PRESENTATION ON TRAINING AND

DEVELOPMENT PROGRAMME AT

Rakesh Kumar

ABOUT THE COMPANY

FOUNDED IN: 1897

FOUNDER :ADESHRI GODREJ

 MISSION: is to operate a new

business which capitalizes on the
Godrej brand and corporate image
of reliability and integrity.
OBJECTIVE: is to delight its
customer both in India and abroad.
VISION: its business to be
globalized rapidly and to enrich the
quality of life everyday everywhere.

WHAT IS TRAINING ?
Training is viewed as a short term learning process
by which employees acquire the technical knowledge
and skills necessary to perform effectively their
tasks and responsibilities .
Training program should attempt to bring positive
changes in the

Attitudes
Skills
Knowledge

ADVANTAGES OF
TRAINING
TO THE
COMPANY
HIGHER PRODUCTIVITY
REDUCE ABSENTIESM
ASSITS NEW COMERS

TO THE
CANDIDATES
CONFIDENCE
REWARDS
POSITIVE ATTITUDE

TRAINING PROGRAMMES
AT GODREJ

TOTAL
TOTALQUALITY
QUALITY
MANAGEMENT
MANAGEMENT
Godrej started TQM programme in 1995.
Objective was to introduce a positive
working culture.
5000 employee were engaged in that
programme.
The aim was that what workers needed
from the job and to devolve the value
required to realize the goal.
In 2002 it fully initiated in all its unit and
has aimed that replacing paternalism with
partnership.
Aware about 10 shared value which was a
part of Godrej culture.

PARIVARTAN
PARIVARTAN
In 2000 Parivartan lunched in GSL.
Main objective was to motivate
employee for job along with knowledge
of sales function.
18 senior executive from sales, logistics,
Hr engaged to give the training.
350 employee are involved in this
programme.
It shows positive impact and in November
2002 survey it shows that field team GSP
as the highly motivated tem in GSL.

ECONOMIC
ECONOMIC VALUE
VALUE
ADDED
ADDED

Introduced in 2001 at all group

companies.
The training was conducted by Stern
Stewart a New York based management
consultancy.
Objective was to understand the EVA and
controlling factors affecting EVA.
Benifits To the Company:- Zero debt and
increase in market share .
Benifit To Employees:- Learn long term
focous on utilization of and scenario
planning.

GALLAOP
GALLAOP
Induction training programme introduced
in 2002.
The training is provided for one year.
Objective was to develop novice into
professionals by exposions to various
department.
The trainees were rotated in four
departments.
Benifits To Employee:- All rounder and
understanding the market .

THE
YOUNG
EXECUTIVE
THE YOUNG EXECUTIVE
BOARD(YEB)
BOARD(YEB)

Year of formation:- October 2001

Objective:- for growth of organization.
Benefits:All information and document was accessed
by YEB and directors of the groups
management committee
Based on the information they were
expected to give recommendation to the
board on the issue related to strategy.
HRD, corporate governance etc. which would
affect the future growth of the organization.
Cont

 It strengthen communications between

lower management and senior
management
It improves transparency through out
the organization
Also encouraged young manager to
contribute to the organizational
development

REVERSE MENTORING
REVERSE MENTORING

Godrej s reverse mentoring took a

bottoms-up approach.
In this approach, the CEOs and senior
management of Godrej learned from
the junior staff.
Adi Godrej, took lessons on
information technology and sales and
marketing from two young managers .

RED AND BLUE TEAMS

RED AND BLUE TEAMS

Year of formation:- 2001

Objective:-to encourage team-work
Benefits:- Two group i.e. red and blue
and having eight members each.
The aim of these groups was to come
up with recommendations and
strategies for future growth of their
divisions.
The company gets variety of thought
process and ideas which leads to have a
bunch of alternatives to choose.

SPARK PROGRAM
SPARK PROGRAM

Started by GIL in September 2002.

Workshop conducted with collaboration
with Delhi based Hr consultant.
Objective:- train the trainers
The training programme objective was
equipping managers to become
successful coaches.
Benefits:- Managers identify their high
potential team and coaching them.
By Working on live projects with managers
helped team members learning leadership
skills to take their position in future.

E-GYAN
E-GYAN

E-Gyan was the e-learning initiative of GIL

launched in the second half of 2002.
Objective:-To move away from traditional
training methods of workshops and help
sharpen the intellect of the employees by
self- learning initiatives.
Benefits:- online quizzes for to enhance
employees awareness in e-learning.
Provide online library to expand the
knowledge base of the employees .

NEGOTIATION
NEGOTIATION
SKILLS
SKILLS

Started by GIL in January 2003 .

It provided to officer level employees to
learn how to negotiate.
Benifit:- To clinch good business deal .
With a case one employees played
negotiator role for company and othe one
as another company employee.
It helped in learning how to have effective
business deal.
It also increased thinking power of
Employees as they were more involved in
generating business concepts.

ENGLISH
ENGLISH
LANGUAGE
LANGUAGE

Introduced in GBML in 2003.

Objective was to developing the English
reading and comprhension skills of
workers.
Benifit : It benifited workers to have lesser
dependency in their supervisor which
leads to more Independence at work and
as a result time was saved.

THANK YOU