Creativity Training

 Training: It is the process of learning for

improving knowledge, attitudes and skills.

 Training is the most important period where

the employer evaluates the attitude of the
recruited employees in the company in career
development in the company.

 Here the employers meet the new employees

giving training to them and moulding them
according to the environment of the
company.
 It is a opportunity to the employer to
meet the employees and training
according to their mental ability to
understand. But the question in the
entire HR managers mind is “How is it
possible to train candidates more
effectively to increase the
productivity.”
The training process:
Four of these steps are mutually necessary for any training program to be effective and
efficient.

 STEP 1: ESTABLISHING A NEEDS ANALYSIS.

The objective in establishing a needs analysis is
to find out the answers to the following questions:
- “Why” is training needed?
- “What” type of training is needed?
- “When” is the training needed?
- “Where” is the training needed?
- “Who” needs the training? and "Who" will
conduct the training?
- “How” will the training be performed?
 By determining training needs, an organization can decide what
specific knowledge, skills, and attitudes are needed to improve the
employee’s performance in accordance with the company’s
standards.

 STEP 2: DEVELOPING TRAINING PROGRAMS AND MANUALS.

 This step establishes the development of current job descriptions

and standards and procedures. This will standardize the necessary
guidelines for any future training.

 STEP 3: DELIVER THE TRAINING PROGRAM:

 This step is responsible for the instruction and delivery of the
training program. Once we have designated our trainers, the
training technique must be decided. One-on-one training, on-the-
job training, group training, seminars, and workshops are the most
popular methods. The trainer should have:

- A desire to teach the subject being taught.

- A working knowledge of the subject being taught.

- An ability to motivate participants to “want” to learn

- A good sense of humor.

 A dynamic appearance and good posture.
- A strong passion for their topic.
- A strong compassion towards their participants.
- Appropriate audio/visual equipment to enhance the
training session.

 STEP 4: EVALUATE THE TRAINING PROGRAM

 This step will determine how effective and profitable your

training program has been. Methods for evaluation are pre-
and post- surveys of customer comments cards, the
establishment of a cost/benefit analysis outlining your
expenses and returns, and an increase in customer
satisfaction and profits.
The evaluation of training programs are without a doubt the
most important step in the training process. It is this step
that will indicate the effectiveness of both the training as
well as the trainer.

The importance of the evaluation process after the training

is critical. Without it, the trainer does not have a true
indication of the effectiveness of the training
“Problems cannot be solved by
the same level of thinking that
created them.”Elbert Einstein.
Creativity and the Learning
Process
 The Sure-Fire Five Step Learning Process consists
of:
Step One: look
Step Two: see what you look at
Step Three: understand what you see
Step Four: learn from what you understand
Step Five: act on what you learn
Components for Creativity
 These five components are
summarized in the following table:
 CREATIVITY TRAINING REQUIRES
DISCIPLINE
Getting employees to think in new ways takes a lot of time and effort--and
determination--from management.

Creativity can be learned, but it often requires training. But just

as there are tools to train sales and management staffs, there are
many practical tools and proven methods for nurturing creativity.

Creativity can't be simply another office task.

Develop entertaining procedures for engaging people in the

process and make it fun.

A program called "Plant-a-Seed" that encourages employees to

submit written ideas for improving the company.
Once a month, a group of managers evaluates the ideas and
moves forward on those with potential. Those ideas that are
chosen are publicized, and the responsible individual receives a
bonus.

Another approach is to include employees from all levels of the

company in brainstorming sessions, and to mix people from
different departments.
 LITERATURE REVIEW
 CREATIVITY--The activity that leads to innovation is one of the first things
to take a back seat in a downsized environment.

 Creativity training requires discipline.

 FOUR INGREDIENTS FOR FOSTERING THE CREATIVE PROCESS:

 Make the time
 Make it fun.
 Make it everyone's job.
 Make it happen.
 For computer fans-- software program Idea Fisher

 Best practical guide to idea-generating techniques --thinker toys:-A
 handbook of business creativity for the 90's, by michael michalko
 CREATIVITY REQUIRES SOME TYPE OF TRAINING .
 various methods of creativity training applied for corporate as
reported by current creativity trainers.
 Raudsepp (1987) proposed twenty-four interventions to enhance
organizational and personal innovation and achievement, and to
harness and focus employee's energies to achieve innovative
results.
 Umilker (1988) presented the faddish nature of business
improvement theories, and gave six necessary characteristics of
successful managers which helps to support organizational
creativity.
 Glenn-Ryan and Guss (1989) presented that fostering initiative
and creativity in senior career civil servants in an effort to increase
the level and quality of service provided.
 Boone & Hollingsworth (1990) -presented the creative process, and
proposed a framework for structuring training sessions in creative
thinking.
 De Bono (1995) presented that creativity is a skill that can be developed
by anyone, and proposed the "six thinking hat system" as a way for
individuals and/or groups to engage in creative thinking.
 Agor (1997) -As a vehicle for increasing creativity for applied problem
solving among Executive MBA students.
 Caudron (1998) presented the idea that corporate creativity is coming to
be regarded as a useful discipline within American corporations.
 Ditkoff (1998) stated that corporate organizations need to shift from
traditional left-brain analytical thinking to whole-brain thinking by using
brainstorming
 Eskildsen; Dahlgaard; and Anders (1999) establish the
relationship between the creative organization, the learning
organization, and business excellence.
 Armstrong (1999) created some role-playing exercise for
managers for decision making that complement of traditional
rational decision-making processes.
 Caudron (2000) presented the theory that "fun and feel-good"
training efforts can improve morale, increase customer
satisfaction, boost retention, and teach new skills and behaviours.
 Berg (2001) presented that play and work can be blended to
improve performance, productivity, and profits.
 Global Business Management Week (2001) published on the
Website -Harnessing creativity to improve the bottom line
 Ability
 In creative training the employee would know his ability to:

 Be one of the best communicators.

