Dr H M Dr H M MishraMishra

Professor of Social ManagementProfessor of Social Management

LBS National Academy of Administration,LBS National Academy of Administration,

MussoorieMussoorie

Trainer Development ProjectTrainer Development Project--

The Curtain The Curtain RaiserRaiser

PEOPLE OFTEN THINK OF THAT TRAINING IS PANACEA

FOR ALL ORGANIZATIONAL PROBLEMS

A MAGICAL WAND TO SET

THINGS RIGHT

OR

““TRAINING CAME INTO EXISTENCE TRAINING CAME INTO EXISTENCE –– TO SOLVE THE TO SOLVE THE

PERFORMANCE PROBLEMPERFORMANCE PROBLEM’’

Thus;Thus;

Training is to enhance the performanceTraining is to enhance the performance……

to make a difference in individuals and to make a difference in individuals and

organizations to serve people better.organizations to serve people better.

The most important component of making

difference in organization is :

As per Byonton’s survey in any organisation people are fired for :

78.2% NOT RELATED TO PERFORMANCE PROBLEM

21.8% PERFORMANCE PROBLEMS

“The capacity to prepare for the future through developing organization / individual coupled with innovation depends upon the capability to search and integrate emerging needs and technology”

Training – Envisioning future

� TDP- Initiated by DoPT, GoI in collaboration with Overseas Development Administration (ODA) in 1983.

� Operationalized in three phases to strengthen CTIs and ATIs through capacity development.

– Phase one: 1983-1986 - seen as useful for an individual trainer’s professional development. However, benefit for the institution was difficult to establish or measure.

– Phase Two-1986-1989 - 30 UK Training awards continued and developed ATI Mysore, I.S.T.M. New Delhi and ATI Calcutta as Training of Trainer Centers. However, only ATI Mysore, continued to conduct ToT courses.

– Phase Three- 1991-1994 - aimed at developing five Regional and three link Training of Trainers Centers, where trainers from all over India acquire skills in delivery, design and management of training etc.

TDP – Envisioning future

�� The TDP has gradually evolved from subject expertise The TDP has gradually evolved from subject expertise development to development of training process.development to development of training process.

�� In order to sustain the efforts made under TDP and In order to sustain the efforts made under TDP and carry forward the gains already achieved, a group of carry forward the gains already achieved, a group of RUs (RT) and MT has been developed at national level. RUs (RT) and MT has been developed at national level.

�� Master Trainers are expected to provide support and Master Trainers are expected to provide support and assistance to DoPT, CTIs, RTIs and ATIs in setting and assistance to DoPT, CTIs, RTIs and ATIs in setting and maintaining standards in Training and ToT.maintaining standards in Training and ToT.

�� It has helped in promoting training as a profession and It has helped in promoting training as a profession and created a trainercreated a trainer’’s fraternity.s fraternity.

�� Strengthened collaborative effort between DoPT, Strengthened collaborative effort between DoPT, Ministries and Government (Central & State) Ministries and Government (Central & State) Departments and training institutions. Departments and training institutions.

TDP – Envisioning future

TDP TDP –– A March towards A March towards …………

� Collaborative relations which contribute to develop common ground to promote sustainable training efforts and mechanism.

�� Continuous monitoring and feedback hence Continuous monitoring and feedback hence

continuous improvement.continuous improvement.

�� Linking training with career progression Linking training with career progression

and cadre management.and cadre management.

�� Trainers and Training Managers together Trainers and Training Managers together

can streamline training functions.can streamline training functions.

ElementsElements Tradition BasedTradition Based

(Existing)(Existing)System BasedSystem Based

(Desired)(Desired)

OutputOutput Structured learning viewing Structured learning viewing

training as an end in itselftraining as an end in itself

Provide services that assist in Provide services that assist in

improving performance, improving performance,

overcoming obstacles.overcoming obstacles.

Base (focus)Base (focus) Identifies and address Identifies and address

learning needs.learning needs.

Identifies and address performance Identifies and address performance

need within total context.need within total context.

