Behavioural Training in IT-Sector

Behavioural Training in IT-
Sector
An example of Infosys
Amit Patel
Chirag Patel
Deepak Rao
Jaydev Joshi
07/28/09 IIPM-Ahmedabad 1
Flow of Prsentation
l What is Behavioural Training
l Why?
l Ways to identify
l Training Requirements
l Traditional Behaviour training
l Benefits of Behaviour training
l Methods used for Behavioural training at
INFOSYS
l Conclusion
What is Behavioural training
l Develops managers into good leaders by
improving certain skills.
l Enables employees to know each other
closely.
l Create aggressiveness in employees.
l Helps to solve conflicts.
l Helps employees with an opportunity to
observe efforts body language.
l Helps to challenge common, unhelpful,
internal messages and reframe them.
Why?
l Control your destiny
l Work-life balance
l Leadership for success
l Mind innovation
l Attitudes for Excellence
l Creativity and innovation
l Time Management
l Team Building
l Creative Conflict Management
l Ethical Decision Making
Ways to identify
l Customer-sensitivity.
l Whom to train.
l What to train.
l Type of trainers.
Training requirements
l Communication Skills.
l Effective Presentations.
l Team Building/Management.
l Conflict Management & Negotiations.
l Counseling Skills.
Contd…
l Cross-cultural Management.
l Attitudinal Change.
l Effective Meetings.
l Time Management & Interviewing Skills.
l Consulting with clients.
Past Behavior Is the Best Predictor of Future
Behavior
l Focuses on those behaviors that are most

important to success on the job.
l Questions created that probe for specific
examples of when the candidate did or did
not display these behaviors.
l Behavioral-based interviewing technique
pinpoints the exact qualities needed for a
job.
l Questions on those critical behaviors.
People who use behavioral-based
interviewing techniques tend to hire
better employees, and better
employees mean a more successful
company.
Worst Practices in Traditional
Interviewing
l The interviewer talks more than the
candidate, wasting valuable time.
l Hiring decisions are based on first

impressions, which can result in a bad
hire.
Contd…
l The interviewer asks inappropriate (or
potentially illegal) questions.
l The same general questions are used for

every position, making it difficult to judge if
a candidate is right for a specific job.
l Interviewers strongly disagree on which

candidate to hire because they cannot
agree on which characteristics are most
important for job success.
Benefits of Behavioral-Based
Interviewing
l Questions target specific behaviors
needed to be successful in the job.
l It’s more difficult for candidates to “fake”

their responses.
l The interview process is more legally

defensible.
Contd…
l Candidates feel like the interview has
given them a fair chance to discuss their
skills.
l Interviewers use the same criteria to make

hiring decisions.
l Interviewers’ final decisions are based on

important job-related data.
Methods of Behavioural
Training
l GAMES AND SIMULATIONS.
l BEHAVIOR-MODELING.
l BUSINESS GAMES.
l CASE STUDIES.
l IN-BASKET TECHNIQUE.
l ROLE PLAYS
Methods used by INFOSYS
l Games and Simulation:- effective tool
lChallenge
lRules
lInteractivity
l The games are used to create a harmony

among employees.
Behavior modeling
l Includes observing others how to do
something new.
l The skills are required that are defined
l A brief overview of the theory is then
provided to the trainers
l Then, trainees are given instructions that
what specific learning points or critical
behavior they have to watch
l Then the expert is used to model the
suitable behaviors
Contd…
l Then, the trainees are encouraged to
practice the suitable behavior in a role
play or through any other method of
simulation
l Trainees are then provided with some
opportunities to give reinforcement for
appropriate imitation of the model’s
behavior
l In the end, trainer ensures that trainees
appropriately reinforces the behavior on
the work place
BUSINESS GAMES
l It develops leadership skills.
l It improves application of total quality
principles.
l It develops skills in using quality tools.
l It strengthen management skills.
l It demonstrates principles and concepts.
l It explores and solves complex problem.
Case Studies
l Building decision making skills
l Assessing and developing Knowledge,
Skills and Attitudes (KSAs)
l Developing communication and
interpersonal skills
l Developing management skills
l Developing procedural and strategic
knowledge
IN BASKET TECHNIQUE
l Building decision making skills.
l Assess and develops Knowledge, Skills
and Attitudes (KSAs).
l Develops of communication a
interpersonal skills.
l Develops procedural knowledge.
l Develops strategic knowledge.
Role Plays
l Developing interpersonal skills and
communication skills.
l Conflict resolution.
l Group decision making.
l Developing insight into one’s own
behavior and its impact on others.
Conclusion
That’s all
That’s All
Folks !!!
Thank you!!!
Folks!!!
Thank
you!!!

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Behavioural Training in IT-

l Conflict Management & Negotiations.

l Time Management & Interviewing Skills.

l Consulting with clients.

l Focuses on those behaviors that are most

l Hiring decisions are based on first

l The same general questions are used for

l Interviewers strongly disagree on which

l It’s more difficult for candidates to “fake”

l The interview process is more legally

l Interviewers use the same criteria to make

l Interviewers’ final decisions are based on

l The games are used to create a harmony

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