 To build the better business environment and relationship at all

levels of customer organization both in and off the show floor.

 Making the employee to know “what is he all about to the

company.”

 Making the employee to give his best to the organization to increase

the productivity in the company’s performance

 Making the employee to know his strength and weakness.

 REASONS FOR CREATIVE
TRAINING
 Countering negativity of the employees

 Identifying creativity of the employees

 Encouraging participant’s involvement

 Awakening the creativity of the

employees

 Creativity enablers for the employees

 Creativity inhibitors of the employees
 Countering negativity of
the employees
 Attending creativity courses

 Taking up a creative hobby

 Positive self-affirmations

 Keeping a daily journal

 Reading books a lot

 Creative Questions –
Taking Charge of Creativity

Q .How do you put a giraffe in a

refrigerator?

Answer 1. Open the refrigerator, put in the

giraffe and close the door.
 This question tests whether or not you
overly complicate situations in your
attempt to solve them.
 Question -2

Q. How do you put an elephant in a

refrigerator?
Answer . Open the refrigerator, take out the
giraffe, put in the elephant and shut the door.

 This question tests your abilities to foresee

obstacles in your preparation to deal with them.
Q. The Lion King is hosting an animal
conference. All the animals attend except
one. Which animal does not attend?
Answer . The elephant. The elephant is
still in the refrigerator.

This question tests whether or not you

are capable of synthesizing new pieces of
information with information you've
already acquired.
Q. There is a river where all the
crocodiles live. How do you cross it?

Answer . Just swim across. All the crocodiles

are attending the Lion King's Animal
Convention!

This question tests your reasoning

abilities.
 Summary
If you answered all four questions correctly, you
are indeed a professional capable of great
problem solving.

If you answered three questions correctly, you

have some work to do, but there's hope for you.

If you answered two out of four, consider

another line of work.

If you answered only one correctly, consider a

line of work that doesn't require higher mental
functions .
Tension mounts as team members try to
defuse a bomb.

With too many instructions

for an individual to remember,
how will they manage?

Effective teamwork and

good communication skills
are essential.
Stepping into the unknown is necessary for any team
to grow and move ahead, but how will your team
perform?

Will they take risks?

Do they learn from their mistakes
Do they support and encourage
each other?

This exercise covers all these areas and more when

they try to cross a Minefield area. It is easy to
begin with but it soon gets exciting as their options
get restricted and time is running out.
 These exercise develops the
following areas:
Effective communication
Creative thinking
Lateral thinking
Efficient time management
Making the most of resources
Effective teamwork
 Adapting to change.
 PRIMARY DATA
Gives the data which can be used to
establish the process.
There are some companies use creativity
training.
C.E.O s suggests that employees
creativity has to be enhanced.
Creativity training helps in developing of
organization.
Now the main question is how can it
be implemented.
Let us see the ways of the companies
creativity training.
 COMPANIES

ACCENTURE.

SUTHERLAND GLOBAL SERVICES.

BIRLA CEMENTS.
 ACCENTURE

High performance delivered.(tag line)

It is a IT consultant company and
having division of outsourcing too.
Company is known for its IT services.
Now let us see to its training style.
 DIFFERENT LEVELS OF
TRAINING

New-joiners orientation.
Formal training and creativity
training.
On-the-job training.
 NEW-JOINER ORIENTATION

First week is orientation program.

Gives a over view on culture,

business processes, operation and
culture.
 FORMAL TRAINING AND
CREATIVITY TRAINING

 Categorizing the individuals as per there

qualification.
 Creativity training like puzzle solving and
team plays are organized .
 Technical training is given as per the
specialization of the candidate.
 Training involves portfolio of business,
technology and industry expertise.
 Communication, business acumen and
selling.
 Scope to enhance functional skills and
expertise in their own specialization.
 CAREER PATH

 ANALYST.
 CONSULTANT.
 MANAGER.
 SENIOR MANAGER.
 SENIOR EXECUTIVE.
 OTHER COMPANIES

SUTHERLAND GLOBAL SERVICES.

BIRLA CEMENT.
 DISCUSSIONS

 Creativity training is all about enhancing

the thought process.
 Creativity involves learning and
implementing.
 Learning includes exploration and
connection of information.
 Small tips to be creative
DREAM.
DOODLE.
BRAINSTORMS.
DISCUSSION WITH FRIENDS.
PAYING ATTENTION.
CAPTURING OF IDEAS.
 4-steps FOR a effective
CREATIVITY TRAINING

 Defining the learning objective.

 Defining the research topic.
 Assigning a research resource.
 Presenting the found information.
 CONCLUSION

Creativity training makes candidate

to think beyond the box.
Makes candidate more efficient and
effective.