L&D institutions in India

Capability Develpoment - Tata Power Company Ltd.,

T&D- Matrimony

Talent & Learning   Plotform - Reliance 

L&D Strategic Accounts - Infosys ltd.,

L&D - Petrochemical Business - Reliance

L&D - Cognizant Technology solution

L&D Aditya Birla Payments Banks ltd.,

L&D - Kotak Mahindra Bank

L&D - Air India SATS Airport services pvt. ltd.,

Training - Corporate Businsess & Support Function- YES Bank Ltd,,

Learning , Talent and OD - Primal groups

Traing Manager - Star Life Insurance

Training & Agency Development - Bharti Life Insurance

Leadership Academy - Cipla

L&D- RI VIGO

Sales training - Tata Motors ltd.m

Leadership development - Tupperware brands

L&D Trent ltd.,

L&D - Lupin

Learning officer - Bank of Baroda

Talent Development - Signoda Indial Ltd.m,

L&D - Appollo Munich Health Insurance

L&D - Wallance pharmaceuticals pvt. ltd.,

L&D - Equitas Small Finance Bank

L&D- Zomato

L&D - Cuypress Semiconductor corporation

L&D - Larsen and Tourbo Ltd.,

L&D - Thomson Reuters

Training - Appeejay Surrndra Park Hotels ltd.,

L&D - Adani enterprises

My coach learning - Sriram Value Services ltd.,

L&D - Citi South India

L&D - Bajaj Allianz Life Insurance

L&D - Paradise Food Court pvt. ltd.,

L&D - Tata Motors Finance ltd.,

L&D - Royal bank of scotland

L& D related career

 Leadership training manager

Talent & carree development

L&D Technology

L&D HR

People Development & Performance

OD & talent management

Talent management specialist

Talent learning deployment leader

Talent officer

Capability development

T&D

Talent &learning plotform

Leadership development

L&D strategic accounts

Trainer focus

Knowledge - Mental skill - to be think and understand.

Skill - Physical skill - need to be involving in movement.

Attitude - Viewing the world - to be affect our behaviour.

Trainer focus 75

 learning is a process which results in change.

Trainer focus 74

focus to content to participants' need.

to understand easily by participants.

content is relevant, short and useful.

entertainment.

Trainer Focus 73

Learning:

It is important for trainers to understand the way that people learn.

It is used to design any programme.

Also, to encourage to learn.

Trainer focus 71

focus to content related ...

power point presentation 50%

video presentation 10%

case study presentation 10%

case study: group discussion 10%

entertainment 10%

communication: tamil or english or hindi or mixed. 10%

Trainer focus 70

 trainer role should contribute to organizational effectiveness.

Trainer focus 69

 Trainer focus to who are the participants? what are the specific outcomes, such as mental skills, values

 and beliefs.

Trainer focus 68

the skills and knowledge are to be improve participants performance, create a supportive work environment and produce measurable results.

Trainer focus 67

 Activities used to action planning, creativity and decision making.

Trainer focus 66

 Participative training:

It is should use by only advanced trainer.

Trainer focus 65

 Active learning is definitely to be encouraged the participants.

Trainer focus 64

 Active learning:

Use of games to be learn better through doing than through hearing and observing.

Trainer focus 63

 connect the training activity directly to participant's own experience.

Trainer focus 62

 Trainer pays full attention to how participants are responding while training activity

Trainer focus 61

trainer should be established rapport with trainees.

Trainer focus 60

 Be a whole person, not just a trainer. 

Trainer should maintain the roundedness of his development.

Trainer focus 59

 To increase our knowledge based on topic.

To learn some new ways.

Trainer focus 57

 Be always looking for ways of enhancing what you already have.