Solve The Case Study

Case Study
A engineering company recruits a 500 management and technical staff. The company plans to train the management and technical trainees at the same training site to cut training and logistics costs. And then transfer them various locations where the company has branches.
The training Director was given brief that his department has to organize the induction program for the recruits and also conduct a job specfic training after completion of the induction program. The training manager and the training director decide to conduct a joint induction program, for all the recruits, but seperates job specfic training programs for the new inductees.

Q1.suggest a lesson plan for a induction program.

Q2.What type of seating plan would be appropriate for accommodating 500 trainees.
Q3.What type of training method do you think would be appropriate for the induction program.
pls help for solving the case study.
Thanks

The effective way of seeking help is to post your draft answer and request whether you are on the right lines.

Let me scribble something fast what i can think of

Induction prog

- Ice breaker, Inspirational welcome speech
- About the co., when & how it started, growth & success story (make it interesting), vision & mission.
- How are the planning to achieve their vision & mission. Who's working on what tasks, different dep.ts
- Work & co. culture - rules & regulation, owner mindset, Office Etiquette, reward & recognition
- Employee welfare - HR roles, PF, ESI, Insurance, Bonus, Family get together/ trip, Yearly outing (co. trip), etc
- Motivation & Inspirational speech - Positive Attitude, How to have a healthy work atmosphere, Team work
- Mutual Expectation - Game plan - Good use of time & resources, Taking ownership, Co-ordination
- Games, videos, Q & A session, suggestion & feedback

Seating arrangement

If you are going to address 500 people at a time, then you will need a real powerful speaker. Semi circle seating is good & if the speaker is good s/he needs to walk between around the employees & keep involving them in each topic to see that they don't go into sleep mode.

First impression is the best. Again i stress - Addressing 500 at a time is little too much. It will only be effective if the speaker is a facilitator & who can involve the crowd & read body languages of the participants to keep getting them in the program.

Remember don't get into continuous tell or speech mode, please use ask & involvement mode. No lecture, No training - the people addressing has to be a good facilitator, preferably all the people who are going to speak on the day needs to first do a mock planning & delivery session- by clear time allotments who will speak what.

Have some motivational videos, games in between every heavy session of lecture. Simple questions relating to co. problems - asking for suggestions & solutions, asking how we can grow will keep them active. You can also have some volunteers to come up to act, sing, dance, mimicry, etc.

Hope what I have jotted down for you will help. Good luck

Gautham Shashangan
Management & Behavioral Trainer
9980 636 121

A batch size of 500 inductees to be trained in one go is not a practical idea. For training to be meaningful, it has to be interactive. This would call for smaller batch size. You are training adults, who hate lectures. To handle a batch as large as 500 persons leaves you with no alternative but to resort to lecturing only ,the efficacy of which is universally known. Your anxiety to cut down on cost by resorting to a single mega training event is likely to make training ineffective or less effective.

Rajiv, are you with IIFCO and did you do your masters from DSSW??? If yes do contact me on my mobile: 09717726667.
Yes I very much agree with you. Training a batch size of 500 new recruits in one go is not a very good idea. This will only and surely dilute the efforts and training inputs and the take aways for the inductess will be precious little.
You will certainly require an exceptionally well trained and skilled trainer with a very powerful ability to bond the inductees together. Even the Forum Leaders do not go beyond 300 odd people in their workshops.
Vasant Nair
Vasant

Saparete induction program for technical recruits and managerial recruits should be conducted. then only things will run smoothly.

I must agree with the above comments. My experience is that if you hold the training for 500p you are simply throughing the money down the drain. I understand that organising the sessions for 30-40 people might get expensive, but at least a middle road will get you your best ROI. If you have no other option I would atleast invest in good training materials -document support- that the trainees can take back with them -not that we all enjoy to read- but atleast all the info that will be lost at the sessions they can have access to when they are out in their offices. Maybe the cheapest is electronic format. Although i dont encourage it for induction, think of the possibility of distance learning with some personal support, i think that would be more effective than 500 in a room. Also remember that the induction serves also for them to get to know the company, their colleagues, and gives you the opportunity to give them a good first impression that motivates them during the first periods, so the more active, the more friendly, the more personal the better. What works best for me is dividing them in working works in round tables (10p max), a facilitator that encourages participation and is an efficient moderator.

Good luck.
Helena
improvingworklife.es

Dear
I think training will be organized for one day than you should be divide 500 p into 5 batches for making effectiveness of your training.
Regards,
Pankaj

Is this a question for a university or college assignment?
If so, may I ask why are you expecting CiteHR members to do your work for you?
It disturbs me when people receive qualifications for which they have not done the requisite work and study for.
They go on to get jobs for which THEY ARE NOT QUALIFIED FOR and in turn disrupt organisations that were counting on their expertise to help them.
It is one thing to ask for assistance, but a totally different thing to expect someone else to write your assignment.