Travails of a

Training
Manager

Gurtej , Harshit , Inderjot , Kartik , Mamta , Manpreet , Mayank , Mohit Gupta , Mohit Singla

Table of Contents
Financial situation of the company
Problems faced by the company
Options before the company
Role players
Problem & strategy for that
What next can be done

Financial Situation of the company

System-10

year old unit.

300 employees.
Last year revenue 25 crores.
Company traded in both domestic and imported
products.
80% turnover from electronic components products
made by imported SKD kits.
Cost of imports-10 crores.
Its activities were production oriented not market
oriented.

Issues faced by company

As

a part of economic liberization strategy, the GOI has

announced several policy measures which made imports
costlier.
All imports had to be financed by exports, there were
restrictions on margin money and interest rate for
working capital had shot up at one stock.
Because of little export income in its account, System
had no choice but to discontinue import in SKD kits.

Options before the company

1.
2.
3.
.

Build up its domestic trading activity rapidly

Assemble at-least a few of component products from
locally sourced raw materials
Pursue after sales service aggressively
To become market centered and customer friendly in
their approach to business.

Role Players
Ashwin

Kumar :- A training manager who recently

joined the Systems
Pesu Shroff:- Managing Director of the Company
Pesu

told Ashwin about the problems faced by the

company and suggested him to design a non-technical
training program for the employees in order to increase
the sales of the company by using any measures.

Issues faced by Ashwin Kumar

1.

Since there was no training earlier in the company ,

and the belief was that the salesman is born , not
trained , this clinched Kumar the most.
So he made a specific training package for all level of
employees based on his experience in the previous
organization.

2. Motivate the employees to attend the training program.

Ashwin started with 10 salesmen but they found no interest
in that training program and their attendance was very less.
Even the manager thought that the training was a big joke.
3. Convince the employees to change their approach.
Earlier the employees believe that by taking the client for a
drink will get them the sales. So , Ashwin wanted
employees to attend that training program to change their
approach.

What should Ashwin do now??

Since Ashwin

was new to System , he was not able to

win the confidence of the employees in that short span
of time as he had very little interaction with them.

Ashwin

must try have an informal communication with

the employees to win their confidence and try to
understand the particular culture.

He

applied the bottom up approach which was not

taken seriously. So now he should apply top down
approach.

 Firstly, he

should try to convince Shroff telling him the

relevance of the training program by showing him the
results of other companies where it was applied.

He

should convince shroff to make it compulsory for

everyone to attend that training.

There

can be reward system also for the employees

participating in the training program.

To show

the effectiveness of the training program , he

can compare the performance of the participating and the
non participating employees to the top management.

 Ashwin

had a belief that the training needs were

universal for all companies and the training techniques
were easily transferable.

But

this is not the case. As every org. has different

culture and different training requirements.

Hence,

he should increase the scope of his training

program by includes the benefits , relevance and
modifying it according to the organization's need.

 Training

process involves several steps

Defining organizational objectives and strategies
assessment of training needs
Establishing training goals.
Devising the training program
Implementation of the program and
Evaluation of the results attribution