Project Synopsis

Planning and implementation of Technical training and Resource Development methodology and structure for an IT Firm
Company : TopflowTechnolgies Ltd ( Project and research will be conducted )

Submitted By
SubirRanjanBhattacharjee

Supervised By
Birupaksha Roy

Objective

The primary objective of this project is to lay down the foundation of Training and development wing of an IT company . This project would give the Higher Management of the company an overview of the knowledge skill and attitude involved in performing day to day operations by individual employees , Training and development programme needed to enhance performance ,of Individuals .

This project is about aligning Training and development programme with Business goals. Enabling Individual employees to perform better , providing employees with the knowledge and skills to perform more effectively.

My project would give the management of this mid level IT Service company a basic framework , on which they can develop their Training and development plan. It will also give them a clear and concise idea about the Skills required by individual employees to fulfill their responsibilities.

Rationale

This project would help in applying the knowledge gathered through this course ( MBA) and my prior experience as an technical training consultant into a production environment wherein I can apply my knowledge of technical training and Management into practice.

Methodology for this project which will be followed

Understanding the business pain points with regards to Skill of employees from employer perspective. Personal interview with the Company top management.( for understanding the goal and strategy of the company ). Tool to be used : Personal interview with Company higher Management Need to define and design JOB DESCRIPTION ( JD ) for every individual roles that are played within the company. Primary research for such information would be done By interviewing the employee as well as Supervisor Tool to be used : JD card ( Sample JD card attached towards the end ) Come up with a skill Matrix Datasheet for every individual employee Based on the JD , Individual Skill Matrix would be collected in an excel sheet , Number of knowledge and skill would depend on JOB/JD individual employee is performing. Tool to be used : Skill matrix Datasheet ( format attached towards the end ) Gaps in skill matrix KSA level and JD KSA level would give us clear idea about what and how training intervention is needed , Designing a training program which will bridge the gaps of skills required to that of present skill levels. Tool to be used : Detailed TNA (Training Need Assessment Report) Assessment methodology to understand the impact of training and development program and justifying the overall initiative to the management. Tool to be used : Sample Feedback form/Questionnaire for pre-mid-post assessment Sample Plan Company where this research would be conducted : Topflow technologies Nature of Business : IT Consultancy Population : 100 Sample Size : 50 Sampling method : Convenient Sampling Data Collection Method : Personal/Telephonic Interview / Questionnaire

Tools to be used for collecting different Data 1) For JD : Individual Interview with Employee/Supervisor JD Format to be filled with help of Supervisor/Employee
Approved Title Title Code Department Position Summarypurpose of the position Effective Date Initials JD Creation Date

Individual Contribution / Supervision

From whom does the incumbent receive work assignments (name and title)?

positions role/contribution in achieving unit goals and objectives. Knowledge Knowledge1

Proficiency level required : Basic/Intermediate/advanced Proficiency level required : Basic/Intermediate/advanced

Knowledge2

Skills Skill 1

Proficiency level required : Basic/Intermediate/advanced Proficiency level required : Basic/Intermediate/advanced Proficiency level required : Basic/Intermediate/advanced

Skill 2

Other abilities ( Certifications/Licenses )

Funding Sources

Signature ( Supervisor )

Signature ( Executive Management )

2) For Skill matrix

Knowledge1 Name of the Employee Job Title Prof level required as per JD
Actual Level as identified by supvsr/Employee

Knowledge2 Prof GAP level if required any as per JD

Actual Level as identified by supvsr/Employee

Skill Level 1 Prof GAP level if required any as per JD

Actual Level as identified by supvsr/Employee

GAP if any

Tools which would be used for measuring the Training effectiveness 1) Reaction : Feedback Form to be filled by participants post training 2) Learning : Pre-mid-post assesment by the trainer 3) Behavior : Supervisor/Reporting manager to identify the application of the knowledge gained from the training in real day to day work. ( Scoring cards for every participants to be filled by Supervisors ) 4) Result : CSAT scores and other changes in the environment error reduction etc ( Long term process , to be measured by supervisor )

Results :
This project would give Company management a clear and concise picture of the types of Jobs available in the environment , KSA needed to perform the job and training initiative needed to bridge the gap between KSA needed and current level of KSA with available employees. This would be a basic framework on which training and development initiatives of a mid level IT company can be set.

Limitations:
Practical implementation of this project would depend upon Company managements discretion and the investment management would agree to do . Understanding the implication and effectiveness of training and development initiative would be a time consuming factor and would also involve investments which would solely depend upon the company management.

Future Direction of further research :

This project would help to come up with a structured methodology to develop and maintain skill matrix of employees aligned with the JD for the roles played within an IT organization. In future we can use this and develop from there to align the IT business with training and development inititative which would facilitate companies to have a structured training and development vertical for IT companies. This project report can also be used and referred in future for getting the PCMM ( People CMM ) Certification for IT companies.

Instruments which can/may be used for performing the project activity

Questinnaire for understanding the Roles ( would help in coming up with a JD for all the roles ) Skill matrix Datasheet ( Excel Datasheet can be developed ) Training program sheet mapped with skill levels Assessment questionnaires for pre and post assessment of training program.