PRESENTATION ON TRAINING AND DEVELOPMENT PROGRAMME AT GODREJ

PRESENTED BY:SURYA KANTA SAHOO ASIT KUMAR NAYAK PRADIP KUMAR SAHOO SHANTANU BERA SAURABH MISHRA PRASOON MISHRA

ABOUT THE COMPANY

It was incepted in the year 1987 by Adshri Godrej as GBML(Godrej & Boyce Manufacturing Ltd). Then , GPIL in 1990. Godrej Agrovet in 1991. Latest subsidiaire Godrej upstream Ltd in 2003. Its mission is strive for Excellence by empowering developing employees. After break up with P&G in 1996 , it incepted the training and development programme.

TOTAL QUALITY MANAGEMENT

Godrej started TQM programme in 1995. Objective was to introduce a positive working culture. 5000 employee were engaged in that programme. The aim was that what workers needed from the job and to devolve the value required to realize the goal. In 2002 it fully initiated in all its unit and has aimed that replacing paternalism with partnership. Aware about 10 shared value which was a part of Godrej culture.

PARIVARTAN
In 2000 Parivartan lunched in GSL. Main objective was to motivate employee for job along with knowledge of sales function. 18 senior executive from sales, logistics, Hr engaged to give the training. 350 employee are involved in this programme. It shows positive impact and in November 2002 survey it shows that field team GSP as the highly motivated tem in GSL.

ECONOMIC VALUE ADDED

Introduced in 2001 at all group companies. The training was conducted by Stern Stewart a New York based management consultancy. Objective was to understand the EVA and controlling factors affecting EVA. Benifits To the Company:- Zero debt and increase in market share . Benifit To Employees:- Learn long term focous on utilization of and scenario planning.

GALLAOP
Induction training programme introduced in 2002. The training is provided for one year. Objective was to develop novice into professionals by exposions to various department. The trainees were rotated in four departments. Benifits To Employee:- All rounder and understanding the market .

THE YOUNG EXECUTIVE BOARD(YEB)

Year of formation:- October 2001 Objective:- for growth of organization. Benefits:All information and document was accessed by YEB and directors of the groups management committee Based on the information they were expected to give recommendation to the board on the issue related to strategy. HRD, corporate governance etc. which would affect the future growth of the organization. Cont

 It strengthen communications between lower management and senior management It improves transparency through out the organization Also encouraged young manager to contribute to the organizational development

REVERSE MENTORING
Godrej s reverse mentoring took a bottoms-up approach. In this approach, the CEOs and senior management of Godrej learned from the junior staff. Adi Godrej, took lessons on information technology and sales and marketing from two young managers .

RED AND BLUE TEAMS

Year of formation:- 2001 Objective:-to encourage team-work Benefits:- Two group i.e. red and blue and having eight members each. The aim of these groups was to come up with recommendations and strategies for future growth of their divisions. The company gets variety of thought process and ideas which leads to have a bunch of alternatives to choose.

SPARK PROGRAM
Started by GIL in September 2002. Workshop conducted with collaboration with Delhi based Hr consultant. Objective:- train the trainers The training programme objective was equipping managers to become successful coaches. Benefits:- Managers identify their high potential team and coaching them. By Working on live projects with managers helped team members learning leadership skills to take their position in future.

E-GYAN
E-Gyan was the e-learning initiative of GIL launched in the second half of 2002. Objective:-To move away from traditional training methods of workshops and help sharpen the intellect of the employees by self- learning initiatives. Benefits:- online quizzes for to enhance employees awareness in e-learning. Provide online library to expand the knowledge base of the employees .

NEGOTIATION SKILLS
Started by GIL in January 2003 . It provided to officer level employees to learn how to negotiate. Benifit:- To clinch good business deal . With a case one employees played negotiator role for company and othe one as another company employee. It helped in learning how to have effective business deal. It also increased thinking power of Employees as they were more involved in generating business concepts.

ENGLISH LANGUAGE
Introduced in GBML in 2003. Objective was to developing the English reading and comprhension skills of workers. Benifit : It benifited workers to have lesser dependency in their supervisor which leads to more Independence at work and as a result time was saved.

CRITICISMS
There were no measurement techniques to judge the effectiveness of the programs. E-Gyan would be effective only if proper tools were employed to measure the effectiveness of such programme. No measures were developed to measure the negotiation and interpersonal skill. There was no suitable enviorment created for SPARK programme.