TRAINING AND DEVELOPMENT

FOR BHARTI FOUNDATION

 WHAT IS TRAINING AND
DEVELOPMENT ?
• Training and development refer to the activities and processes undertaken by organizations to enhance the knowledge,
skills, abilities, and competencies of their employees. It involves providing individuals with the necessary tools, resources,
and learning opportunities to improve their performance, acquire new skills, and grow professionally.

• Training typically focuses on equipping employees with specific job-related skills, knowledge, and competencies necessary
to carry out their current roles effectively. It can cover a wide range of areas, including technical skills, communication
skills, customer service, leadership development, sales techniques, and compliance training, among others. Training
programs can be delivered through various methods such as workshops, seminars, online courses, on-the-job training, or
external training providers.

• Development, on the other hand, takes a broader perspective and focuses on preparing employees for future responsibilities
and career advancement. It aims to nurture the potential of individuals and enable them to grow both personally and
professionally. Development initiatives often include activities such as coaching, mentoring, job rotations, stretch
assignments, leadership programs, succession planning, and talent management
 WHY IS IT IMPORTANT ?
• Improved Job Performance: Training equips employees with the necessary knowledge, skills, and
competencies to perform their jobs more effectively. It enhances their job-specific skills, technical
expertise, and understanding of processes, resulting in improved productivity, efficiency, and
quality of work.

• Enhanced Employee Satisfaction and Engagement: Offering training and development

opportunities demonstrates an organization's commitment to employee growth and development. It
fosters a positive work environment, boosts employee morale, and enhances job satisfaction.
Employees who receive training feel valued and invested in, leading to higher levels of
engagement and retention.

• Adaptation to Change: In today's rapidly changing business landscape, organizations need to adapt
to new technologies, industry trends, and evolving customer needs. Training and development
programs help employees stay updated with the latest knowledge and skills required to meet these
changes. It ensures that employees can effectively navigate and contribute to organizational growth
and success.
 • INCREASED INNOVATION AND CREATIVITY: TRAINING PROGRAMS OFTEN EMPHASIZE CRITICAL
THINKING, PROBLEM-SOLVING, AND CREATIVE SKILLS. BY PROVIDING EMPLOYEES WITH A BROADER
SKILL SET AND ENCOURAGING THEM TO THINK OUTSIDE THE BOX, ORGANIZATIONS CAN FOSTER A
CULTURE OF INNOVATION. WELL-TRAINED EMPLOYEES ARE MORE LIKELY TO GENERATE FRESH IDEAS,
CONTRIBUTE TO PROCESS IMPROVEMENT, AND DRIVE INNOVATION WITHIN THEIR ROLES AND TEAMS.

• COMPLIANCE AND RISK MANAGEMENT: CERTAIN INDUSTRIES HAVE STRICT REGULATORY

REQUIREMENTS AND COMPLIANCE STANDARDS. TRAINING PROGRAMS ENSURE THAT EMPLOYEES ARE
AWARE OF THESE REGULATIONS AND UNDERSTAND HOW TO COMPLY WITH THEM. IT REDUCES THE
RISK OF LEGAL AND ETHICAL VIOLATIONS, REINFORCES ETHICAL BEHAVIOR, AND PROMOTES A
CULTURE OF COMPLIANCE WITHIN THE ORGANIZATION.

• IMPROVED CUSTOMER SATISFACTION: WELL-TRAINED EMPLOYEES ARE BETTER EQUIPPED TO DELIVER

EXCELLENT CUSTOMER SERVICE. TRAINING PROGRAMS THAT FOCUS ON ENHANCING COMMUNICATION
SKILLS, CUSTOMER HANDLING, AND PROBLEM-SOLVING ENABLE EMPLOYEES TO MEET CUSTOMER
NEEDS MORE EFFECTIVELY, RESULTING IN IMPROVED CUSTOMER SATISFACTION AND LOYALTY.
 TRAINING AND DEVELOPMENT
BY TOP MNC'S

1. ETSY
• ETSY IS A COMPANY THAT USES AN ALL-AROUND APPROACH WHEN IT COMES TO TRAINING AND
DEVELOPMENT.

• ACCORDING TO THE COMPANY’S OFFICIAL SITE, ITS LEARNING AND DEVELOPMENT PROCESS IS BASED
ON TEACHINGS FROM SOCIOLOGY, ADULT LEARNING THEORY, AND ORGANIZATIONAL PSYCHOLOGY, AS
WELL AS ITS OWN VALUES AND CULTURE.

