Training and Development as Consultancy

8/7/2019 Training and Development as Consultancy

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TRAINING AND DEVELOPMENTAS CONSULTANCY

Prepared By:Madhvi (0041357307)

Shipra (0011357307)

Priyanka (0061357307)


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CONTENT

Introduction to T & D

Characteristics of an effective T & D

Importance of T & D

Introduction to consultancy

Characteristics of an effective consultancy

Characteristics of a consultant Training and development as consultancy

Role of a trainer as a consultant

Benefits & importance of T & D as consultancy

Skills required for a successful consultant

Case study


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DEFINITION OF TRAINING ANDDEVELOPMENT

Training and development is a process dealing primarily with

transferring or obtaining knowledge, attitudes, and skills

needed to carry out a specific activity or task.

Involve planning and conducting new employee orientation

sessions and implementing training programs.

Every employee goes under training program which helps

him to put up a better performance on the job.

Also conducted for existing staff that have a lot of experience. This is called refresher training.

Training and development is one area were the company

spends a huge amount.


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CHARACTERISTICS OF AN EFFECTIVE T & D

1: Identity:Strong teams have a clear identity. Mostobviously name, but also including budget, venue/meeting place, uniform, logo, language.

2: Shared values:Team members share similar values, suchas integrity, commitment to the common task, mutual

support. These are not imposed, but genuinely shared.

3: Complementary skills:Within the team there is thecompetence to get the job done to a high standard.Everyones skill set is recognized, valued and used.

4: Complementary roles:There is a balance of key roles eg. Completer, finisher, shaper, harmonizer. Too manywith the same role preference, or gaps, will diminishthe teams effectiveness.


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5: Common goal, vision, purpose:Many manufactured

teams are created around achieving a specific goal oroutcome; but others - often more informal - are builtaround other commonalities - eg shared values, orfriendships.

6: Leadership:Strong teams have clear leadership. Someteams can be self-managing. But whatever the form ofleadership, it is known and supported by all teammembers, and adds value to the functioning of theteam.

7: Clear formal roles and responsibilities:Team memberswill have absolute certainty who is specifically

responsible for what. They accept accountability fortheir role and contribution, also have collectiveresponsibility.


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8: Clear and agreed ground rules: The team operates within anagreed set of ground rules, which provides for team discipline;includes how the team makes decisions, how it deals withinternal conflict and disagreement.

9: Non-insular: A strong team welcomes external viewpoints andcriticisms, and ensures it stays genuinely in touch with itscustomers, stakeholders and markets, and avoids becoming

smug or complacent.

10: Celebratory: A strong team celebrates its successes, howevermeasured. These celebrations are a way of bonding andreaffirming the teams identity and culture, and possiblyattracting new members.


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IMPORTANCE OF TRAINING ANDDEVELOPMENT

Optimum Utilization of Human Resources helps in optimizingthe utilization of human resource that further helps theemployee to achieve the organizational goals as well as theirindividual goals.

Development of Human Resources helps to provide anopportunity and broad structure for the development of human

resources technical and behavioral skills in an organization. Italso helps the employees in attaining personal growth.

Development of skills of employees helps to expand thehorizons of human intellect and an overall personality of theemployees.

Productivity helps in increasing the productivity of theemployees that helps the organization further to achieve itslong-term goal.


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IMPORTANCE OF TRAINING AND

DEVELOPMENT Team spirit inculcate the sense of team work, team spirit,

and inter-team collaborations.

Organization Culture develop and improve theorganizational health culture and effectiveness. It helps increating the learning culture within the organization.

Organization Climate helps building the positive perceptionand feeling about the organization. The employees get thesefeelings from leaders, subordinates, and peers.

Quality helps in improving upon the quality of work and

work-life.

Healthy work environment helps to build good employeerelationship so that individual goals aligns with organizationalgoal.


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DEFINITION OF CONSULTANCY

A consultant is a professional who provides advice in aparticular area of expertise such as management, accountancy,environment, law, etc.

experienced professional versed in a specific area that offers

services to a company.

specialized in the processes used to train in a professional

manner.

The advice and services offered by this consultant helps

businesses and other groups to train more effectively.

Most consultants do not work for the business where they are

offering assistance, but rather work for their own consultancy

firm or a larger company.


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DEFINITION OF CONSULTANCY

He or she might also be classified as an independent

contractor , offering services on a contract based agreement.

provision of expert advice, analysis and interpretation, whichdraws upon and applies the knowledge, skills, techniques and

equipment of the consultant to meet a specific external need.

Consultancy projects include the provision of strategic advice,expert witness services, feasibility studies, productdevelopment, interpretation/analysis, testing and use ofspecialist equipment.

Consulting is fundamentally about change. It is about usingyour competence to help another person, team ororganization make a transformation from one state toanother.


