Professional Documents
Culture Documents
GROUP MEMBERS
ROLL NO.
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NAME
Daksh Agrawal
Sneha
Navya Jain
Anand Shankar
Priyanka Srivastava
Pooja Rani
ROADMAP
Introduction
Types of multiskilling
Who needs to get multiskilling
Need for multiskilling
Techniques of multiskilling
Advantages of Multiskilling
Barriers to Multiskilling
Case Study
Bibliography
MULTISKILLING: AN
INTRODUCTION
Organisations typically multiskill with
the intent of removing functional
barriers and increasing the flexibility
of the workforce; it is rarely about
the ideals of job enrichment and
empowerment as advocated by
certain humanistic organisational
change specialists. (Economist,
1991)
HUMAN RESOURCE DEVELOPMENT
MULTISKILLING: AN
INTRODUCTION
Multiskilling
refers
to
training
workers to be able to undertake a
wide range of different jobs, instead
of just one.
Cordery
(1995)
classified
multiskilling into 4 types.
TYPES OF MULTISKILLING
1. VERTICAL MULTISKILLING:
The extent to which supervisory or
administrative support tasks are
learned by individuals.
2. HORIZONTAL MULTISKILLING:
This is learning skills from another
discipline or function within an
organisation.
HORIZONTAL MULTISKILLING
SKILL BROADENING : Where minor
elements and tasks are learned on top of
the predominant activity (major task). So
expertise is maintained in the major task
with elements added to increase efficiency.
CROSS SKILLING/DUAL SKILLING :
Where another major activity is learned in
addition to the main craft and a person is
considered competent to carry out any
activity in these two main disciplines.
HUMAN RESOURCE DEVELOPMENT
TYPES OF MULTISKILLING
DEPTH MULTISKILLING: This is the
acquisition and application of more
complex, specific skills within the same
trade or discipline.
MULTISKILLED TEAMS: A multiskilled
team is a group of individuals who
collectively have a range of skills.
MULTISKILLED TEAMS
1. Traditional single skilled individuals
collected into one team and managed
by one supervisor, or
2. A team of multiskilled individuals.
MULTISKILLING INITIATIVE :
INDRADHANUSH @ ACC
Concrete
The concept of Indradhanush challenges
the theory of one person - one role.
Theaim of this development model is to
train people and make them green in
multiplecompetencies.
The model includes a carefully crafted
Multi-skill index to measureprogress.
(As explained by Dr. Tanaya Mishra, Chief
People Officer, ACC Concrete)
HUMAN RESOURCE DEVELOPMENT
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MULTISKILLING INITIATIVE :
INDRADHANUSH @ ACC
Concrete
The model encompasses 3 phases:
1. Plotting a multi-skilled profile for
each of the plant personnel.
2. Developmental initiatives through
OTJ training.
3. Assessments and remapping.
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TECHNIQUES OF
MULTISKILLING
Multiskilling can be developed through a
variety of techniques which are as follows:
Coaching and Mentoring
Job-Rotation
Job-Shadowing
Self-Learning
Temping
Team-based Cross-functional projects
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COACHING &
MENTORING
COACHING
Takes place between worker and supervisor
Can provide specific performance improvement and
correction
MENTORING
Senior employee paired with a junior employee
(protg)
Helps to learn the ropes
Prepares protg for future advancement
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JOB ROTATION
JOB ROTATION
Train on different tasks/positions
Often used to train entry-level
managers
Also used to provide back-up in
production positions
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JOB SHADOWING
Job shadowing is a career exploration activity that
offers an opportunity to spend time with a
professional currently working in a persons career
field of interest. Job shadowing offers a chance to
see what its actually like working in a specific job.
The new hire may spend one to five days following
the routine of the employee, learning generaljob
responsibilities, observing how the tasks are
carried out, and getting some insight into methods
that allow for efficient handling of thejob.
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SELF-LEARNING
In self-directed learning (SDL), the individual
takes the initiative and the responsibility for
what occurs. Individuals select, manage, and
assess their own learning activities, which can
be pursued at any time, in any place, through
any means, at any age. In schools, teachers can
work toward SDL a stage at a time. Teaching
emphasizes SDL skills, processes, and systems
rather than content coverage and tests. For the
individual, SDL involves initiating personal
challenge activities and developing the personal
qualities to pursue them successfully.
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TEMPING
Temping means working short employment stints
with a variety of clients, usually through atemping
agency orstaffing firm.Although temporary, the
worker bases his/her working life around this kind
of work as it offers increasedflexibilityand variety
Temping is a tri-party agreement, between the
client company, the third party vendor and the
employee (also known as associate or temp.
The temp workers work in the facility of the client
companies, but receive salary and benefits from
the temp agencies.
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LEARNING BY DOING
New forms of learning by doing
seem to be emerging. Technology
could play a role in finding
innovative ways to enable skills
development
and
greater
understanding of personal actions,
reactions and decisions.
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ADVANTAGES OF MULTISKILLING
Workforce is more flexible.
Helps in change management.
Employees are better prepared to anticipate
problems or requirements or other areas.
Employees can assume other tasks when there is
absenteeism.
Employees can be moved into other positions at
peak operational time.
Employees become more aware of the work flow.
More talent available for the organizations.
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ADVANTAGES OF MULTISKILLING
Out of the box thinking, influx of new ideas, creative
solutions through role reversals and lateral moves.
People in different functional areas are connected.
Increasing task variety increases employee
satisfaction.
Greater employability for employees.
Contributes towards employee training &
development.
Cost-effectiveness and cost-cutting.
Better cope-up with technological change.
Test trainees, helps identify persons strengths &
weaknesses.
HUMAN RESOURCE DEVELOPMENT
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BARRIERS TO
MULTISKILLING
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WORK SPECIALIZATION
Absenteeism rises
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MULTISKILLING
WORK SPECIALIZATION
Quality
High
High
Speed
High
Moderate
Dependability
High
Moderate
Flexibility
High
Low
Cost
High
Low
High
Low
Low
Moderate
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CASE STUDY
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BIBLIOGRAPHY
Human Resource Development, Jon M. Werner & Randy L.
Desimone, Pg. 151-201,Eighth Edition, Cengage Learning India
Pvt. Ltd.
http://
wps.pearsoned.co.uk/ema_uk_he_slack_opsman_4/17/4472/1144953.
cw/index.html
(Retrieved February,2012)
http://www.hrprofessor.com/article6.html(Retrieved
February,2012)
http://
hsc.csu.edu.au/ind_tech/ind_study/2530/Multiskilling.html
(Retrieved February,2012)
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