• LIKE ETSY, YOU TOO CAN UTILIZE A VARIETY OF DISCIPLINES TO CRAFT A SPECIALIZED FORM OF
TRAINING AND DEVELOPMENT. THE COMPANY ALSO EMPHASIZES THE IMPORTANCE OF EMPLOYEE
FEEDBACK. IN 2015, THEY TOOK A STEP FURTHER AND DEVELOPED THEIR OWN FEEDBACK COLLECTION
PROGRAM NAMED SONAR.
 2. AMAZON
• THIS SUCCESSFUL E-COMMERCE COMPANY HAS COMMITTED TO UPSKILLING MORE THAN 300,000 OF
ITS OWN EMPLOYEES. AMAZON’S UPSKILLING 2025 PLEDGE IS MEANT TO PROVIDE WORKERS WITH THE
TRAINING THAT THEY NEED TO SECURE NEW AND HIGH-GROWTH JOBS FOR THE FUTURE .

• ADDITIONALLY, AMAZON PROVIDES OVER 750,000 OF ITS OPERATIONS EMPLOYEES WITH ELIGIBILITY
FOR FULLY FUNDED TUITION. IN DOING SO, THE COMPANY CLEARLY VALUES THE EDUCATION OF ITS
EMPLOYEES. IT WANTS TO PREPARE THEM FOR THE FUTURE.

• INDEED, AMAZON IS SURELY A MODEL COMPANY WHEN IT COMES TO TRAINING AND DEVELOPMENT.
 3. AT&T
• AT&T’S GOAL IS TO DEVELOP A CULTURE OF CONTINUOUS EDUCATION AND SKILLS DEVELOPMENT. TO
ACHIEVE THIS, THE COMPANY ESTABLISHED ITS OWN INTERNAL TRAINING ORGANIZATION, AT&T
UNIVERSITY.

• THIS AWARD-WINNING PROJECT PROVIDES MENTORING, CAREER DEVELOPMENT PROGRAMS, AND

PERSONALIZED TRAINING AS WELL. ALSO, THE COMPANY OFFERS TUITION ASSISTANCE AND EXTERNAL
LEARNING OPPORTUNITIES TO ITS EMPLOYEES.

• TRULY, AT&T’S TRAINING AND DEVELOPMENT PROGRAMS ARE WORTH IMITATING.

• STILL NOT SURE ABOUT WHICH TRAINING AND DEVELOPMENT PROGRAMS TO IMPLEMENT? NO
WORRIES. FOR THIS SPECIAL CONCERN, YOU MIGHT WANT TO USE MOODTRACKER®, AN ADVANCED
EMPLOYEE PULSE SURVEY TOOL.
SOME TRAINING AND DEVELOPMENT PROGRAM THAT CAN BE CONSIDERED BY BHARTI
FOUNDATIONS ARE

1. ON-THE-JOB TRAINING
• IT IS ONE OF THE MOST COMMON TYPES OF TRAINING METHODS. ON-THE-JOB OR
HANDS-ON TRAINING FOCUSES PRIMARILY ON THE PRACTICAL SKILLS NECESSARY
FOR THE JOB. THIS TRAINING METHOD HELPS NEW HIRES BEGIN WORKING
IMMEDIATELY. IN SOME CASES, IT MAY BE BENEFICIAL TO INCORPORATE AN
EMPLOYEE SHADOWING COMPONENT. IT MAY ALSO ALLOW NEW HIRES TO GAIN A
LITTLE INSIGHT INTO THE CONTEXT AND JOB REQUIREMENTS BEFORE TRYING IT ON
THEIR OWN.
 2. CASE STUDIES
• WHEN IT COMES TO ENHANCING ANALYTICAL AND PROBLEM-SOLVING SKILLS,
CASE STUDIES MAY BE THE MOST EFFECTIVE TRAINING METHOD. IN THIS METHOD,
TRAINEES GET SCENARIOS, EITHER REAL OR IMAGINARY, THAT DEPICT COMMON
WORK SITUATIONS. EITHER INDEPENDENTLY OR IN A GROUP, THE EMPLOYEES THEN
GET INSTRUCTION TO ANALYSE THE CASE AND COME UP WITH THE BEST POSSIBLE
SOLUTIONS AND SCENARIOS. AFTER THAT, THE TRAINER REVIEWS THE PROS AND
CONS OF EACH OPTION TO HELP TRAINEES ENHANCE THEIR SKILLS.