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CHARACTERISTIC OF EFFECTIVE CONSULTING

Predefined off-the-shelf (you do it FOR me) methodologies

are replaced by highly customized approaches andimplementation (you do it WITH me).

Tight time frames and close team work assures that formalityand bureaucracy are cut out as much as possible.

Each member of the implementing team is empowered and

encouraged to make decisions which under normalcircumstances would require several signatures from highabove.

The emphasis is not on developing rigid anal retentive plansbut creating dynamic, agile and flexible models which enableteam members to evaluate various scenarios.


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CHARACTERISTICS OF A CONSULTANT

1: Confident - I could do that. It might even help if you are a

little megalomaniacal about your thinking; for example:I cando anything, given enough time and information.

2: Problem solver - need to be passionate about solving problems.

3: Motivated - have to be able to keep himself on task, especially ifhe work from a remote office

4: Obsessive - need to be able to focus attention for long periodsof time. Also need to be able to continue to process a problemin the background when he is not giving it full attention.

5: Lateral thinker- should also be able to see beyond the task athand and question the assumptions that led to the problem.

6: Personable- involved in more than one companys culture. Needto be able to win the confidence of strangers who may beinitially threatened by your presence.


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CHARACTERISTICS OF A CONSULTANT

7:

Flexible- have to accommodate the priorities of multipleclients, as well as be flexible about managing its time andmoney.

8: Assertive- must stand his ground on the things that matter like getting paid and maintaining his integrity.

10: Realistic- Must give itself a life outside consulting, so itdoesnt burn out. He cant start thinking about all his outsideactivities in terms of how much potential billable time theyrecosting him. And he have to be willing to admit when he makea mistake or need someones help.


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T & D AS CONSULTANCY

Prime role is to assist the client to identify needs, develop an

action plan and facilitate change to enhance the success oforganization.

Assist to improve productivity, efficiency, communication and

employee morale.

A training consultant is likely to have more than one client at a

time, and may split hours between different clients. In this

way, businesses can access the knowledge that only aprofessional can properly provide without having to hire an

expert to work in-house.

Many organizations consider training consultants as a

beneficial addition to an effective in-house training team,

even if the company has some expertise within the company.

Training consultants work to analyze the training processes

used by a company, finding problems in the system, and then

developing ways to resolve them.


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T & D AS CONSULTANCY After analyzing the training system that is in place, training

consultants will offer advice on how to revamp training in

light of their area of expertise. They will observe and

evaluate the training system, then providing advice on the

organization and structure of the system based on their

findings.

Common techniques can include implementing new

methods, restructuring, or incorporating improved

technology. The ending goal of their efforts is to maximize

efficiency in the training department.

Training consultants can sometimes have no specialty. More

often, however, they are a resource in one or a few specific

areas, which combines training knowledge to create

expertise that cannot be provided elsewhere. When a training team needs access to an expert during one

stage of a project, they may enlist a training consultant for

valuable assistance in that specific area.


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T & D AS CONSULTANCY

By offering an outside view of the company, a trainingconsultant can also bring out problems that could otherwise

go undetected.

Additionally, a training consultant can bring in expertise that,

while not in-house, is appropriately experienced yet timely

and cost-efficient.

While part of their job may involve training the trainers, theresponsibilities of a training consultant is not simply to train,

but to provide assistance and professional advice to those

who do.

Training consultancy provides industry professional to work

with an organization in achieving its training and

development objectives.


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ROLE OF TRAINER AS A CONSULTANT


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ROLE OF TRAINER AS A CONSULTANT

Human Resource

HR Administration

Induction Training

Recruitment & Selection

Successful Appraising Personal Development Courses

Workshops on:

Assertive Skills

Building Confidence

Coping with Change

Interview Techniques

Maximize Potential One to One Coaching

Focused entirely on personal objectives Move forward at individual pace

Material used in tailor made to specific developmentNeed

A strict code of confidentiality


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TRAINING COURSES THAT CONSULTANCIES

OFFER

Business Training Courses

y ManagementDevelopment

Conflict Management

Managing Diversity

Project ManagementStress Management

Time Management

Senior Management Workshops

ySalesNegotiation Skills

Sales Technique


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OFFER

y Customer Care

Customer Care Training

Managing Customers

y Human ResourceHR Administration

Induction Training

Recruitment & Selection

Successful Appraising


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OFFER

y Personal Development Courses

Workshops on:

Assertive Skills

Building Confidence

Coping with ChangeInterview Techniques

Maximize Potential

One to One Coaching

Focused entirely on personal objectivesMove forward at individual pace

Material used in tailor made to specific

development Need

A strict code of confidentiality


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CONSULTANTS CAN PROVIDE HELP ON

FOLLOWING AREAS

Management Development

Team Building Leadership

Health & Safety Training

Interpersonal Skills

Sales Training


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THE TRAINING CONSULTANCIES OFFER

VARIOUS BENEFITS


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IMPORTANCE OF T & D AS CONSULTANCIES

1.Focus: Identify and address performance needs of people

2. Output: Provide services to assist in changing or improvingperformance

3. Accountability: Held accountable for establishing andmaintaining partnership with business leader

4. Measures: The results of training and non training actions aremeasured for performance change & cost benefit.

5. Assessment: Assessments are completed to determineperformance gaps and reasons for these gaps.

6. Relationship to organizational goals: The function is viewed asproducing measurable results like cost savings, increase inproductivity etc.


