2. Why Training ?
• Meeting skill gap resulting into performance gap at organisation level
– Performance Gap could be as-is NOW
– Performance gap could be future based (anticipatory)
– Performance gap could be future based, confirmed from existing scenario
• Organisatonal performance gap could be because of
– Individual Performance Gap
– Small Group performance Gap
– Larger group Performance gap
3. What Training?
• No Knowledge , No Skill
– Training shall focus first on Knowledge Building
– Skill building shall be built on Knowledge Base
• Knowledge is there, No Skill
– Training to focus on Skill building
– Specific skill components are to be found out
– ‘Catching the Expectations’ are key to success
– Follow-up is the Essence
• Knowledge & Skill present, Attitude absent
– Carrot and Stick are made clear
– Carrot are more of Individual focused
– ‘Catching the Expectations’ are key to success and motivation is
driven by indirect means
4. When Training?
• Retaining Knowledge………………
– Without use, not beyond 4 weeks
• Building & Retaining Skill ………
– Skill building, immediately after knowledge input
– Without application, Skill level diminishes
– May requiring reinforcement and re-skilling
• Creating / finding Opportunity
– Creating urgency
– Nominating for a specific cause and purpose
5. Where and How Training
• Class room
– Best for knowledge input
– Ideal for one to many
– Subject Matter Expert (SME) shortage
• Hands-on / Coaching/Demonstration
– Best for Skill building
– Ideal for One-to-One or One-to-not many
– Cost of not doing – is high
• Simulator
– Best for Skill building
– Cost of not doing - is very very high
• Case study / Role play / Exercise
– Intermediate between Knowledge and Skill
– Case study for appreciation, better than only Knowledge
– Role play for skill building, time taking, better than lecture
– Exercise for testing and imphasizing, improvement over only lecture
6. Who for Training
• Who can contribute towards performance improvement
– Individual - When gap is self oriented
– Group - When gap is from specific functional group
– NTPC - When gap is for the whole organisation (ERP, TQM, EMC etc)
To Solve
Problem
To Do
To Know
The key is to find
someone who is best
placed to do
something, which he is
supposed to do, but
unable to do because
of lack of Knowledge,
Skill , attitude and
Opportunity.
7. Training in NTPC
• Organisational Need: ERP, Planned interventions, TQM
• Group need: Six sigma, ISO, Gas Turbine RLA
• Individual need Bulk of the programmes
– PMI has started soliciting more group training need requirement
from stations and different functional groups;
– Skill based programmes are less in comparision to Knowledge
based programmes;
– Still NTPC to achieve – opportunities for full application of learning
at workplace;