3.COLLABORATIVE TRAINING
• COLLABORATIVE TRAINING IS A METHODOLOGY WHERE EMPLOYEES SHARE THEIR
KNOWLEDGE AND EXPERTISE, TEACHING AND LEARNING FROM ONE ANOTHER AT
THE SAME TIME. THIS TECHNIQUE HELPS ENHANCE THE OVERALL TRAINING
EXPERIENCE FOR EMPLOYEES BY CAPITALIZING ON THEIR SKILLS, IDEAS, AND
KNOWLEDGE.
 4. VIDEO TRAINING
• VIDEO TRAINING IS ONE OF THE MOST EFFECTIVE EMPLOYEE TRAINING METHODS
TO ENGAGE EMPLOYEES AND DELIVER SOPHISTICATED LEARNING EXPERIENCES AT
A LOWER COST THAN TRADITIONAL TRAINING. CREATING TRAINING VIDEO FOR
EMPLOYEES ENABLES THEM TO DIGEST INFORMATION IN AN EASY-TO-UNDERSTAND
FORMAT THAT IS EASIER TO RETAIN, AND THAT EMPLOYEES ARE ABLE TO GO BACK
AND WATCH AT ANY TIME.

5. CROSS-TRAINING
• CROSS-TRAINING INVOLVES TEACHING AN EMPLOYEE HIRED TO PERFORM ONE JOB
FUNCTION THE SKILLS TO PERFORM NEW JOB FUNCTIONS. THIS ALLOWS YOUR
EMPLOYEES TO OFFER SUPPORT IN THE TIME OF NEED INSTEAD OF HAVING TO
OUTSOURCE WORK. EMPLOYEES FIND CROSS-TRAINING BENEFICIAL FOR THEIR
PERSONAL GROWTH AS IT MAKES THEM LEARN NEW SKILLS TO ENHANCE THEIR
VALUE WITHIN THE ORGANIZATION, OR SWITCH TO A ROLE THAT THEY FEEL IS
MORE ALIGNED WITH THEIR CAREER ASPIRATIONS.
 6.MINDFULNESS AND WELL-BEING TRAINING PROGRAM
• MINDFULNESS AND WELL-BEING TRAINING PROGRAMS ARE DESIGNED TO HELP
INDIVIDUALS CULTIVATE AWARENESS, REDUCE STRESS, AND PROMOTE OVERALL
MENTAL AND EMOTIONAL WELL-BEING. THESE PROGRAMS TYPICALLY
INCORPORATE VARIOUS TECHNIQUES AND PRACTICES DERIVED FROM
MINDFULNESS MEDITATION, COGNITIVE-BEHAVIORAL THERAPY, POSITIVE
PSYCHOLOGY, AND OTHER EVIDENCE-BASED APPROACHES

7.REVERSE MENTORING
• REVERSE MENTORING IS AN INNOVATIVE APPROACH TO TRAINING AND
DEVELOPMENT THAT INVOLVES PAIRING SENIOR EMPLOYEES WITH YOUNGER,
LESS-EXPERIENCED EMPLOYEES IN A MENTORSHIP RELATIONSHIP. UNLIKE
TRADITIONAL MENTORING, WHERE SENIOR EMPLOYEES GUIDE AND MENTOR
JUNIOR EMPLOYEES, REVERSE MENTORING FLIPS THE DYNAMIC BY HAVING JUNIOR
EMPLOYEES MENTOR SENIOR EMPLOYEES.
 8.DATA LITERACY TRAINING
• DATA LITERACY TRAINING IS DESIGNED TO ENHANCE INDIVIDUALS'
UNDERSTANDING AND PROFICIENCY IN WORKING WITH DATA. IT AIMS TO EQUIP
EMPLOYEES WITH THE NECESSARY KNOWLEDGE, SKILLS, AND MINDSET TO
EFFECTIVELY INTERPRET, ANALYZE, AND COMMUNICATE DATA-DRIVEN INSIGHTS.
EG:DATA FUNDAMENTALS ,DATA ANALYSIS TECHNIQUES ,DATA
VISUALIZATION ,DATA INTERPRETATION AND CRITICAL THINKING ETC.