AccountabilityAccountability Held accountable for Held accountable for

training activities (days, training activities (days,

courses)courses)

Held accountable for establishing Held accountable for establishing

partnership (Measure partnership (Measure

improvement in performance)improvement in performance)

MeasuresMeasures Training evaluation are Training evaluation are

completed for participants completed for participants

reactions and learning.reactions and learning.

Knowledge & SkillKnowledge & Skill

Result of Training Result of Training –– Performance Performance

change and costchange and cost--benefit to benefit to

organization.organization.

Competence buildingCompetence building

Assessment Assessment Assessments typically Assessments typically

identify training needsidentify training needs

Assessments are completed to Assessments are completed to

determine performance gapdetermine performance gap

OBAMA – TDP Needs Paradigm Shift

MT & RT MT & RT -- THE THE ““MINDMIND”” of TDPof TDP

Areas Areas Probable Contributions Probable Contributions

MaintainMaintain Define and maintain standards in ToTDefine and maintain standards in ToT

Multiplier and diffusion effect of training.Multiplier and diffusion effect of training.

Integrated approach to trainingIntegrated approach to training

Improve/Improve/

InnovateInnovate

Enriching the Training cycle process (INDIA) and Enriching the Training cycle process (INDIA) and

developing need and sector specific training packages.developing need and sector specific training packages.

Variety of Media and Methods of Training.Variety of Media and Methods of Training.

NetworkNetwork Network amongst constituents of TDP through Network amongst constituents of TDP through

knowledge management and sharing in HRD & HRM.knowledge management and sharing in HRD & HRM.

DevelopDevelop Recognised Users, help TDP constituents in Recognised Users, help TDP constituents in

implementing/ developing training policy.implementing/ developing training policy.

Strategy to put training functions operational in Govt. Strategy to put training functions operational in Govt.

Departments.Departments.

Training - Contemporary and emerging issues

Prepare for the Future

Creative thinking skills and

learning skills are essential for

the future….

Organisational Group IndividualArea of

needLevel of performance

I1: Implementing-

doing things well

Meeting current

organisational

objectives

Working

together to

meet targets and standards

Being competent

at the level of

existing requirements

I2:Improving -doing things

better

Setting higher

objectives and

reaching them

Continuous

improvement

teams

Having and using

systematic,

continuous

improvement skills

and processes

I3:Innovating-

doing things differently

Changing

objectives and

strategies

Working across

boundaries to

create new relationships and new

products and services

Being able to

work differently

and more creatively with a shared sense of

purpose

ORGANISATIONAL, GROUP AND INDIVIDUAL NEEDS AT THE THREE LEVELS OF PERFORMANCE

Challenges related to the new Challenges related to the new

paradigmparadigm

�� Individuals to develop and realise Individuals to develop and realise

their potential their potential

�� To improve the efficiency and To improve the efficiency and

effectiveness and quality of service effectiveness and quality of service

deliverydelivery

�� Decentralized governance in the Decentralized governance in the

present globalized context including present globalized context including

WTO regime. WTO regime.

�� Working together with civil society, Working together with civil society,

NGOs, communities, etc. NGOs, communities, etc.

�� Makes best use of resourcesMakes best use of resources

Current ScenarioCurrent Scenario

�� Roles unclear Roles unclear

�� No overall visionNo overall vision

�� Inadequate coordinationInadequate coordination

�� Inefficient use of resourcesInefficient use of resources

�� Shortage of information on real training needs of client Shortage of information on real training needs of client groupgroup

�� OverOver--reliance upon a monopolistic positionreliance upon a monopolistic position

�� Shifts in consumer tastes and the movement away from Shifts in consumer tastes and the movement away from traditional classroom learningtraditional classroom learning

�� Inability to attract the best experts including specialists Inability to attract the best experts including specialists from the universities and civil service practitionersfrom the universities and civil service practitioners

Way forwardWay forward

�� Set common standards/AccreditationSet common standards/Accreditation

�� CoCo--operation between the players operation between the players respecting existing roles and respecting existing roles and responsibilitiesresponsibilities

�� Define Roles and Means Define Roles and Means

�� Evaluation of training impact and Evaluation of training impact and strategystrategy