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Table of Content
S.No.
Topic
Page No.
Objective
Scope
Findings
Conclusions
10
11
12
12
13
13
14
Training Associate
Training Officer
Training Manager
The project has been written basing the needs of my organization which is Room
to Read, an international non-government organization working into education
sector.
Findings:
Conclusions:
Threshold
Differentiating
Organising
Scheduling
Record
Keeping
K: Knowledge of other
trainings related documents
like measuring effectiveness
etc.
K: Knowledge of various
training
documents used in trainings
like capturing attendance,
feedback forms etc.
Technology K: Sound knowledge of K: Knowledge of other tools
(MS Word, Word, Excel, Access, PowerPo like illustrators to create
Excel,
int
training brochures in-house
PowerPoint and web based applications
)
like
Internet
explorer,
Outlook Express etc.
S: Ability to send e-mails,
Correspondences, reports, de
6
Office
Administra
tion
K: Knowledge of good
external vendors
Generating K: Knowledge of HR software
Report
and various reports it can
generate related to trainings
Report
Analysing
S: Ability to independently
analyse the most critical and
complex data
Level 1
Beginner
Hesitant to
interact in a
group for
lengthy
conversation
s
Level 2
Learner
Interacts
with a group
but need to
sound more
confident
Communicati
on
Usually
writes long
emails,
which
generally
loses its
impact
Carefully
looks at
content
while writing
emails but
needs more
practice
Level 3
Advanced
Interacts
confidently
but need to
be more
patient while
listening to
others
Email writing
has
improved to
a larger
extent.
Communicat
es the
Level 4
Expert
Gives patient
hearing to
audience,
also interacts
confidently
Content of
the mail is
absolutely
appropriate
Energy level
Work Ethic
Adaptability
Body
Language
Exhibits low
levels of
energy which
generally
kills the
interest of
other person
involved in
the
communicati
on
Is not
punctual,
tries to
manipulate
things and
shifts blame
on others
when work is
not complete
on time
Does not
adapt to
change
easily, feels
more
comfortable
in doing
regular tasks
Exhibit bored
body
language,
which shows
lack of
interest in
the work
Sound
positive and
keeps the
conversation
going with
the other
person
message
more
effectively
now
Sounds
excited while
conversing
with others,
always keen
to initiate
Is punctual in
attendance,
continues to
blame
others, lacks
accountabilit
y
Keeps
discussion
straight,
takes
accountabilit
y of her work
Takes time to
adapt
changes,
goes outside
the scope of
work to
explore new
possibilities
Exhibit
aggressivene
ss which also
leads to gap
in
communicati
on at various
levels
Easily adapt
to change,
new
environment,
always keen
on learning
new ways
Always high
on energy,
proactive
approach in
work that
keeps her
always
ahead of
deadlines.
Cant be
challenged
on ethics,
does not
compromise
on
organization
values
Adapts to all
kinds of
changes,
finds her own
comfort level
in whatever
situation
he/she is in
Exhibit
Exhibit
attentive and interest and
calm body
curiosity in
language
all her
which keeps
conversation
the
s that leads
communicati to improved
on flow going communicati
both the
on at all
ways
levels
8
Etiquette
Exhibits rude
behaviour
more often
which leads
to conflict
Exhibit some
politeness,
however,
needs to
maintain
consistency
Stress
Tolerance
Cannot stay
calm under
stressful
situations,
reacts
aggressively
with others
Stay calm
under
stressful
situation.
However,
often
demands
extension to
meet the
deadlines
Exhibits
politeness
while
communicati
ng, which
has led her
built good
relationship
with internal
and external
stakeholders
Stay calm,
plans her
work in
advance,
that does not
lead to last
minute
stress, also
able to meet
deadlines
Demonstrate
highly
courteous
behaviour
towards all
the
employees
and external
stakeholders
Stress does
not bother
anymore.