9.RESILIENCE TRAINING
• RESILIENCE TRAINING IS DESIGNED TO HELP INDIVIDUALS DEVELOP THE ABILITY
TO BOUNCE BACK FROM ADVERSITY, ADAPT TO CHANGE, AND MAINTAIN A POSITIVE
MINDSET DURING CHALLENGING TIMES. IT FOCUSES ON BUILDING EMOTIONAL,
COGNITIVE, AND BEHAVIORAL SKILLS THAT ENHANCE RESILIENCE AND WELL-
BEING.
 10.CYBERSECURITY TRAINING
• CYBERSECURITY TRAINING IN HRM (HUMAN RESOURCE MANAGEMENT) FOCUSES ON
EDUCATING HR PROFESSIONALS AND EMPLOYEES ABOUT CYBERSECURITY BEST
PRACTICES, POLICIES, AND PROCEDURES. IT AIMS TO ENHANCE THEIR KNOWLEDGE
AND SKILLS TO MITIGATE CYBERSECURITY RISKS, PROTECT SENSITIVE DATA, AND
PROMOTE A CULTURE OF CYBERSECURITY AWARENESS WITHIN THE ORGANIZATION .
EG : CYBERSECURITY FUNDAMENTALS,DATA PROTECTION AND PRIVACY , INCIDENT
RESPONSE AND REPORTING ETC.
11.TEAM BUILDING
• TEAM BUILDING TRAINING AND DEVELOPMENT PROGRAMS ARE DESIGNED TO
ENHANCE COLLABORATION, COMMUNICATION, TRUST, AND PRODUCTIVITY WITHIN
TEAMS. THESE PROGRAMS TYPICALLY INVOLVE A VARIETY OF ACTIVITIES, EXERCISES,
AND WORKSHOPS THAT PROMOTE TEAMWORK, PROBLEM-SOLVING, AND
RELATIONSHIP-BUILDING.
EG:ICEBREAKER ACTIVITIES ,COMMUNICATION AND COLLABORATION , TRUST BUILDING ,
DIVERSITY AND INCLUSION
 12.SENIOR MANAGEMENT TRAINING SESSION
• SENIOR MANAGEMENT TRAINING SESSIONS IN HRM (HUMAN RESOURCE
MANAGEMENT) FOCUS ON DEVELOPING THE SKILLS AND COMPETENCIES
NECESSARY FOR SENIOR LEADERS TO EFFECTIVELY MANAGE AND LEAD THE HR
FUNCTION WITHIN AN ORGANIZATION. THESE TRAINING SESSIONS ADDRESS
STRATEGIC HR MANAGEMENT, LEADERSHIP DEVELOPMENT, AND THE ROLE OF HR IN
DRIVING ORGANIZATIONAL SUCCESS.
EG: STRATEGIC THINKING AND PLANNING ,LEADERSHIP DEVELOPMENT ,FINANCIAL
ACUMEN ,STRATEGIC TALENT MANAGEMENT
 13.GROWTH AND LEARNING OPPORTUNITIES FOR WOMEN
• CREATING GROWTH AND LEARNING OPPORTUNITIES FOR WOMEN IN TRAINING AND
DEVELOPMENT IS ESSENTIAL FOR PROMOTING GENDER EQUALITY, DIVERSITY, AND
INCLUSION WITHIN ORGANIZATIONS. HERE ARE SOME STRATEGIES AND INITIATIVES
THAT CAN SUPPORT THE GROWTH AND LEARNING OF WOMEN IN TRAINING AND
DEVELOPMENT:

