Professional Documents
Culture Documents
Who says small companies don't train employees? The hot ones always have. And in today's economic environment, even the CEOs of young and resource-scarce companies are discovering the payoffs -www.Inc.com
Few years ago, a discussion on training would have been very short. Back then, it was easy to describe training programs in small companies: most didn't have any. With a few rare exceptions, most small-company executives would have told you formal training was a luxury they couldn't afford. Big companies had training programs; small companies hired already-trained workers, or their employees learned on the job. Times have changed. Companies now realize the dire need to train their employees, to be progressive.
A Brief Introduction
InterGlobe Enterprises is an integrated travel corporation spanning various domains: Aviation management. Domestic low cost airline. Travel technology. Travel distribution services. Hotel development. Management services. General aviation.
IndiGo Profile
Headquarters: Gurgaon, Haryana, India Key people: Rahul Bhatia, MD Aditya Ghosh, President Revenue: Rs.94.5 billion(US$1.4 billion) (2013) Operating income: Rs. 9.93 billion (US$150 million) (2013) Net income: Rs. 7.87 billion (US$120 million) (2013)
HR VISION
"To attain organizational excellence by developing and inspiring the true potential of companys human capital and providing opportunities for growth, well being and enrichment".
HR MISSION
To create a value and knowledge based organization by inculcating a culture of learning, innovation & team working and aligning business priorities with aspiration of employees leading to development of an empowered, responsive and competent human capital
HR OBJECTIVES
To develop and sustain core values To develop business leaders for tomorrow. To provide job contentment through empowerment, accountability and responsibility. To build and upgrade competencies through virtual learning, opportunities for growth and providing challenges in the job. To foster a climate of creativity, innovation and enthusiasm To enhance the quality of life of employees and their family To inculcate high understanding of 'Service' to a greater cause.
Functional Training
The outcome of the training is measured by comparing the data pre-training and posttraining. A scale is developed for measuring the effectiveness of training based on the % achievement of the objectives.
Behavioral Training
The effectiveness of the training of this nature is measured annually. This is seen through the training need identification for the coming year for the employee. If the training need is repeated there, then the training provided is taken as ineffective. If the training need is repeated, but with focus on a part of the need, then the training is partially effective. If not repeated, then the training is effective.
General/Omnibus Training
These are the training needs flowing directly from the organizational needs. Examples of these can be ISO 9000 training, ISO 14000 training and any awareness training. These are omnibus training programmes, which are run for a large number of employees. The effectiveness of the training is measured by: Achievement of those organizational objectives within the time lines. Number of audit issues raised on the areas covered in the training. Any other such thing as defined in the training brochure.
TRAINING MODEL:
Steps in the Systematic Training approach Assessment: What is needed, Where, When and By Whom? Training Activity: Help attain the objective of that would satisfy the airlines goals. Evaluation process: Measuring the outcome of various training activity.
All records of the training are maintained at branch as per Record of Training in the Personnel folder and the same is intimated to the Executive Office Personnel through the Monthly Personnel Report.
Also, a person from the personnel department sits through the final session of the programme and takes the verbal feedback about the programme.
This is carried out as the very first step for any new entrant into Company.
The department prepares a schedule for the employee as per which he is required to spend specific time in each department. During such period, he is reporting to the respective department head. The objective of the induction programme is to familiarize the participant to the function of different department. The copies of the same are sent to the General Manager and all concerned. At the end of the induction, the trainee has to submit a report to the Personnel Department.
PILOT TRAINING
Captains training Qualified and Experienced Senior Copilots are taken through a rigorous selection process for command upgrade. Thereafter they undergo 8 SIM sessions + 2 Skill test for evaluation + AWO training followed by 50 sectors of IOE, 10 line checks and after DGCA endorsement one final release check. Co-pilots training - Endorsement + 02 route checks + 10 sectors of IOE with TRE + .40 sectors of IOE Followed by 2 sectors release check with TRE. IndiGo simulator and line training is done by the Airbus Instructors for standardization along with a SLF of 50 sectors.
PILOT TRAINING(Contd.)
Expat pilots - At IndiGo expats undergo 4 familiarization flights + a minimum of 05 sectors of IOE Covering critical and short fields + one line checks with TRI/TRE. ENGINEERING AACT training - employed by IndiGo. First time carried outside of Europe, IndiGo training department imparts recurring training (required under CAR145).
CABIN CREW
Ab Initio Training: 45 Days Greater training duration than regulatory mandate. Pass Score % mandated by DGCA is 80% vs. IndiGo standard of 90%. 3 strike policy (3 failures resulting in termination).
This program discusses building blocks for effective teambuilding for non-legal and legal staffs at law firms and other service companies. It helps existing teams, such as law firm practice groups, optimize their performance and reach their business goals. Format: 1/2 to 2 days.
Specialized Teambuilding Program for Law Firms and other Service Companies
Repatriation Training
This program helps individuals and families handle the impact of "reverse culture shock" when returning to their home countries after an international assignment. It focuses on the challenges of re-entry into the work and home environments as well as on successful re-entry strategies. Format: 1 to 2 days.
Executive Coaching
This program helps executives clarify their short- and medium-term personal and business goals and create a long-term vision for their lives. It helps them design strategies to reach these goals and align their lives with their vision. Format: on-going coaching sessions (30-60 mins).
Research Says
A research done by Bharti Suman, on the Training and Development procedures of Indigo Airlines, over a period of 1 year revealed: 100% respondents had attended training program during a period of 1 year. It means that the corporate HR department of Indigo airlines provides time to time training to all the employees and it is a continuous process.