LEARNING AND DEVELOPMENT AT

RELIANCE INFRASTRUCTURE
(H.R Case Study)
Presented by Vimal Samson & Neha Singh

FLOW OF THE PRESENTATION

Overview of the case study
Existing Training and Development programs at
Reliance Infrastructure Ltd
Creating a Learning Organisation
Approaches to a Learning Organisation
Suggestions in use of Technology

OVERVIEW OF THE CASE STUDY

a
Goal: state original goal or goals of project
List key metrics (items for measuring success)

EXISTING TRAINING PROGRAMMES AT

RELIANCE
a
Goal: state original goal or goals of project
List key metrics (items for measuring success)

ORGANISATION LEARNING
A learning culture environment can be created when the
context is Learning is a part of everyday work
Work is part of everyday learning,
Where teams flow together and break apart as needed to
solve business problems.
Therefore learning in the future would be more
embedded in work and less in classroom training

Performance Against Quality

APPROACHES TO BUILDING A
LEARNING ORGANISATION
Systematic problem-solving
Experimentation with approaches
Learning from the past- own experiences and history
Learning from best practices of other organisations

CREATING A LEARNING
ORGANISATION
All development is self development.
The future will be about attitude and culture that will
emphasize learning and adaptability as a key component of
performance.
The organization will thus be expected to provide an
organizational environment and culture.

CREATING A LEARNING
ORGANISATION
In the future effectiveness would be more crucial to
efficiency.
The challenges of business would continue to focus on what
works rather than what's cost effective.
Organisational capability such as building organizational
agility, adaptability and flexibility will continue to drive
employee development in the future.

CREATING A LEARNING
ORGANISATION
Global skills and awareness will play a larger role as a
nature of a future work will require global understanding and
awareness at all levels and every roles.
Learning in groups will continue to be a part of any learning
organisation.
As such learning will play an important role in creating new
perspective and building skills.

SUGGESTION IN USE OF
TECHNOLOGY FOR GREATER
OUTREACH AND LEARNING
Building competencies and Meta competencies to imbibe
future technologies
Communicate to the employees what drives the company
- Being the best in the world by exceeding the
customers expectations using technology
Educate the Employees in the company through
programs that include seminars, podcasts, e-newsletter
and using various other technologies

SUGGESTION IN USE OF
TECHNOLOGY FOR GREATER
OUTREACH AND LEARNING
Introduce a monthly webinar for employees to access
anytime , anyplace to meet their needs
Introduce programmes to train employees on new
acquisitions
Introduce programs to help employees embrace
organisational values such as Focus on customers,
Innovation, Quality, Intergrity and Performance

SUGGESTION IN USE OF
TECHNOLOGY FOR GREATER
OUTREACH AND LEARNING
Facilites such as podcasts, self-paced videos, blogs and
group learning via webs are increasingly finding their
way into executive development programs.
Emphasis on experiemental learning,
Employees learn best through the work they do

Quality Assurance & Support

How was product quality measured?
Was this effective? Efficient?

How did final product compare against quality goals?

How were quality issues resolved?
Were support teams properly prepared?
Is product quality consistent with support resources?

Marketing

Did positioning match final product?

Was positioning successful? Appropriate? Effective?
Was product launch effective?
Were marketing programs effectively implemented?
Did product & launch meet marketing goals?

Sales
Was channel & sales force appropriately informed about
product?
Did product and message meet customer need?
Was timing appropriate? Cost?
How do initial sales compare to goals?
How has product been received?

Key Lessons

What Went Right

Summarize in quick bullet points specific things that worked
well
Use specific examples: daily 15-minute morning status meetings
worked well instead of team communicated well.
Distribute or list network location of forms, procedures, reports, etc.
that were found to be particularly useful.

What Went Wrong

Summarize in quick bullet points specific things that caused
problems
Try to isolate specific attitudes, procedures, methods, timing issues,
etc. that caused problems

How did team respond to problems?

Recommendations
By department or management level, record critical
recommendations for future products of this type
Distribute document or network location of more detailed
summary of this presentation

Questions & Comments

Thank You

Kingsoft Office
Make Presentation much more fun