• LEADERSHIP DEVELOPMENT PROGRAMS: ORGANIZATIONS CAN IMPLEMENT

LEADERSHIP DEVELOPMENT PROGRAMS SPECIFICALLY DESIGNED FOR WOMEN IN
TRAINING AND DEVELOPMENT ROLES. THESE PROGRAMS PROVIDE TARGETED
TRAINING, MENTORSHIP, AND COACHING TO HELP WOMEN ENHANCE THEIR
LEADERSHIP SKILLS, BUILD CONFIDENCE, AND ADVANCE IN THEIR CAREERS.
TBC.
 • MENTORING AND SPONSORSHIP: ESTABLISHING FORMAL MENTORING AND
SPONSORSHIP PROGRAMS CAN BE VALUABLE FOR WOMEN IN TRAINING AND
DEVELOPMENT. PAIRING WOMEN WITH EXPERIENCED MENTORS OR SPONSORS WHO
CAN PROVIDE GUIDANCE, SUPPORT, AND ADVOCACY CAN SIGNIFICANTLY
CONTRIBUTE TO THEIR PROFESSIONAL GROWTH AND ADVANCEMENT

• OPPORTUNITIES.VISIBILITY AND RECOGNITION: ORGANIZATIONS SHOULD ENSURE

THAT WOMEN IN TRAINING AND DEVELOPMENT ROLES ARE GIVEN VISIBILITY AND
RECOGNITION FOR THEIR CONTRIBUTIONS AND ACHIEVEMENTS. THIS CAN INVOLVE
HIGHLIGHTING THEIR WORK IN INTERNAL COMMUNICATIONS, SHOWCASING THEIR
EXPERTISE AT CONFERENCES OR INDUSTRY EVENTS, AND NOMINATING THEM FOR
RELEVANT AWARDS AND RECOGNITION PROGRAMS.

TBC
 • DIVERSITY AND INCLUSION TRAINING: PROVIDING DIVERSITY AND INCLUSION
TRAINING TO ALL EMPLOYEES, INCLUDING THOSE IN TRAINING AND DEVELOPMENT
ROLES, HELPS CREATE A SUPPORTIVE AND INCLUSIVE WORK ENVIRONMENT. THIS
TRAINING SHOULD ADDRESS UNCONSCIOUS BIAS, GENDER STEREOTYPES, AND
INCLUSIVE LEADERSHIP PRACTICES TO FOSTER AN ENVIRONMENT WHERE WOMEN
FEEL VALUED AND HAVE EQUAL ACCESS TO GROWTH OPPORTUNITIES.

• ADVOCACY AND EQUAL OPPORTUNITIES: ORGANIZATIONS SHOULD ACTIVELY

PROMOTE EQUAL OPPORTUNITIES FOR WOMEN IN TRAINING AND DEVELOPMENT
THROUGH FAIR AND TRANSPARENT PROCESSES FOR RECRUITMENT, PROMOTIONS,
AND ASSIGNMENTS. IT IS IMPORTANT TO ADVOCATE FOR GENDER EQUITY AND
ENSURE THAT WOMEN HAVE EQUAL ACCESS TO CHALLENGING PROJECTS,
LEADERSHIP ROLES, AND CAREER ADVANCEMENT OPPORTUNITIES.
 14.LMS IN TRAINING AND DEVELOPMENT .
THE LMS IS AN INTUITIVE HR TOOL THAT ALLOWS COMPANIES TO ORGANIZE TRAINING
AND DEVELOPMENT PROGRAMS THROUGH A CENTRALIZED CLOUD-BASED SYSTEM.
COURSE ADMINS CAN CREATE MULTIPLE COURSES AND EVEN CONDUCT THEM IN
BATCHES SO THAT THE ENTIRE WORKFORCE CAN TAKE PART

CERTAINLY! HERE ARE SOME EXAMPLES OF LEARNING MANAGEMENT SYSTEMS (LMS)

USED BY DIFFERENT COMPANIES:
• CORNERSTONE ON DEMAND: CORNERSTONE ONDEMAND IS A POPULAR CLOUD-
BASED LMS USED BY MANY LARGE ORGANIZATIONS. IT OFFERS FEATURES SUCH AS
CONTENT MANAGEMENT, ONLINE COURSE CREATION, SKILLS TRACKING, SOCIAL
LEARNING, AND REPORTING/ANALYTICS.
• SAP LITMOS: SAP LITMOS IS A FLEXIBLE AND SCALABLE LMS THAT PROVIDES A
RANGE OF TRAINING AND DEVELOPMENT SOLUTIONS. IT OFFERS FEATURES LIKE
COURSE CREATION, ASSESSMENTS, MOBILE LEARNING, CERTIFICATIONS, AND
INTEGRATIONS WITH OTHER HR AND BUSINESS SYSTEMS.
• TALENT LMS: TALENT LMS IS A USER-FRIENDLY AND CUSTOMIZABLE LMS SUITABLE
FOR BUSINESSES OF ALL SIZES. IT OFFERS FEATURES SUCH AS COURSE CREATION,
ASSESSMENTS, GAMIFICATION, PROGRESS TRACKING, AND E-COMMERCE
CAPABILITIES.

