Comprehensive Training Plan for

Title of the assignment

Product Managers

Mitali Haldankar- 161

Student Name Purva Zodage - 207
Juee Kale - 188

Professor’s Name Dr. Mahesh Luthia

PGDM 2023-25 Semester III – Training

Course Title
and Development

Date 11th October 2024

 Comprehensive Training Plan for Product Managers (Competency-Based Approach)

➢ Who is a Product Manager?

A Product Manager is a professional responsible for overseeing the entire lifecycle of a

product, from conception to launch and beyond.

➢ What they do?

A Product Manager is responsible for analyzing market trends, customer needs, and
competition to guide the product’s direction. They define the product vision and create a
strategic roadmap, ensuring alignment with business goals. Collaborating closely with
engineering, design, marketing, and sales teams, they oversee the product's development,
launch, and continuous improvement. Using data to track performance, they make informed
decisions to optimize the product. Ultimately, their goal is to ensure the product meets
customer expectations while supporting the company’s objectives.

Section I. Goals and Objectives

SMART Goal: To build a structured training program for Product Managers, ensuring they
are equipped with the competencies necessary to manage the complete product lifecycle—
from market research and product strategy development to successful product launch and
post-launch optimization. The training will enhance their ability to oversee cross-functional
teams, implement product strategies, and make data-driven decisions. The goal is to increase
overall competency scores by 25% within six months of program completion.

Training Objectives:

1. Market Research & Analysis: Develop advanced market research skills specific to
Indian consumer behavior, competitor analysis, and product positioning.
2. Strategic Product Planning: Equip PMs with the ability to create detailed product
strategies, roadmaps, and positioning strategies.

3. Cross-Functional Team Leadership: Enhance leadership skills to lead and

collaborate with multidisciplinary teams effectively.

4. Product Lifecycle Management: Gain proficiency in managing the product lifecycle,

from ideation to release, and incorporate customer feedback.
5. Data-Driven Decision Making: Enable PMs to leverage data for strategic decision-
making and product performance tracking.
 Section II. Design Document

Training Duration: 10 weeks, with each module lasting 2 weeks (Total: 60 hours).

Learning Training
Module Description Tasks & Exercises Duration
Models Used Methods
Develop the
Market research
capability to
project focused on
conduct E-learning
Indian consumer
1. Market comprehensive modules,
segments, case study
Research & market research ADDIE Model 12 hours workshops, and
analysis, and
Analysis and competitor market
competitive
analysis based on simulations.
benchmarking
current market
exercises.
trends in India.
Create detailed Develop a product
product strategies, strategy document, Strategy
Competency-
2. Product roadmaps, and create a product workshops,
Based
Strategy & positioning roadmap, and 12 hours roadmap
Learning
Planning strategies aligned conduct feature development
(CBL)
with the prioritization and simulations.
company’s vision. activities.
Manage the Develop product
product lifecycle requirement
effectively, from documents, create
ideation to Kolb’s prototypes, and plan Hands-on labs,
3. Product
release, and Experiential product launches. project-based
Lifecycle 12 hours
incorporate Learning Collaborate with learning, and
Management
customer Model engineering, simulations.
feedback for marketing, and sales
ongoing teams for smooth
optimization. execution.
Enhance
leadership skills
Leadership role-
to lead
4. Cross- Kirkpatrick’s playing exercises, Role-plays,
multidisciplinary
Functional Four-Level conflict resolution leadership
teams in dynamic 12 hours
Team Training workshops, and team assessments, and
work
Leadership Model management case group projects.
environments and
studies.
manage resources
effectively.
Implement Agile
principles and
Scrum simulation
practices in
exercises, sprint Instructor-led
5. Agile product
planning, backlog sessions, hands-
Product development, ADDIE Model 12 hours
management, and on labs, and
Management with a focus on
collaboration tools Agile sprints.
the Indian IT
for Agile practices.
ecosystem and
remote teams.
 Use data analytics
KPI setting, data
techniques to
analysis simulations,
track product Competency- Online learning,
6. Data-Driven and building product
performance, set Based data labs, and
Decision dashboards for 12 hours
KPIs, and make Learning dashboard
Making tracking product
informed (CBL) development.
performance and
decisions based
customer feedback.
on real-time data.

Total Duration: 72 hours (12 weeks, 6 hours per week)

Instructional Approaches:

• Gamification: Use of quizzes, leaderboards, and challenges to engage participants

and reinforce learning.