Always
meets
deadlines,
has been
able to carry
a healthy
work life
balance
Competencies:
Passion
Accountability
Ownership
Commitment
Job Analysis
Performance Management
System
Return on Investment
Job Purpose:To identify, develop and deliver trainings. Regularly
monitoring and reviewing the effectiveness of the training programs
Job Responsibilities and Accountabilities:
Threshold
K: Knowledge of
conducting
Differentiating
K: Knowledge of
various models of
10
Training Need
Identification
for individuals as well
as for organization
Job Analysis
Performance
Management System
Training Design
Return on Investment
K:Knowledge of various
designs like classroom
training, web based or
electronic format or
using combinations of
methods etc.
S: Ability to measure
the monetary benefits
training need
identification
S: Ability to articulate
the most important
outcomes
or
contributions
needed
from the position
S: Ability to evaluate
the current PMS system
and propose changes
from time to time
obtained by
organisation over a
specified time period
Training Delivery
Verbal Communication
Training evaluation
K: Knowledge of
various kinds of costs
and expenses
incurswhile organising
trainings
K: Knowledge of
different
Styles of training
delivery
S: Ability to influence
participants with the
presentation style and
communication
S: Ability to convey
messages, ideas, or
feelings effectively
K: Knowledge of
different components
of the verbal
communication like
words, sound,
speaking, language
etc.
K: Knowledge of
Kirkpatrick's Four-Level
Training Evaluation
Model
management
K: Knowledge of other
tools
and concepts used for
measuring training
effectiveness.
Level 1
Level 2
Level 3
Level 4
12
y
Incorporation
of new
methods
Beginner
Does not
invite new
ideas from
team, does
not even
accepts
others ideas,
works in her
own old style
Delegation of Feels
roles and
insecure
responsibiliti about
es
delegating
the tasks to
her
subordinate
Technical
expertise
Pressure
Bearing
Learner
Does listen
to new ideas,
but does not
take
initiative to
incorporate
them
Have started
delegating
randomly,
needs to
define the
task clearly
that will be
independentl
y managed
by Training
Associate
Has limited
Has sound
knowledge
understandin
about the
g about the
subject.
subject.
Hence,
Knows the
cannot
new
incorporate
methodologi
new methods es, ready to
of learning
incorporate
them
Cannot bear
pressure
when strict
deadlines are
demanded
Bears
pressures,
remain
positive
under
stringent
deadlines
but does not
meet
Advanced
Willing to
know and
explore new
ideas and
keen on
incorporating
them
Delegates
the work
properly
keeping in
mind the
potential of
the
employee
Knows her
area well.
Also, knows
what new
ways of
learning to
adapt.
Continues to
implement
new ways,
methods and
strategies of
learning
Can handle
pressure,
remains
positive ,
meets
deadlines
most of the
time
Expert
Believe in
continuously
improving
processes
and make
them more
efficient by
implementin
g new ways
Proficiently
delegates
the task and
also builds
the capacity
of the
employee
Has excellent
understandin
g and
knowledge
about the
subject.
Actively
participates
in all the
forums to
stay updated
Bears
pressures
easily,
remain
positive,
calm and
composed
under
stringent
13
deadlines
always
Writing Skills
Cannot write
effectively,
has an
unstructured
manner of
writing
Writes in a
structured
way,
focussing on
correct
grammar
Is correct
grammaticall
y. Uses right
vocabulary
and
punctuations
while writing
Listens
carefully and
comprehend
s the
message of
others who
are talking
Listening
Skills
Does not
listen
attentively
when others
are talking
Listens
carefully,
does not
interrupt
while others
are talking
Analysing
and
suggesting
solutions
Not able to
analyse the
training data
and provide
a possible
solution
Analyses it
with the help
of managers
and mutually
decides the
solution
Analyses the
data
independentl
y and comes
up with a
solution
Influencing
Influences
others in
situations
which are of
minimal
importance
Influences
others in
situations
which are
certainly
important in
a work place
Extent help
to other
team
members
and
Influence
others in
favour of her
team
members
deadlines,
able to meet
deadlines as
well.
Writes
perfectly and
effectively
without any
grammatical
error
Listens
carefully to
those who
are speaking
and responds
appropriately
or elaborate
wherever
necessary
Highly
competent to
analyse the
complex
data and
suggest
solution for
improvement
Influences
others and
groups in
situations
which are
very critical
and
controversial
at work place
14
university/institute.
