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SONO KOYO is currently the largest manufacturer of steering systems for the passenger car and utility vehicle market in India
Difficulties:
HRD found no tangible return on investment an uphill task in aligning its development efforts to meet current and future competency challenges while creating their expansion plan that is designed to capitalize on people capabilities
Actions Taken:
HRD budget was enhanced with a new clause Investment with tangible results which lead to fully integrated people development system which will help to address the competency challenges Implementing ISO10015+
Implementation of ISO10015+
It has been Implemented on several stages
Stage one (ORG Need): Aligned training needs input with what is relevant to business which lead to redefining the competency frame work of the Organization
Stage two (Design and Plan): Planned delivery mechanism which lead to adult learning theory being applied in designing training programs to maximize learning impact Stage three (Support): Standardize Training provision to support training delivery and evaluation outcome Stage four (Evaluate): Implemented Kirkpatricks model to evaluate the outcome of training on four levels ending with estimation of ROI using Philips model.
Stage Five (Monitor): Developed an internal monitoring tool named Sona Training Management System which is a software customized specifically for the organization.
Cost of Training:
1.26% - 1.94% They reduced the cost through introduction of Train the Trainer program that utilized and capitalized on internal resources and expertise.
Challenges Faced:
Making training needs more business oriented that can be translated to business outcomes Train line managers to highlight training needs by identifying the performance/competence gaps Redesigned the training programs by removing non-essential components of the program. Training immediate supervisors and line managers in observation skills so that the post training data could be timely and to ensure data integrity.