O D Assignment Vikas Kumar

8/4/2019 O D Assignment Vikas Kumar

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AssignmentOn

Organizational DevelopmentIntervention

Training and developmentSubmitted by,

Vikas kumarReg.no.:-NHLI09PGDM105

Guided by,

Mrs.Vandana mam


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Training and development at NOKIA

They want employees to be able to develop at Nokia, both personally and

professionally. They offer an integrated package of classroom training, on-the-job

learning, individual coaching, and mentoring. We encourage people to learnthrough active participation by trying new roles at Nokia.

During 2007, we spent approximately EUR 70 million on employee training for

Nokia employees (excluding Nokia Siemens Networks as of 1st April).

Performance evaluationOpen dialogue about performance and opportunities for development helps to

motivate our employees. We encourage managers to coach employees continually

as well as having at least one formal personal development discussion every year.

Our 2006 employee survey showed 42% of those surveyed had not receivedrecognition or praise from their supervisor recently and less than half said

constructive feedback was a significant element of performance evaluation. In

response to this feedback, we have introduced a new performance evaluation tool

designed to help employees understand their assessment better and give them clear

ideas about how to improve. It encourages managers to give specific examples of

good performance, and explain clearly how areas for improvement are identified.

This has resulted in a 5% increase in employees indicating that they receive

ongoing feedback which helps to improve their performance.

We understand that praise is an important motivator and want to create a culturewhere team members recognize achievement and help each other perform well. In

2007, 762 people at our factory in Dongguan, China, participated in a competition

designed to encourage employees to take pride in their skills by performing a range

of production tasks to a high standard in the shortest time.

LeadershipStrong leadership is vital for the continued success of our company. In 2007, we

launched a new leadership model True Nokia Leader alongside our newstrategy and values. The True Nokia Leader must bring our values to life and

consistently ensure they form relationships based on trust and deliver extraordinaryachievement, growth and development for individuals, teams and our business. The

model will guide our leadership development activities and the performance

evaluations of managers and leaders.

In 2007, Nokia was named number one company in Europe and number three in

the world in a Top Companies for Leaders study conducted by human resources


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company Hewitt Associates, in partnership with Fortune magazine. The study

examines how organizations identify and develop future leadership capability and

analyzes the links between leadership practices and organizational performance.

Labour practices:-

They provide a variety of mandatory and voluntary training opportunities for our

employees to help them develop a broad range of skills for the workplace, as well

as the competencies specific to their role. We offer thousands of internal training

options, as well as many external training opportunities. To match local needs,

training may be tailored and may also be available in local languages. We operate

the 70-20-10 approach to training, where 70 percent of training is on-the-job

learning (projects, assignments, and international transfers). Mentoring and

coaching accounts for 20 percent, while only 10 percent of employee learning and

development comes from traditional classroom training or e-learning. We

encourage e-learning opportunities where possible as these are environmentally

preferable and cost efficient..

Performance evaluationOpen dialogue about performance and opportunities for development helps to

motivate our employees. We encourage managers to coach employees continually

as well as having at least one formal personal development discussion every year.

Our 2009 employee survey showed that 71 percent of those surveyed felt that their

manager helped them know what is expected of them, 61 percent said that theyreceived regular feedback from their manager to improve their performance and 62

percent indicated they understand how their performance is evaluated.

We understand that praise is an important motivator and want to create a culture

where team members recognize achievement and help each other perform well. In

2007, 762 people at our factory in Dongguan, China, participated in a competition

designed to encourage employees to take pride in their skills by performing a range

of production tasks to a high standard in the shortest time.

Environmental Management training at NOKIAAt Nokia employees can participate in a wide range of internal events and training

that help raise awareness and develop understanding of environmental issues, bothinside and outside the company.

A series of environmental virtual information sessions covering a wide range of

topics related to Nokias environmental work are organized as online


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teleconferences, making it possible to join from anywhere in the word. Presented

by both internal and external experts, nine environmental virtual information

sessions were held in 2007.

Many of Nokia's regular management training programs include environmental

issues. In addition, there are management training workshops on business caseswith an environmental focus, and seminars covering relevant and topical

environmental issues are arranged with WWF, the global conservation

organization, as part of the Nokia/WWF partnership.

here are many environmental awareness programs running in Nokia factories. One

of the largest is the Nokia Environmental Ambassadors Club in China which has

attracted over 1000 Nokia employees to work for environment in their spare time.

More than 5400 hours have been contributed by the clubs volunteers in 2007, forexample, planting trees with neighboring suppliers, providing environmental

education to Nokia Hope Schools in 10 cities in remote areas, and setting upbattery recycling bins and environmental posters in Dongguan city center with

other associations.

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O D Assignment Vikas Kumar