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CONTINUE

It helps in enhancing companys image

It helps in strengthening the team spirit

It helps in applying knowledge, developing corecompetencies, and reducing work load

It helps in improving the work relations

It helps in developing focused and inspired staff

It leads to greater chances of success


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SKILLS REQUIRED FOR BEING A SUCCESSFUL

PERFORMANCE CONSULTANT

Four key areas of skill and knowledge is required by

performance consultants to be successful

1. Business Knowledge

2. Knowledge ofHuman Performance Technology

3. Partnering skills4. Consulting skills


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HOW PERFORMANCE CONSULTING MOVES

BEYOND TRAINING

Identify the primary forces, outside the control of the

organization that will challenge the organizations ability to

meet its business goals.

Discuss the strategies and actions being taken by competitors

and the implications of those actions for the organization.

Skillfully use the business language- the language which is

spoken throughout the organization.

Performance Consultant is a role and not a job. Its isdistinguished from the role of a traditional trainer by its focus

on what people must do rather than on what they must learn


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CASE STUDY


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T.V. RAO LEARNING SYSTEMS

T.V. Rao Learning Systems is a popular training consultancy inIndia.

TVRLS is an expression of a few decades of experience , study

, review, reflection and action combined with a desire to

discover more about the behavior of people in different

settings and ways of making them give their best.

floated on 22nd April, 1996-unique institute with the

philosophy of networking of prominent behavioral scientists

and HRD practitioners.

approach is to develop company specific solutions instead of

offering a universal panacea.

solutions are highly research oriented, value-based andderived from organizational experiences contributing towards

alternative models/theories


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T.V. RAO LEARNING SYSTEMS

TVRLS is only consulting firm which has its own manual,

books and other publication for all the service areas. Allthese services are offered based on years of research by Dr.

T. V. Rao and other team members of TVRLS.

TVRLS provides customized solutions to its clients after

analysing their needs in detail. TVRLS has served a number

of big corporate houses in India and other Asian Countries.

have offered our services to Public Sector Units like ONGC ,NTPC , BPCL , RBI , KRL , GSPC , GVFL etc.


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EXPERTISE Performance Management System

360 Degree Feedback and Leadership Development

Career Development 360 DF for Young Managers

360 Degree Feedback for Educational Institutions and

NGOs

Retention Management

Psychometric Testing

Personal Consultancy for CEOs

Assessment and Development Centers (ADCs)

Competency Mapping

Designing HR Systems

HRD Audit and Score Card

Organization Climate and Employee Satisfaction

Surveys

Organizational Restructuring

Self Renewal and OD

Organizational Diagnosis etc.


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ABAMI CONSULTANCY AND TRAINING

RAKBANK, voted leading local bank and leading bank in service

quality in 2005.

ABAMI's rich background in the banking sector adds tremendous

value to business.

RAKBANK is strongly dedicated to developing their employees.

ABAMI, part of a UK international group and with a presence of

27 years in the Region, offers over 90 training programmes in all

areas of management training and development and boasts a

diverse team of trainers from Europe, Middle East, and Asia.

They deliver programmes allover Middle East and North Africa

and they are the only Middle East based company to deliver

training programmes in Palestine.


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training programmes are designed to specifically meet the

needs of the client - no off-the-shelf programmes.

The biggest success for ABAMI are their experiential Team

Building and Dynamics programmes, with five Leadership

development sites throughout the UAE, offering world-class

facilities and the region's only high ropes courses.

Here, clients experience the most active form of training.

Instant results on individual and team dynamics andorganisational behaviour are clearly identified, and participants

walk away with valuable Key Learning Elements that they can

take back to the workplace immediately.


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It's called experiential training or activity based learning.

programmes are built around a series of projects, activities

and challenges that highlight the principles of working

together as effective, efficient and harmonious teams.

They address effective leadership ,communication ,

strategic planning and problem solving, all this in a fun and

dynamic environment.

course also addresses the subjects of team bonding ,

breaking out of the comfort zone and into the growth zone ,

trust building , setting individual objectives and anexhilarating rush of adrenaline where participants are asked

to climb obstacles 45 feet above the ground.


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THANK YOU

Training and Development as Consultancy

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