• DOCEBO: DOCEBO IS AN AI-POWERED LMS THAT PROVIDES A COMPREHENSIVE

SUITE OF LEARNING AND DEVELOPMENT TOOLS. IT OFFERS FEATURES SUCH AS
COURSE CREATION, SOCIAL LEARNING, PERSONALIZED LEARNING PATHS,
CERTIFICATIONS, AND ADVANCED REPORTING/ANALYTICS

• MOODLE: MOODLE IS AN OPEN-SOURCE LMS WIDELY USED IN THE EDUCATION

SECTOR AND BY ORGANIZATIONS OF ALL SIZES. IT OFFERS A RANGE OF FEATURES
INCLUDING COURSE CREATION, DISCUSSION FORUMS, QUIZZES, MULTIMEDIA
SUPPORT, AND INTEGRATIONS WITH OTHER SYSTEMS.
HERE ARE A FEW EXAMPLES OF FAMOUS AND UNIQUE TRAINING AND DEVELOPMENT
PROGRAMS IMPLEMENTED BY TOP MULTINATIONAL CORPORATIONS (MNCS):
• GOOGLE'S "GOOGLER TO GOOGLER" (G2G) PROGRAM: GOOGLE ENCOURAGES ITS
EMPLOYEES TO SHARE THEIR KNOWLEDGE AND EXPERTISE THROUGH THIS
PROGRAM. EMPLOYEES CAN CREATE AND DELIVER TRAINING SESSIONS TO THEIR
PEERS, HELPING THEM LEARN NEW SKILLS AND STAY UPDATED ON EMERGING
TECHNOLOGIES AND INDUSTRY TRENDS. THIS PROGRAM FOSTERS A CULTURE OF
CONTINUOUS LEARNING AND KNOWLEDGE SHARING WITHIN THE ORGANIZATION.
• APPLE'S APPLE UNIVERSITY: APPLE UNIVERSITY IS AN INTERNAL TRAINING AND
DEVELOPMENT PROGRAM THAT AIMS TO PRESERVE AND TRANSMIT APPLE'S UNIQUE
CORPORATE CULTURE AND VALUES. IT PROVIDES COURSES ON LEADERSHIP,
DECISION-MAKING, CREATIVITY, AND OTHER TOPICS TO HELP EMPLOYEES
UNDERSTAND AND EMBODY APPLE'S CORE PRINCIPLES. THE PROGRAM FEATURES
LECTURES FROM TOP EXECUTIVES, CASE STUDIES, AND INTERACTIVE LEARNING
EXPERIENCES
 • MICROSOFT'S "MANAGER EXCELLENCE" PROGRAM: MICROSOFT'S MANAGER
EXCELLENCE PROGRAM FOCUSES ON DEVELOPING EFFECTIVE LEADERSHIP AND
MANAGEMENT SKILLS. IT OFFERS A RANGE OF RESOURCES, INCLUDING ONLINE
COURSES, WORKSHOPS, AND COACHING SESSIONS, TO HELP MANAGERS ENHANCE
THEIR ABILITIES IN AREAS SUCH AS COMMUNICATION, TEAM BUILDING, STRATEGIC
THINKING, AND PERFORMANCE MANAGEMENT.

• IBM'S "THINK ACADEMY": IBM'S THINK ACADEMY IS AN ONLINE LEARNING

PLATFORM THAT PROVIDES A WIDE ARRAY OF TRAINING RESOURCES TO IBM
EMPLOYEES WORLDWIDE. IT OFFERS COURSES, WEBINARS, AND VIRTUAL
CONFERENCES ON TOPICS SUCH AS EMERGING TECHNOLOGIES, DATA ANALYTICS,
ARTIFICIAL INTELLIGENCE, AND CYBERSECURITY. THINK ACADEMY ENABLES
EMPLOYEES TO ACCESS SELF-PACED LEARNING MODULES AND COLLABORATE WITH
EXPERTS ACROSS DIFFERENT DOMAINS.