Core Competencies:
Passion
Accountability
Ownership
Commitment
Development Practices
Functional Competencies:
Budget Planning and Forecast
Train the Trainer
Training Delivery
Provide Leadership
Training Calendar
implementation
Job Purpose:Oversee the department, provide strategic vision, sets
performance metrics, evaluates productivity, and helps workers create
long-term career plans within the organization.
Job Responsibilities and Accountabilities:
Job
Element
Budget
Planning
and
forecasting
Train the
Trainer
Strategic
vision
Threshold
Differentiating
K: Knowledge of
mathematical tools used for
calculating Training Budgets
and allocating Budget for
various departments
S: Ability to train the training
team in delivering the
effective trainings
K: Knowledge of all the styles
of training delivery
S: Ability to define long term
strategy of training
department which is linked
with vision and mission of
the organization
Provide
Leadership
K: Good
knowledge/awareness of the
organization and industry for
which trainingsare to be
organised
S: Ability to lead the training
team/department efficiently
Training
Calendar
implement
ation
K: knowledge of various
styles of leadership and
knows exactly what style
works best for her/him
S: Ability to draft the annual
calendar in such a way that it
will meet the needs of each
and every individual
Training
Delivery
Devise
career
plan
Level 1
Beginner
Plans the
activities in
advance,
keeps the
training
calendar
ready by 1st
of January
every year
Level 2
Learner
Has
developed 5
years
business
plan, knows
clearly where
she plans to
take the
organisation
Level 3
Advanced
Has been
able to
develop a
long term
strategy of
training
department
that will help
employees
Level 4
Expert
Has been
able to link
the strategic
plan with the
vision and
mission of
the
organization
18
in next 5
years
Detail
Oriented
Overlooks
details
pertaining to
data/situatio
n while
planning
Have started
focussing on
details but
need to be
more alert
while
observing
data
Decision
Making
Frequently
changes the
decisions
taken, seems
highly indecisive,
does not
involve in
team in
decision
making
process
Works hard
to achieve
results but
mostly
delays the
work when
strict
deadlines are
in place
Works in
isolation,
doesnt see
herself as a
part of larger
organization
and only
focusses on
Sometimes
Involve team
in decision
making but
continues to
change
strategies in
short run
Result
Oriented
Organization
and industry
awareness
create a long
term career
path in the
organization
Plans taking
into
consideratio
n all the
major issues
but
sometimes
overlook
minute
details
Always
involves
team in
decision
making
process,
stick to the
decision
taken
Has strong
desire to
achieve
results,
mostly
meets the
deadline.
Always
meets the
deadline and
has high
drive to
achieve
results
Have started
interacting
with other
departments,
understands
their work
and modify
trainings as
Has reached
at a good
understandin
g about the
organization,
able to well
draft the
training plan
Plans taking
into
consideration
all the
relevant
details and
minute
details of the
data
Takes quick
and
confident
decisions,
involves
teams in the
process
Has been
consistently
meeting
deadlines
without
compromisin
g on the
quality of the
work
Has clear
understandin
g of
organization,
can
understand
the exact
development
19
delivery
per their
exact needs
based on
organization
needs
Manages
Conflict
Have started
listening to
team for
their issues
but not all
the time
approachabl
e easily
Accepts
others views
Does not
accept/listen
others view
point rather
dominates
her own view
on others
Listens to
others view
but mostly
give priority
to her own
view point
Regular
review of
progress
Rarely sits
with team to
review the
performance
of individuals
Have started
regular
meetings,
reviews
performance
and suggests
the future
course of
action
Easily
approachabl
e, actively
listens to
team
concerns,
suggests all
the possible
solutions
Accepts
others view
point but
does not
express if
has a
contradictory
view point
Not only
suggests the
future course
of action but
also helps
employee
develop in
the area that
needs
improvement
needs of
organization,
as well as
individuals
has proactive
approach to
conflicts,
ensures that
no conflict
arises at all
at any level
Respects the
views of
others and
gains their
acceptance
Checks with
employees
on a regular
basis on the
areas where
they stuck
often and
frequently
comes up
with a
solution
20