This course is recommended for students in Grades Students shall be awarded one credit for successful completion of this course. To prepare for careers in agriculture, food, and natural resources, students must attain academic skills and knowledge in agriculture.
In operation since Julyit is a leading manufacturer of commercial vehicles in India. The company is a significant player in the automobiles industry and provides the complete range of branded trucks and buses, components and engineering design services businesses, the sales and distribution business of Volvo Trucks as well as aftermarket support to Volvo Buses in India.
It is a constant challenge to make sure that the large workforce among the VECV dealers have the pertinent knowledge as well as skills to make successful sales and achieve targets. Traditionally,the dealers were trained to gain competency through classroom trainings. But this approach had a number of drawbacks.
The trainings could be arranged sporadically — once in every 6 months or so. This led to large gap in the skill as well as knowledge competency.
Due to continued lack of training, a lot of new recruits remained untrained for a long time, which affected their output. The trainings did not have a uniform efficacy as external trainers were assigned to do the job.
The measure of training efficacy was also not up to the mark, as it was possible to measure only the percentage of manpower trained. The learning content was not updated and this often reduced the relevance of training. All this resulted in a high attrition rate and low morale among the dealers.
Finally, VECV did not have a measure of the total trained manpower available at the dealers, which adversely affected sales and other targets. Solution implementedTo meet these challenges and to develop a new training initiative, G-Cube partnered with VECV to create a technology-aided platform to support the new training initiative.
G-Cube customized its new age WiZDOM LMS to create a learning portal that delivers training seamlessly across the vast spread of the dealer network and, eventually, empowers them to drive their own learning. The LMS creates a job role for each individual to gauge the competence level of learners.
Accordingly, a learning plan is created as per the profile of the learner with suitable courses assigned for online learning as well as classroom sessions. The online learning courses include modules on technical knowledge, soft skills, consultative skills, as well as need-based courses on new products or other industry-specific content.
The cycle of continuous learning is suitably strengthened by periodic assessments - both online as well as offline. Certificates are issued for chosen courses. This provides a sense of achievement to the learners.
The portal also manages national events like Skill Contests. This provides a suitable push for learning and encourages learners to aspire for better scores and come up as Skill Contest winners. The LMS is able to track a variety of data and create logical as well as relevant reports that provide a lot of pertinent information on the effectiveness of the training initiative.
The reports can be churned out as per the requirement of the administrator — the criteria of department, region, area, job title, dealers and so on.
A text message is also sent every time that a classroom session has been confirmed for the learner. This helps the learners keep track of the learning events better. With multi-device delivery, learning is now available across multiple devices, providing more opportunities to learn.
Also, since the learners are now more adept at working with mobile devices, the multi-device access was aligned as per their preferences. This helped learning initiative gain instant appeal for the learner group. A variety of relevant courses were added onto the portal and the courses were assigned as per the job role of the learner in the organization.
This provided customized learning that aligned to the individual needs. The learners were able to make better use of the knowledge and were able to apply it well to their work. Customized Reports provided accountability for the training initiatives and the stakeholders could ascertain the progress of learners at all times.
The learning initiative was not only successful in creating an easily-accessible platform of learning, it also increased the overall satisfaction of the dealer employees.
They were more connected to the organization and had access to the latest learning content. They were able to apprise themselves on newer products as well as schemes for their prospective clients.
With a client base of over 2, companies in India, it has a strong presence in serving the industry segments of financial services and information technology, among others. Business Requirement KPMG is dedicated to knowledge and skill building among its employees, and trainings are conducted on a regular basis to achieve this.
However, scheduling and planning for these trainings proved to be a difficult and time-consuming proposition.laboratory business plan sample pdf diagnostic lab chemical,laboratory business plan ppt preservation lab facilities and sub units university libraries free dental continuity,dental laboratory business plan free medical template sample pdf,chemical laboratory business plan pdf medical and diagnostics centre in equipment sample,free dental laboratory business plan ppt lab focuses half pencil.
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