Training & Development Case Study Presentation.

1. Case Study - 1
Designing a Training Program:
A Training Manager’s Dilemma
By,
Anam Patel

2. Direc2U
• Incorporated 10 years ago
• Turnover – Rs. 800 Million (2008)
• Sales Force – 600 approx.
• Strength – Well-trained Sales Force

3. Characters
Mr. Raj Pal Singh
CEO
Mr. VK Prasad
VP-HRD
Mr. Sunit Verma
Training Manager

4. Training & Development Plan
Top
Management
Middle-Level
Management
First-Line Managers
Sales Force
Intention of
Introducing: MDP

5. TNA Findings:
First – line managers lacked in:
1. Advanced selling skills
2. Team management skills
3. Coaching team members

6. Designing the Training Program
• Verma identified the concepts and topics to be covered
• Identified facilitators
• Thought of 1-2 topics on which he himself could give
training
• Method of Training: Lecture based

7. Conversation
Will this objective be met if we
just conduct a training program?
Or should we internalize the
Mr. VK Prasad
VP-HRD
To improve knowledge and
skill levels of our first level
managers so that they can
make positive difference in
Mr. Sunit Verma
Training Manager
the field.
Why are we conducting this
training program?
training?
Of course, the trainees have
to internalize the training.
Sir, I don’t understand
what you are trying to say.
The average age of our first line
managers is 30 years. Most of
them have close to 10 years of
experience. Why should they be
enthusiastic about the training
program? What new can they
learn?
But Sir, we have seen in TNA
survey there is a skill
shortfall & we together
identified the training
needs.
I agree there is a training need.
What I am saying is training a
person with experience is
different from training a
greenhorn
So, what changes do you
suggest?
Hint: Your training design is too
dependent on the lecture method

8. What changes should he make in
training design so that the first line
managers will be motivated and
internalize the training?

9. Answer: Motivating first-line managers
and internalizing the training
1. Adult Learning
• Zemke & Zemke (1995) suggested 3 factors that
should be kept in mind while designing a training
program:
▫ Be knowledgeable about adult motivation
▫ Be knowledgeable about curriculum design that
enhances opportunities for self-directing learning
▫ Be knowledgeable about adults in the classroom

10. 2. Mr Verma needs to create a Learning
Environment:
▫ 3-4 days after emailing training agenda to
participants
▫ Video conference with VP-HRD
▫ Creating a Yahoo group with facilitator

11. What additional changes should he
make in the training design to ensure
better transfer of learning?

12. Answer: Ensuring transfer of learning
• Transfer of training refers to the extent to which the
knowledge, skills, attitude acquired during the
training will transfer to the job site
• Level 3 of Kirkpatrick Model
• Matching training elements as close to the elements
of jobs
• Superiors encourage application of new
methods/means learned during the training

13. Transfer Strategies
Before
Training
• Review training goals with manager
• Review training content
• Use actual work issues or examples during training
During
Training
• Creating a mnemonic device
• Managers participate in training to show support for training program
• Trainees complete action plans as a part of training
After
Training
• Provide opportunities to apply new knowledge and skills on the job.
• Talk with other trainees about how they are applying the training at work
• Discuss transfer behaviors during performance reviews

14. What training methods/tools should he
adopt to ensure this?

15. Answer: Training methods/tools to be
used are :-
Advanced Selling
Skills
• Videos
• Role Play
• Programmed
Instruction
• The material to be
learned is presented in a
series that progress
from simple to complex
• The learner respond to
each step and gets
immediate feedback
Team
Management Skills
• Lecture
• Group Discussion
• Business Games
Coaching Team
Members
• Behaviour Modeling
• Modeling occurs when
the person who is
imitated is seen as being
competent, powerful,
friendly, of high status
within the company
• Experience Sharing by
Departmental Head

16. THANK YOU!