1
TRAINING & DEVELOPMENT
OFBROWNS & COMPANY
PLCRAKITHASHAMARADILINIDULANJALISACHINTHAJONATHANPIYUMIAISHWARYA
2
Introduction of Training and
Development
3
“To be a leading Sri Lankan
conglomerate excelling through
sunshine industries with a global
presence and cutting edge
technology”
VISION
4
MISSION
"With generations of trustand reliability, our missionis to continuously enhance
the value propositions to ourstakeholders through
innovativeand customer-centric
solutions"
5
BROWNS GROUP POWER GENERATION
•Battery
•Klevenberg (Pvt) Ltd.
•Power Systems
•General Trading
6
The policy of the Browns Group is to ensure that all employees
are trained and become sufficiently experienced to the extent
necessary to competently and effectively undertake their assigned
activities and responsibilities.
TRAINING POLICY OF BROWNS
7
OBJECTIVES OF TRAINING POLILCY
1. Considering employees as their greatest asset.
2. Develop employees Career.3. Develop Competencies of Each individual.
8
6 PILLARS OF TTRAINING CYCLE
Organizational T & D policy
Setting up of T & D
Department
Identifying Training
and Development
needs
Design and
develop Training
progarms
Implementation of Training Programs
Evaluation Of
Training Programs
9
Objective of Training &
Development
INDIVIDUAL
Enable employees to develop new skills for
their current and future roles
DEPARTMENTALIdentify the training and development
needs and ensure that most appropriate training plans are
prepared.
ORGANIZATIONAL
Support the companies strategic
objectives and priorities by
enhancing the effectiveness of
employees.
Setting organizational Training and Development Policy
10
Setting up of Training and Development Department
CORPORATE SENIOR MANAGEMENT TEAM HEAD OF GROUP
HUMAN RESOURCES
HEAD OF TRAINING AND DEVELOPMENT TEAM
11
Identify Training and Development needs•Organization as a whole
This stage of training and development needs identification is directly linked with the organizational talent development strategy which is formulated by the Board of directors and corporate senior management based on strategic human resource development objectives in line with the organizational business strategies
•Competency assessment
This competency assessment is focused on identify the job related competency development needs.
•Learning and professional development
The company recognizes the importance employees continuous learning and professional development in acquiring required knowledge, skills and abilities to meet the requirements of the current as well as future job roles.
12
Designing and Developing Training Programs at Browns covers a wide range of topics, including how to:
•Ensure that training is needed, relevant, and cost-effective•Analyze the needs and characteristics of the audience•Write behavioral learning•Select the right content and design activities that help people learn•Develop effective learning materials•Create a program evaluation•Design virtual and remote training programs
Design and develop Training programs at Browns
13
Internal Training program(In-house) External training program.
•Orientation and Induction Training.
•On-the-job Training.
• Non-technical training program.
•Projects.
•Apprenticeship Training and Vocational Training
Partnerships.
•Internship Training for Undergraduates,
Postgraduates and Students from Professional
Bodies.
Technical training program.
Overseas Training and Visits
Implementation of Training Programs at Browns
14
Evaluation Of Training Programs
A Get the feedback from the participants ( via training evaluation sheet)
B. Get the feed back from the supervisors on focused areas of improvements which were aiming at. ( According to Kirkpatrick’s four levels )
C. Evaluate the particular employees competency level at the performance evaluation cycle. (Browns & Company PLC Training Evaluation 2014 )
15
Achievements of Browns PLC through Training
&Development – Year 2013 to 2014
16
SOFT SKILLS DEVELOPMENT PROGRAMS
FINANCIAL MANAGEMENT
SECRETS OF SUCCESS
TRAINING OF TRAINERS
5S SYSTEM
17
New implementations for the years ahead in Training and Development
A. PLANNING TO IMPLEMENT COMPETENCY FRAMEWORK WHICH WOULD BE THE PRINCIPLE GUIDELINES FOR IDENTIFY COMPETENCY DEVELOPMENT NEEDS, COMPETENCY DEVELOPMENT PLANNING AND TRAINING PLANNING ETC
B. PLANNING TO DO THE TALENT MAPPING AND IDENTIFY THE TALENT POOL
18
19
20