HR management says:-

1. HR management says:- • ASPs/IPs as trainers must be able to impart Training to GDS, Multi tasking Group C & Postmen/Mail Overseer staff • They must have an assessment report of their each employee • They must have a development plan for their each & every employee

2. PROJECT ARROW SAYINGS ABOUT HRM

3. LOOK & FEEL AREA COMPONENTS Key focus area • Ensure consistent brand image for India Post through uniform and exhaustive use of brand logos and signage's across all post offices Branding • Identify and implement technology components required in Project Arrow post office – such as WAN, internet kiosk etc. Technology Project Arrow Infrastructure area compo-nents in focus • Identify training needs for post office staff and sensitize them to Project Arrow requirements. Implement training modules. Human Resource • Identify and complete all infrastructure requirements in post offices to change post office “look & feel” to Project Arrow standard Infra-structure 3

4. OVERVIEW Activities Timelines Organisation Specifications HR Human Resource • Major activities in HR, with associated steps to be taken • HR training is key to ensure that the post office staff is trained and motivated to conduct his/her daily tasks • The aspiration for India Post is to identify and fulfil all training requirements and sensitize staff to project objectives & requirements • Key components include identification of training needs, preparation of trainers and complete the training • This document lists steps to be taken and timelines and also set of specifications • Postmasters/ superintendents should undertake these activities in their post offices • Defines steps to be taken with recommended timelines Implementation Details • Recommended timelines and milestones • Specifies details about training requirements for staff • Specifies responsibilities for various activities 4

5. SPECIFICATIONS – TRAINING PACKAGES Training • Training for delivery staff • Departmental software • Troubleshooting • Soft skills Details TRAINING SPECIFICATIONS Duration 12 days 12 days 2 days Location WCTC PTC WCTC Who will be trained Postal assistants PMs/Supervisors System administrators Two PAs from each post office 3-4 days 6 days On site PSCI/PTC Postal assistants Delivery staff PMs of gazetted offices/Other PMs On site WCTC/Local computer training centre 6 sessions (75 minutes each) 6 days Delivery staff Delivery staff 5

6. What does Project Arrow say? • Individual’s profiles should be created for all Project Arrow offices and later it should be expanded to all staff in the sub division • This profile should contain the gap in K S A required for their Job profile & the K S A they possess at present , their specialties, expertise they posses & important events of their career • This can be a tool for proper development

7. TRAINING SUBJECTS • Training for Postal Assistants for optimizing operations & BD • Training for Postman / MTS Group C on operations, Marketing & Personality development • An element of training on Customer Care and Customer Delight • Continuous appraisal and monitoring • Delivery Teams in an office makes more effective and establish healthy competition

8. LEARNINGS FOR TRAINERS

9. Maximizing the leanings of Training

10. Maximizing the leanings of Training • Be a role model: • Participants learn most by observing and listening facilitators. Participant gets convinced only when he finds that facilitator is following what he is preaching. • So, we need to be work on every aspects of training on our own which we are going to cover during the training programme.

11. Use success and failure as learning tools: • In the course of the training, every significant success and also the failure should be used as the learning tool. • Facilitator needs to make participants clear and reinforce the message by specifically pointing out the ‘activity/content’ corresponding success or failure in achieving the objectives of training. • Usually, failure makes us defensive but we should note that every trainer makes a mistake and there is nothing wrong in failing provided we accept it as the ‘mistake’ or ‘failure’ and learn form it.

12. Revisit the process: • Revisit the entire training session i.e. approach, contents, specific methods, participants responses etc. and discuss this with the participants to infer the important learning points. • This also helps in reinforcing the skills which facilitators wants to reinforce.

13. Preparing the Logistical arrangements • Selection of training venue: The venue should have all the basic infrastructural facilities to provide comfortable stay and accommodation to the participants and the facilitators. • Training room should be spacious as the participants at your level would not like to be seated in chairs or at one place for long times. • Secondly, such training would require a lot of movements by the participants and the facilitators. • Training materials and Stationary: For a participatory training we need to have some extra training materials and stationary like, flip chart, coloured marker, colours etc. depending upon the methodology we are going to use.

14. Documentation of Training (Process documentation): • Making notes of what all goes and what is the outcome of each activity / methodology adopted during the training provides a very effective learning tool to further strengthen the training programme. • A trainer needs to do it on a regular basis either during the breaks or at the end of the day. • Some times we hire a process documentationist, but it should be done in regular consultation with the facilitator or by the co-trainer associated with the training programme since beginning.

15. TRAINER’S ROLES • Every trainer needs to find her or his own style as a trainer, balancing all these different hats. • Each of us has our own strengths and weaknesses in carrying out these different roles. Some roles will be easier to perform, while on others you will have to work harder.

16. Inaugural Session • Participants should be made aware of the objectives of the training programme and also about the expectations from the participants. • The selection of speakers should be strategic so that it helps in meeting the above objectives and also gives an impression to the participants that their department is taking it seriously. • Speaker should also explain the ways forward / how the department is going to make use of the learnings of the training programme and how the participants would be benefited by this training programme • Speaker should also explain to the participants that during the training programme participants should treat fellow participants as peers and should try to learn from each other.

17. TRAINING METHOD SELECTION • Depending on purpose, target group, and specific situations we need to select appropriate methods.

18. Hints for selection of training methods • Keep the following in mind while you select a training method • What are the learning objectives? • How much experience do the participants have related to the topic? • If they have experience you will have to build on it and give them time to recall and share by using case studies, role-plays, simulations, brainstorming etc. • What is the participant's profile? • What is their age, sex, educational and social backgrounds, how are they used to learn, are they used to be trained... • What is your own experience, what are your strong & weak points? • You as a trainer, will have to feel comfortable using the training method. • What is the practical situation like? • You will have to check, the available time, materials, resources, facilities, venues...

19. Training methods by type of application

20. Training methods by type of application

21. Training methods by type of application

22. Evaluating Training • Training evaluation is the systematic collection of qualitative and quantitative information necessary to improve its efficiency and effectiveness. • Most evaluation exercises measure mainly the satisfaction and enjoyment of the participants. However, evaluation at the end of the training should actually measure the specified learning objectives. In other words the evaluation should measure the change in knowledge, skills and attitude change rather than just satisfaction or enjoyment. • Most training activities are evaluated only at the end of the training program. • However if we want to achieve our overall goal (bringing efficiency in India Post working) we should also evaluate what happens after the training has been completed..

23. Role of Trainer in Getting STP from PTC Mysore website

24. How to get the STP?

26. USER ID-stp PASSWORD-indiapost

29. Role of the trainer in following the STP • Go through the STP before commencing the training • Be thorough in the subject • Updated knowledge on latest developments -if any • Stick to the STP & do not deviate • Read “Notes to the Trainer” before commencing every Module • Be prepared with Training Aids • Simulate “real time” environs in classrooms • Prepare & configure the computer labs • Impart need based training

30. Exercise 1.4B • Trainees to answer the questions given in the exercise • Trainer to ask the trainees to go through the Trainer manual given in the reading material at their hostels during compulsory study hours

31. THANK YOU