The only way to gain experience in soft
skills is through conversing with other human beings.
Rather than throwing your customer service team to the customers and crossing your fingers,
role-play! Allow them the chance to work on their interpersonal skills in a safe environment.

 Using YouTube Videos

This strategy increases engagement; it requires changing existing videos and therefore
substantial effort. The Active Video Watching (AVW) system has been developed that
enables one to use existing videos from YouTube without modifications. The teacher is
required to define a set of aspects for videos, which serve as reflective scaffolds in order to
increase engagement and focus learners. AVW provides a Personal Space for individual
learners to link their personal experiences while watching videos

 Augmented or Virtual Reality

Augmented and virtual reality can also be very effective ways to develop soft skills in
employees. These tools allow organizations to effectively replicate real-life scenarios that
employees might face and train them on the best way to react in those situations.

For instance, you can replicate scenarios in a virtual world in which an employee has to reply
with empathy to a co-worker experiencing difficulty in their personal lives. Or you can
recreate a situation when a manager needs to give critical feedback to their staff.

A great example of VR training for soft skills is the ‘CoPilot’ program developed by
Talespin.
 BUDGET OF THE TRAINING

The budget for this training will depend on the following aspects:

 If all the students are from same college then fees will vary between Rs. 1500 to
2500

As we’ll have a lot of students if the students are from the same college that’s why we have
kept the price varying between Rs. 1500 to 2000 only.

 If Students are from different colleges the fees will vary between Rs. 2000 to 3000

 Someone who wants personal mentoring or coaching the fees will vary from Rs.
3000 to 5000.

NOTE: The above fees for the training are based on our primary course of 1 month only. It
will vary depending upon the type of training they want.
 DELIVERY STYLE

 By considering the current scenario the best way to give soft skills training is
through “Virtual Mode” where live interactions will take place
Their training in soft skills like problem solving and decision making increased productivity,
made complex tasks more efficient, and improved employee attendance. Stanford Research
Institute International determined that 75% of the long-term success in a given job role is
based on a mastery of soft skills, and only 25% of that job success comes from technical
skills. As you can see, the results from soft skills training are impressive. So let’s take a
closer look at how it all works. A scenario is a description of a series of interactions between
a player and a virtual character for one-to-one communication skills training, where at each
step the player is faced with a choice between statements. In this paper, we analyse the
characteristics of scenarios and provide a classification to represent such scenarios. The
analysis is performed through a literature review and by comparing virtual learning
environments for scenario based training. Using this analysis, we specify requirements for
describing communication scenarios related to their: structure (linear, branching,
interleaving), properties (static information stored per scenario like situation, background,
which virtual character to show), and parameters (characteristics of a scenario that can be
modified per statement like a score on a learning goal and an emotional effect in a virtual
character).

 Case study
 Play Sessions.
 AUDIENCE CONSIDERATION

 For this type of training we will only consider “College Students”

 As this type of training will help them in clearing their GD round or their placement
interviews or help them increase their self-confidence.

TRAINING AWARENESS

 By hiring “Campus Ambassador” who will spread the word about the training being
provided via social media marketing, email marketing and so on.

 They will also be sharing one Google form with the interested people so that we can
know in what type of training the people are interested so that they can be trained on
that specific basis only.
 TIME LINES

 Our Primary Course will be of 1 month.

So our primary course will be of 1 month where we will be providing training to the students
for their placement purposes or for enhancing their communication skills

 Else it will purely depend on the type of training the people want.

COMMUNICATION OF TRAINING

 Communication in both Hindi & English

EVALUATION OF THE TRAINING PROGRAM

 Feedback from the people via Google form

 Rating System
 CONTRIBUTION PAGE OF MEMBERS

1. Introduction – Shruti Kumari

2. Needs Assessment – Kahkasha Nigar

3. Objectives – Shruti Sunnapu

4. Delivery Mode – Simran Singh

5. Budget of the training – Shruti Kumari

6. Delivery style – Kahkasha Nigar

7. Audience Consideration – Shruti Sunnapu

8. Training Awareness – Simran Singh

9. Time Lines – Shruti Kumari

10. Communication of Training – Kahkasha Nigar

11. Evaluation of the program – Shruti Sunnapu