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  • Indco Challenges of Designing Customized Training

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    Geetha S
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    The document discusses the challenges of designing customized training programs at INDCO, a Fortune 500 manufacturing company. INDCO follows a 70-20-10 policy for training and development. Training managers assess competency gaps in employees by considering their qualifications, experience, previous training, performance evaluations, and planned changes to responsibilities. Managers then nominate employees for training programs offered either internally through INDCO's management development center or externally through advanced agencies. When assessing training needs, managers conduct a training needs assessment considering why, who, how, what, when, and where training is needed. They examine both macro factors like strategic goals, market trends, and organizational performance, as well as micro factors like individual employee performance and where ref

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    The document discusses the challenges of designing customized training programs at INDCO, a Fortune 500 manufacturing company. INDCO follows a 70-20-10 policy for training and development. Training managers assess competency gaps in employees by considering their qualifications, experience, previous training, performance evaluations, and planned changes to responsibilities. Managers then nominate employees for training programs offered either internally through INDCO's management development center or externally through advanced agencies. When assessing training needs, managers conduct a training needs assessment considering why, who, how, what, when, and where training is needed. They examine both macro factors like strategic goals, market trends, and organizational performance, as well as micro factors like individual employee performance and where ref

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    34 views3 pages

    Indco Challenges of Designing Customized Training

    Uploaded by

    Geetha S
    The document discusses the challenges of designing customized training programs at INDCO, a Fortune 500 manufacturing company. INDCO follows a 70-20-10 policy for training and development. Training managers assess competency gaps in employees by considering their qualifications, experience, previous training, performance evaluations, and planned changes to responsibilities. Managers then nominate employees for training programs offered either internally through INDCO's management development center or externally through advanced agencies. When assessing training needs, managers conduct a training needs assessment considering why, who, how, what, when, and where training is needed. They examine both macro factors like strategic goals, market trends, and organizational performance, as well as micro factors like individual employee performance and where ref

    Copyright:

    © All Rights Reserved
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    of 3

    INDCO CHALLENGES OF

    DESIGNING CUSTOMIZED
    TRAINING
    INDCO MANAGEMENT DEVELOPMENT
    CENTRE

    • Fortune 500 Manufacturing company


    • 70: 20: 10 Policy
    • Competency gap in employee’s role
    • Qualifications
    • Experience
    • Previous training programs attended
    • Performance evaluation
    • Planned changes to the employee’s responsibilities
    • Portfolio of training programs
    • Self nomination/ Manager’s nomination
    • Basic trainings by IMDC, advanced external agencies
    What factors do training managers consider in
    assessing the training needs?

     “Training Needs Assessment” (TNA)


     5W
     Why
     Who
     How
     What
     When
     Where
     Macro factors
     Strategic goals
     Market trend
     Organizational performance
     Expert opinion
     Micro factors
     Performance based
     Refresher training
     look at where the employees lag

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