| Year 2016 |
«« Go Back To Home |
Maruti Suzuki India Limited
Gurgaon |
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WNS Global Services Pvt Ltd
Mumbai |
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| [Automobile] |
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[BPO] |
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| Maruti Suzuki India Ltd, a leading car manufacturer, has complete infrastructure for technical training, simulated training, web-studios and e-learning. The classroom training includes behavioral training to develop the industrial culture and discipline. System and process training includes training on Quality Management, Environment Management and Occupational Health and Safety Management System. Maruti Suzuki Training Academy imparts training for development of employees, dealers and suppliers. |
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WNS Global Services Pvt Ltd, the global business process management leader has a robust training methodology and strategy working on competency based skill-matrix. The company focus is onthe-job training; and on diversity and inclusion. Learning portals have their contents updated periodically. Leadership capability programmes help in identifying ways for building leadership qualities. Programme needs and target audience are carefully selected. Crossfunctional teams implement training programmes by leveraging technology. Programme design and implementation methodology are carefully chosen for effective training. |
Accenture Services Pvt Ltd
Bangalore |
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Schneider Electric India Pvt Ltd
Gurgaon |
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| [Consultancy] |
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[Electrical Equipment] |
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| Accenture Services Pvt Ltd, providing business solutions, delivered training programme at the rate of 40 hours per employee per year. Some prominent programmes are: Leadership Advancement Programme, Knowledge Exchange Online and World-class Training Management. Training strategies are custom organized to match the learning and capability development. Increasing virtual delivery of training is being focused. Accenture Business Process Academy collaboration with MIT provide continuous learning programme. Training needs analysis is done as an interactive process. |
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Schneider Electric India Pvt Ltd, a company focusing on development of technology and solutions to manage energy to automation solutions, has training programme specifically focused on entry level, technical training, behavioural training, wellbeing based training, quality training and higher education programmes. It has a Learning Governance Policy as a training process manual. The need and analysis has two pronged approach: bottom up or development review and top-down or learning solution consulting. The Learning Week is a unique initiative of the Learning Solutions team, when Learning is globally celebrated for five days. |
Schaeffler India
Pune |
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Punjab National Bank
New Delhi |
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| [Engineering] |
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[Financial Sector (Banking)] |
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| Schaeffler India, making precision bearings has initiated Employee Development Cycle for human resource development. Its learning strategies include development of strong local engineering competencies; operational excellence through lean efficient processes; and development of strong capable leaders to support future growth. Training needs are identified as per Employee Development Dialogue and integrated with organizational objectives, goals, strategic priorities and functional objectives. Programme evolution techniques are based on quality of faculty and delivery style, design of content, infrastructure, and media used. |
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Punjab National Bank, a leading bank in India, has created an elearning platform for bridging gap in learning. Teaching and learning strategies include Blended Learning Model including role plays case studies, management games etc. Continuous learning for development of individuals is carried out as per need analysis and gap analysis which is facilitated through HR Management System under Employees Self-service. Specific issues addressed during the current year including skill enhancement, with a focus on soft-skills. |
Tata Capital Limited
Thane |
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GAIL (India) Limited
Noida |
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| [Financial Sector (NBFC)] |
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[Gas] |
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| Tata Capital Ltd, a non-banking financial company, has undertaken major initiatives of corporate induction of new employees and sales training Pratha. Teaching and learning strategies include right role, job by right person with role clarity, developing future leaders and competency analysis and closing the gap. A significant programme launched in this year is leadership foundation. Training need assessment is done with 6D Model i.e. Define Business Outcomes, Design the complete learning experience, Deliver for application, Drive learning transfer, Deploy performance support, and Document results. |
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GAIL (India) Ltd, a gas supply company, conducts instructor-led training with internal and external faculty, experience sharing for higher degree of knowledge and skill. Continuous learning for the development of individuals based on need analysis is organized. Programmes on soft skills such as, work-life balance, personality development, and basic life support are regularly conducted. Specific area focused during the current year in training included realignment of training and development programme to develop human capital; and developing new business capabilities. |
Life Insurance Corporation of India
Mumbai |
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Defence Services Staff College
Wellington |
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| [Insurance] |
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[Government (Defence)] |
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| Life Insurance Corporation of India, the largest life insurance company, has a well laid down training policy approved by the board. LIC has a Training Advisory System where the training and marketing / operational heads work in close collaboration at all stages. Sessions on Stress Management, Management of Self, Emotional Intelligence and Health and Hygiene are integral part of the training. It has online evaluation of training module which is linked to monitoring the business performance of the sales force and impact assessment of the training centres. |
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Defense Services Staff College, conducts the prestigious staff course in India, and is the Centre of Excellence for the armed forces. The training team of each wing spends nearly 40% of the time on preparing reading/training materials and exercises. Training methodologies include classroom discussions, division level discussions, and central college level discussions, research as part of minor research projects, and computerised war games and outdoor exercises. Each feedback is assessed by the faculty member setting the exercise and reviewed by the head of training team. |
Tata Consultancy Services Limited
Mumbai |
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NTPC Limited
Power Management Institute
Noida |
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| [IT] |
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[Power] |
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| Tata Consultancy Services, an information technology services consulting and business solutions company, has a strategy for learning to revolutionise the evolution of talent development from high-touch learning eco-system to high-tech learning eco-system with digital social collaboration, mobile, video, virtual class room, gamification and virtual labs, large scale competency development and certification with any time access from anywhere and on any device. Training is aligned with business strategy. Emotional literacy issues are specifically addressed. |
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Power Management Institute of NTPC Ltd, has focused on management competence and skills and technical expertise under 6Cs framework: Competency development, commitment building, cultural transformation, comprehensive training system, continuous learning, and creative management practices. Detailed training analysis is carried out through performance management system. The training facilities also includes a simulator for 600 MW plant. In-house model for programme has been developed to generate online report of faculty rating and feedback summary. |
