Training programme of an Area manager

Topic of training programme for which it has been conducted is manager effectiveness

Timings 10-11.30 11.30am 11.45 am

11.451.30 pm

1.30- 2.30-4.30 4 2.30 pm pm

DAY 1ST

Induction session Interactive (2)

Tea/coffee Interactive time (1)

lunch Management S games presentation

session part hour lunch hour lunch

DAY 2ND

Tea/coffee Role play

session part time

t Interactive (3)

DAY 3RD

Grievances

Tea/coffee Result of test

management time

Psychometric hour

session part f

Training programme in detail.

Day 1stInduction session it is a session wherein all the managers of different icici
prudential insurance branch are said to introduce among themselves so that the level of understanding and comfort ability can increase

Interactive session (1)- it is a session where in each area manager is suppose

to tell about their organization, culture , practices & environment and through this process the various aspect comes into notice of different branches

Self assessment it is an exercise wherein a blank sheet is provided to the

managers and ask to write positive as wel there negative qualities and how there behavior in pesky or troublesome period is proved to be fruitful or disadvantageous for the organization And basically it also tell that whether there qualities matches up with with the requirements of organization or not

Management games- it is a relaxation tool through which various qualities of

manager could be ascertained. Although it is a game but with logic purpose

behind it various activity like how to build pyramid with the help of newspaper clipping and which is counducted with help of division of individual in groups It helps to know the team strength Weak point in group As a group leads to creation of leader and follower through this activity each individual is classified that whether he/she has potential to be leader or a follower.

Day 2nd
Interactive session (2)- it primarily focused on the issues that are raised in
organization like when a change is introduce in the organization than how well it is accepted or rejected in the organization. If resistance is there then what all could measures & techniques are taught to eradicate it . Step 1 Create a way to communicate with employees about new initiatives and their progress. Instruct key management to provide employees with regular updates at team meetings. Step 2 Market the new business strategy to each group. Explain the new plan in terms (a common language) that help each group understand how the new strategy will make their own jobs better or easier. Everyone in the organization must understand the goal of the new business strategy. Step 3 Invite a team member from each functional group to participate in meetings or provide seminars for each group to market the strategy.

Step 4 Select a group of change agents from key positions to help manage planning and implementation. Find one person from each group who is vocal. Try to select those in non management positions as well. Step 5 Develop key deliverables for each department, organization and person involved in the new business strategy. A deliverable is a final report or the output from implementing the new business strategy. Each group head must tailor the deliverable to the goals of the group. For example, one deliverable can be to increase sales by 5 percent. Another can be lower costs by 5 percent. Step 6 Tie successful implementation to compensation. Create at least four key milestones and goals to measure success throughout the year. Report on performance regularly and publicly reward those people or groups that meet goals.

Psychometric test
Psychometric tests include a wide array of evaluation tools that measure one's knowledge, abilities and personality. They are frequently used for job selection processes in the UK across industries and for a multitude of positions.

There are two main types of psychometric tests:

1. Ability Tests Measure your ability to perform or carry out different tasks. 2. Personality Questionnaires - Measure your way of doing things, and specifically the way you interact with your environment and other people.

Aptitude Tests Aptitude and ability tests are designed to assess your logical reasoning or thinking performance. They consist of multiple choice questions and are administered under exam conditions. They are strictly timed and a typical test might allow 30 minutes for 30 or so questions. Verbal Ability - These include questions which test your ability to spell words correctly, use correct grammar, understand analogies and follow detailed written instructions. Numeric Ability - These include questions on basic arithmetic, number sequences and simple mathematics. In more complex numerical critical reasoning questions, blocks of information are provided that require interpretation. Abstract Reasoning - These tests are usually based on diagrams and measure your ability to identify the underlying logic of a pattern and then determine the solution. Spatial Reasoning - These tests measure your ability to manipulate shapes in two dimensions or to visualize three-dimensional objects presented as twodimensional pictures. Mechanical Reasoning - These tests are designed to assess your knowledge of physical and mechanical principles. Aptitude tests produce raw scores which are compared to a benchmark which may be either average scores for a particular norm group or which may be a specific criterion of performance. In other words, your score may indicate that a certain ability is better than say 70% of graduates, or is at a level which shows sufficient competence to carry out certain tasks required by the job. Aptitude tests are designed so that very few people will be able to complete all of the questions, and the problems usually become more complex as the test progresses. Dont be concerned if you do not complete all of the questions - its the number of correct answers that matters. Personality Questionnaires

The principle behind personality questionnaires is that it is possible to quantify your personality by asking you about your feelings, thoughts and behavior. You will be presented with statements describing various ways of feeling or acting and asked to answer each one on a scale. For example;

Role play- it is activitry wherin each individual has taken role of superior, subordinate , client and hr manager .and all the managers care asked to portrait the real situation . this type of excerscise is fruitful is providing the accurate situation that comes on the field

Day 3rd
Grievances management
Under this session various issues and matter are brought into picture like mislaying concept where in a wrong product has been sold to client and how does various department like I. II. Human resource management Mislaying grievances comes into picture

Result of psychometric testAs on very last day of training each individual is assest on the basis of score that he has occupied in psychometric test . which enables an individual to analysis himself in a better way . as result of psychometric test tell about an individual thought process about others as well himself

Interactive session (3)

It is a session where all the factors like team building, motivation , conflict , change & resistance are united together so that purpose of training could bee fulfilled . by stating the relationship and impact on each other Feedback form filling It is end stage in training programme where in opinions and suggestion is asked in regard to successful accomplishment of training