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TRAINING & DEVELOPMENT AT TOYOTA.

PRESENTED BY: VINAYAK SONAWANE SONAM MORE

BACK GROUND/ FORMATION OF TOYOTA:

In Aug, 2007 one of the worlds leading automobile manufactures, Toyota motor corporation (TMC) announced its joint venture in India. Toyota Kirloskar Motor Private limited (TKML) had set up a technical school called Toyota Technical Training Institute (TTTI) on the out skirts of Bangalore, India. The company said that (TTTI) was meant for those who had passed out of middle school (class10) but could not continue their education due to financial or other constraints.

ABOUT TTTI : The TTTI was established at a cost of Rs.220 million. The institute was spread across a 48,726 sq.m area within the premises of the Toyota kirloskar motor at Banglore. The institute offered 4 practical oriented courses in painting,welding,automobile assembly and mechatronics. The institute would train approximately 180 trainees across the three academic years. It intially started its operations with a total staff strength of 25,including 17 teaching staff.

TRAINING TECHIQUES: (TOYOTA) Informational presentation On the job training Simulation Method: case studies,role plays,games etc. Sensitivity training Multimedia Training/e-learning Assessment centres,development centres 360 degree feed back Kanban technique.

EVALUATION OF TRAINING: (TOYOTA) Evaluation involves the assessment of the effectiveness of the training programs.
This

assessment is done by collecting data whether the participants were satisfied with the deliverable of the training program, whether they learned some thing from the training and are also able to apply those skills at their work place.

BENEFITS OF TRAINING EVALUATION: (TOYOTA)

Evaluation acts as a check to ensure that the training is able to fill the competency gaps within the organisation. Some of the training evaluation are as under: Ensures accountability: Training evaluation ensures that training programs comply with the competency gaps and that the deliverables are not compromised upon.

CONTD....

Check the cost: Evaluation ensures that the training programs are effective in improving the work quality, employee behaviour,attitude and development of new-skills with the employee within a certain budget. Feed-back to the trainer: Evaluation also acts as a feed back to the trainer or the facilitator and the entire training process.

SPECIAL TRAINING PRATISCES/PROGRAMS: (TOYOTA) Diversity awareness training:

Handling work force diversity is one of the emerging challenges for organisations in the 21st century. Diversity awareness training is necessary to increase the competiveness and the general competency of the organisation.

Creativity Training: Toyota use experimental learning, brainstorming sessions to compel the employees think out of the box and thus bring out the latest creativity in them.

STAGES OF TRAINING PROGRAM AT TOYOTA:

The success of a training program is evaluated in terms of the end result or the increase in the work ability, skill or competency in the trainee.

The process of training begins with the needs of assessment stage. The aim of the assessment stage is to understand whether training is required or not.
Once the training needs analysis is complete, the next stage is that of development. This stage involves the development of content and the training material. The most important stage and perhaps the least talked upon from the training process is the delivery. Evaluation is the last stage in the training process and more important from the perspective of evaluation of the effectiveness of training. The most effective tool in Toyota for evaluation of training is the Kirk Patrick model of Evaluation.

IMPORTANCE OF TRAINING & DEVELOPMENT: (TOYOTA) Optimum utilization of human resource Development of human resource Development of skills of employees Productivity Team-spirit Organization culture Organization climate Quality Healthy work environment Health & safety Morale Image Profitability.

THANK-YOU