Trainer, Facilitator & Consultant
Trainer & Od Consultant
Aditya Maheshchandra Joshi
Please appreciate that every vertical,(yours is that of steel) has its own peculiarities, besides the typical needs of the individuals and the training required for your managers would need certain behavioural programmes and not others. I would suggest that a Training Need Analysis and Identification needs to be done before one can suggest what kind of programmes would suit your managers, However, I am attaching some of the modules that we have on the shelf for your use, which you can refer to start with.
SOME OF THE TRAINING MODULES THAT PERCON CONDUCTS WORKSHOPS ON
MODULE DURATION HIGH/LOW END TARGET AUDIENCE
Staff Retention Strategies 2 days or 3days HE Middle & Senior levels
Emotional Intelligence 2 days HE Middle & Senior levels
Feedback Skills 2 days HE Middle & Senior levels
Analytical Skills 2 days HE Middle & Senior levels
Finance for non-finance executives 2 days HE Middle & Senior levels
Operations for non-operations executives 2 days HE Middle & Senior levels
Performance Management 2 days HE Middle & Senior levels
Talent Acquisition Strategies 2 days HE Middle & Senior levels
Building and Nurturing Partnership with Vendors/Customers 2 days HE Middle & Senior levels
Effective Communication & Presentation 1 day LE Junior & Middle levels
Effective First Time Managers/The unseen errands 2 days LE Junior levels
Prioritising & the Q2 Principle 1 day HE Middle & Senior levels
Boss! Are you there? (Based on best seller, First Break All The Rules- a trailblazer workshop) 2 days HE Middle & Senior levels
Coaching & Mentoring 2 days HE Middle & Senior levels
Change Management 2 days HE Middle & Senior levels
Esprit-De-Corps Team Spirit and Team Building (Outdoors) 2 days or 3days HE Middle & Senior levels
The Leading Edge A Leadership Development Programme (Preferably Outdoors) 2 days or 3days HE Middle & Senior levels
Quality Circles & Kaizen 1 day LE Junior levels
Catch-up a workshop on aligning KRAs with business goals 2 days HE Middle & Senior levels
Work Culture 2 days LE Junior levels
Conflict Management 2 days HE Middle & Senior levels
Time Management 2days LE Junior & Middle levels
CAP - a workshop on Consumer Affiliation 2days HE/LE Senior, Middle and Junior Management levels
Right to Information and corporate governance 2days HE Senior and Middle Management Levels
Negotiation Skills 1 day LE Junior & Middle levels
Presentation Skills 2 days LE Junior & Middle levels
26th December 2012 From India, New Delhi
Managing a manufacturing plant can pose even greater challenges, since there are also safety considerations, labor issues and maintenance problems. Managers here always want to foster a team environment to be started. For such pavement managers first need to understand and contribute their part.
Appending some more techniques for training like - Safety First:- This is based on the need for safety around the plant. A kind of a contest that makes the team come-up with new and innovative ideas on how to protect themselves and fellow team members to safety hazards. Imagining a long way here may help the team appreciated at the time needed.
Rewarding members non- fiscally:- Simple yet a plain technique. Smart managers will love to do this, where they scrutinize the work with different set of motivations. Basics, like how to recognition for extra work with more effective time (given with any good reward) or a get together luncheon where you can share the effective ways to progress the exceptional performance.
26th December 2012 From India, Visakhapatnam
@ Dhruva, The topics are really catchy, however I do not have expertise to run few programs.Is there any source from where I can get the content or any input.I have been conducting trainings for a Manager level so far, really confused as to how will I run the show.
Becos when we are conducting a program for senior level lot of things have to be taken care.
Also if you can share few samples/formats on TNA/TNI
26th December 2012 From India, Mumbai
Lean Thinking for Managers and Manager Coaching Skills and Culture is a good way to start.
Lean is simply about creating more value for customers by eliminating activities that are considered waste. Any activity or process that consumes resources, adds cost or time without creating value becomes the target for elimination. One of the important aspects of Lean is the focus on 'system-level' improvements (versus 'point improvements'). It's the system-level work that can dramatically improve a company's bottom line results. This knowledge, combined with the understanding of how to remove waste properly, is critical for any successful Lean implementation.
Common Lean improvement tools and techniques will be identified and the class will discuss how best to apply these techniques from a Lean system perspective. The common mistake companies make by focusing on 'point' improvements versus 'system' improvement will be studied - 'point' improvements creating 'exciting chaos' and 'system' improvement creating dramatic bottom line improvements.
Different types of Waste will be defined from a Lean point of view. Class will brainstorm, identify and classify the different types of waste that they see within their own work environments. Identifying waste is the first necessary step. Knowing how to properly remove it, is much more challenging. The root causes of Waste will be examined and successful methods used to eliminate it will be discussed.
27th December 2012 From Malaysia, Petaling Jaya
Pls also suggest some trainings to be conducted in a real estae company. I have recentle joined and given the assignment to do so.
-->How to start a training program?
--> What kind of training can be conducted?
It will be of great help.
27th December 2012 From India, New Delhi
Many proposed programs have been birthed as indeed, there are plenty on the plate. What is important like some of them have suggested that you conduct a TNA or if time does'nt permit, do a quickie i.e. TNI (Training Needs Identification). TNI is really a short cut and easy way-out and your managers would love it as you have helped them by listing all the possible programs (also don't forget to leave some space for them to add-on). They only have to pick the training menu they believe they need. Bingo! That's it, you now know what they want. The next step is to identify the necessary resources and carry out the identified programs. Don;t forget to budget for the programs.
Best of luck to your endeavour!
27th December 2012 From Malaysia, Ampang
Firstly, thanks for raising a very useful query. In my opinion, although i support almost all the socio-technical and financial knowledge based programs listed by many of them, i personally feel the managers have to be given a program on DELEGATION, which will help find a successor or give an insight into the succession plan. Also push the bar of individual excellence and create a truly empowered society. This will pave its way to transformational and participative leadership.
If interested contact 09952419530
Corporate trainer since 1997
Govind HRD pvt ltd
28th December 2012 From India, Tiruppur
here is my opinion for your dilemma,
first decide desired outcome in various aspects and should focus on two key variables:
1) what are the key behaviors changes that must become visible and make the biggest positive change in increased effectiveness and in day to day operation of respective or targeted departments and its people
2) Who are the key stakeholders that can determine / judge/assess (immediate effect and 3 months later), whether these desired changes in behavior, effectiveness have occurred or not, and is impact visible or not ??
3) Corrective measures to be taken, till goal is achieved.
make this an aim of show to run.
modify it according your need and execute it.
its quick and easy to execute.
for topics,u and managers or trainees involved would be best people to decide.
what skills,behaviors change would help them perform their task more efficiently.
topics could be,as said by others members, ie soft skills,lean management,floor discipline,kaizen.
i wish you all the best for your show ahead.thank you for your question.
29th December 2012 From India, Mumbai
please start with a thorough diagnosis of your organization, and do a full fledged Training Need Analysis. Will it work if a doctor prescribes medicine without diagnosis or a physio or weight trainer gives fitness regimen without doing diagnosis?
Please do all the three TNA s - strategic, job and person analysis. Lot of material to understand the same is available in cite-hr , google etc. Please read them first, and THEN, if help is needed, in nitty-gritty, please contact me or 9445636855.
7th January 2013 From India, Bangalore