Skill Development - scope

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ARTICLE Employee Development is Culture at TCIL Mr. Vimal Wakhlu CMD, TCIL Introduction Telecommunications Consultants India Ltd. (TCIL), a Public Sector Enterprise under the Department of Telecommunications (DoT), Ministry of Communications and Information Technology, Government of India, is a prime engineering and consultancy company,. TCIL was set up in 1978 for providing Indian telecommunication expertise in the fields of Telecom and Information Technology (IT) to developing countries around the world. The company’s core competence is in the fields of: • Switching • Transmission Systems • Wireless Networks • Optical Networks • IT & Networking Solutions • Rural Telecommunication • Application Softwares • e-Governance • Civil and Architectural projects The Need for Training We, at TCIL, believe in developing the individual, and thus empowering the team and the organization. This, in turn helps our clients worldwide to achieve better business results and profitability. Keeping in view the fact that our business is characterized by hitech operations, we ensure that our employee is up-to-date with the latest technologies. As part of a continuous process, we conduct trainings for our employees in various fields such as technology, finance, management and health. These trainings are linked with our Performance Management System (PMS). Hence, a defined weightage is given for both delivering a training, and also for undergoing training. The Process The training requirements are defined at the beginning of the financial year, as part of the Key Result Area (KRA). Employees are analyzed by the Reporting Officers in terms of the skill and capacity development required, and the training requirement is provided to the training cell. Based on the same, a training calendar is prepared. During the mid-year analysis, the progress in training is reviewed and accordingly assessed. Thereafter, at the time of the final review, the effectiveness 74 Kaleidoscope July 2013
ARTICLE of the training conducted for the employee is checked. Training effectiveness is also calculated by taking feedback from the HOD on the implementation and usage of the skills learned by the employee. MoU guidelines of the Department of Public Enterprises (DPE) in areas of training and development of the employee are being followed. The procedure of the training is defined in ISO 9001- 2008 and is audited internally as well as externally, so as to keep a check on the process followed by the training cell. The System & Tools For the employees to grow, and be productive on a particular job, it is essential that they possess the traits that lead to success and fit the culture of the company. Assessing those traits requires a system that reveals deep insight into human behavior. TCIL has implemented Enterprise Resource Planning (ERP), and all employees are trained to work through the same. A proper Sr. Topic No. 1 Finance Related workshop 2 Induction Training 3 ERP 4 PMP 5 Vigilance Training 6 Civil Related Workshop 7 IT Security Training 8 DBA Training 9 PRP Training 10 QMS & other Management Systems 11 ESS Training 12 Health Management 13 Computer Awareness schedule is followed, in order to train all our employees posted at various project sites. A new mechanism to understand the training requirement for personnel above JGM cadre is proposed to be introduced, by organizing skill assessment using key assessment tools. Based on the results of tool and analysis, identification of managerial training shall be done. Types of Training A number of internal trainings are being organized. A dedicated team works for employee training in the organization. Infrastructure for internal training, fully equipped with all amenities is available. Open internal workshops are also being organized, where all employees can participate. Every employee, after undergoing external training, is expected to organize an internal training on the same topic for the remaining employees of the organization. We also work on the development of varied skill sets of non-executives, helping them specialize in specific technical areas, including the latest computer technologies. Finance officers and executives are trained on the latest procedures and policies of various financial areas. We at TCIL also believe in the saying “Health is Wealth”, and hence a number of health management trainings, like Stress Management, Yoga, Meditation, etc. are organized for all employees. Incentives & Relevance of Training In the International market there is an increasing demand from the clients for deployment of human resources with a particular certification, Hence we motivate our young engineers and managers by sponsoring them for certification programmes like EDPM, PMP, CCNA etc. The skill specialization of every employee is maintained in a database, and the expected skill set required to be enhanced is taken from the projects where they are deputed. A gap analysis is done and the same is implemented in the training schedule. Employees are also sponsored by the company to participate in workshops, seminars, conferences etc. Trainings Conducted In the table below is given the list of categorical trainings conducted for the employees of TCIL. Conclusion We, at TCIL, provide managers with practical guidelines for motivating, retaining, and coaching individual employees. Our training cell provides employees with a clear understanding of their own behaviour, that enables them to become more effective team members and leaders. It even includes a mapping of their stress behaviour, and how those impact other team members and employees. By mapping managers’ as well as the entire team’s behaviour against the key paradoxical principles of leadership, managers can take practical steps in coaching for performance enhancement, retaining talent and building effective working relationships. The ultimate goal being the growth of the individual, which can in turn lead to the growth of the organisation. Kaleidoscope July 2013 75
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SPECIAL ISSUE Vol. 33 No. 2 July 20
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Contents Vol. 33 No. 2 July, 2013 P
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CHAIRMAN’S DESK India is passing
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Role for PSEs in Skill Development
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further explored. Quality training
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It has also been experienced that g
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Enhancing the Reach & Scale of Skil
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NSDC funds through the form of soft
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Skilling India to Growth Path- PSEs
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‘deliberative bodies’ in 2008:
Page 24 and 25: Bridging Skill Deficit Through Voca
Page 26 and 27: Ministers of the respective States
Page 28 and 29: Skills Development Ms. Tine Staermo
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Page 32 and 33: years, three language formula, teac
Page 34 and 35: Issues in Human Resource Skill Deve
Page 36 and 37: The Human Resource in every organiz
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Page 42 and 43: Challenges for CPSEs in Skill Devel
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Page 50 and 51: ARTICLE IndianOil CSR - Skill Devel
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Page 54 and 55: ARTICLE Table: 2 Category Training
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Page 72 and 73: ARTICLE Learning Institute The Lear
Page 76 and 77: ARTICLE Skill Development in ITPO -
Page 78 and 79: ARTICLE Skill Development & Capacit
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Page 84 and 85: ARTICLE National Backward Classes F
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