IIM SIRMAUR

OUR TEAM
AKHIL

AKASH

OM KRISHNA

RADHIKA

ROHIT G NAIR

Training program for First-line Supervisors SANSKAR

SAHIL

SHAWN
By Group 1

TRIBIKRAM

Presented to: Dr M C Agarwal

 Case Introduction

Identification of Problem

Analysis of the case

Contents Solution

Questionnaire

Analysis of responses

Learning and Conclusion

 A production group of employees working

CASE in a large manufacturing organization

INTRODUCTION First level of supervision of shop floor

250 first line supervisors

 Analysis of the organization related to the
working culture and employee engagement

Analysis of job requirement i.e. what the job

requires and what the employee consumes.

How to approach 360 Degree Feedback

the issue Identify the business needs

Actual job performance & key performance

indicators

On the job Tests

 Question 2: Tool for assessing TNA
Some gap analysis assessment tools are the following:

HR records Individual interviews

HR records can include accident and Individual interviews are conducted with
safety reports, job descriptions, job employees, supervisors and senior
competencies, exit interviews, managers.
performance evaluations. The information gathered can identify the
gaps that an organization needs to address.

Focus groups Surveys, questionnaires and self-assessments

Unlike individual interviews, using focus
groups involves questioning number of
individuals about training needs.
Best results occur with a group of
employees who have similar training
needs.
Surveys use a standardized format and can
be done in writing, electronically or by
phone.
Depending on the situation, it can be helpful
to conduct surveys with employees and
customers.
 Personnel Records

Individual Service Record

Performance Record
Leave Records
Training Records
HR Records Health and Safety Records

Other records include exit interviews, job

competencies, job descriptions, performance
evaluations, and other company records such as
sales, cost and production records.
 While conducting an individual interview, consider:

What you want to learn and then selecting

representative participants to talk to

Writing an interview protocol for the interviewer

to follow. The protocol includes questions and
probes to use for follow-up
Individual
Interview Hiring a skilled interviewer who knows how to
make interviewees feel more comfortable, asks
questions in a neutral manner, listens well, and
knows when and how to probe for more details

Getting permission to tape the sessions and

have one or more note takers
 Basic personality details
How is your typical day in work?
What difficulties do you face?
How do you plan the day before going to the
workshop?
What is the critical element of your job?
How is your relationship with your suboordinates?
Survey Questions What kind of problems do your suboordinates tell
you?
How many people are you managing currently?
How many people do you think you can manage
efficiently?
What will you do if
a) Fire erupts b) Theft c) Mishandling of equipment
d) Employee conflict
 Welcome
Introduce Yourself and Focus Group Topic
Housekeeping,Ground Rules &
Reimbursement Information (if any)
Focus Group Frame a Questionnaire.
Discussion Future State Of the company.
Present perception of the company
Wrap-up final thoughts
What learners should know.
Thank the focus group for their efforts
Data Collection
Challenges faced:
Inconsistent data collection standards
Lack of training in data collection
High survey dropout rates
Hesitation from participants
Complexities and conflict of interest
Biasness in the data collected

How to overcome the challenges:

Ensure commitment from all the departments
Training the staff involved in the process
Use the help of novel technologies to assist the staff
Incentivise the participants
Keep the questionnaire short and to the point
 Analysis of the Responses
Steps to analyse the data :-

Understand the four measurement levels - Nominal, Ordinal, Interval Scale, ratio
scale.
Segment your survey questions - Segmenting your survey questions will isolate data
that are relevant to your goals. it's important to ask both close-ended and open-
ended questions.
Analyze quantitative data first - Quantitative data, however, comes from close-
ended questions which can be converted into a numeric value. Once data is
quantified, it's much easier to compare results and identify trends.
Use cross-tabulation to better understand your target.
Consider causation versus correlation - Another important aspect of survey analysis
is knowing whether the conclusions you're drawing are accurate.
Visualise - Make a visual presentation of the data using data tools.

It is essential to first analyze the organization work

culture to approach the issue pertaining to the

Learnings &

organization, this could be done through 360 degree

feedback, etc.

Conclusion

To design an appropriate training requirement for the

organization it is important to first analyze the training

need which can be conducted through training needs

assessment that helps in assessing the individual

competencies and skills, this needs to be done on a

periodical basis for it to align with organizations needs

Once the tools are properly implemented in place the

next step is to ensure that it is properly utilized and all

the challenges are overcome in the systematic manner.