• Blended Learning: Combination of in-person workshops, e-learning modules, and

self-paced learning.

• Action Learning: Real-world scenarios and problem-solving exercises that encourage

participants to apply knowledge in practical contexts.
 Section III. Activity Resources

Activity
Resources Needed Tools and Equipment Support Required
Market research templates, Guidance from
Market Research Google Analytics, Tableau,
case studies on Indian experienced market
Project SurveyMonkey, Power BI
market analysts
Strategy development
Product Strategy Product strategy templates, JIRA, Freshworks CRM, Miro,
workshops and expert
Development strategy frameworks Lucidchart, Zoho Projects
mentoring
Figma, Zoho Projects, Support from
Product Requirement Requirement gathering
Microsoft Visio, Axure, engineering and UX/UI
Document Creation templates, prototyping tools
Moqups experts
Microsoft Teams (Breakout
Leadership Role- Leadership scenario cards, Facilitator support for
Rooms), Zoho Cliq, BlueJeans,
Playing Exercises conflict resolution guides feedback and evaluation
Poll Everywhere
Jira, Zoho Sprints, TCS Facilitation by certified
Scrum Simulation Scrum boards, Agile toolkits
MasterCraft DevPlus, Kendis Scrum Masters
KPI templates, mock Zoho Analytics, R (RStudio), Data analysis experts for
Data Analysis Labs
datasets Tableau, Microsoft Excel technical guidance
 Section IV. Training Evaluation

Evaluation Framework: Kirkpatrick’s Four-Level Training Evaluation Model

1. Level 1: Reaction

o Method: Collect feedback through post-training surveys to gauge participant

satisfaction, engagement, and relevance of content.

o Measurement Tools: Likert scale feedback forms, qualitative feedback

through focus groups.

2. Level 2: Learning

o Method: Pre- and post-training assessments to evaluate knowledge and skill

acquisition in modules like product strategy, market research, and leadership.

o Measurement Tools: Online quizzes, practical assignments, and case study

evaluations.

3. Level 3: Behaviour

o Method: Assess changes in workplace behavior through 360-degree feedback

from peers and supervisors to evaluate application of new skills.

o Measurement Tools: Behavioural change surveys, project performance

reviews.

4. Level 4: Results

o Method: Measure the business impact of training through metrics such as

product success rates, reduction in time-to-market, and improvements in cross-
functional collaboration.

o Measurement Tools: Performance dashboards, sales growth reports, customer

satisfaction surveys.

Evaluation Schedule:

• Initial Assessment: At the beginning of the training program.

• Midpoint Evaluation: After completion of the second module.

• Final Evaluation: At the end of the training program.

• Follow-up Evaluation: Three months post-training to measure long-term impact and

ROI.
Section V. Individual Development Plan (IDP) and Training Needs Identification (TNI)

Sample IDP Template:

• Employee Name: [Employee Name]

• Role: Product Manager

• Current Competencies: [List current competencies]

• Competency Gaps: [Identify gaps based on TNI]

• Training Goals: [Specific goals for each identified gap]

• Training Activities: [List corresponding training activities]

• Timeline: [Set deadlines for achieving each goal]

• Resources Required: [Identify resources needed]

• Evaluation Methods: [List evaluation methods and success criteria]

 Section VI: ANNEXURES

Process for Conducting TNA

1. Define TNA Objectives

Identify key competency gaps based on the job descriptions and performance
expectations of Product Managers.

2. Data Collection Methods

o Job Analysis: Review job descriptions to determine key skills and

responsibilities.

o Surveys & Self-Assessments: Collect data on current competency levels and

identify skill gaps.

o Manager Interviews: Gather insights on employee performance and training

needs.

o Performance Data Review: Analyse historical performance data to identify

recurring skill deficiencies.

3. Gap Identification
Compare current vs. desired competency levels for each skill area (Market Research,
Strategy, Leadership, etc.).

4. Prioritization
Rank competency gaps based on their impact on job performance and organizational
goals (High, Medium, Low).

5. Create TNI Template

Develop a structured template to document identified gaps, suggested training
methods, and priority levels.

Training Needs Identification (TNI) Template

Competency Current Desired Suggested

Gap Analysis Training Needs Priority
Area Level Level Methods
Market Consumer trend
Workshops,
Research & [1-5] [1-5] [High/Med/Low] analysis, High
case studies
Analysis benchmarking
Product Strategy
Roadmap creation,
Strategy & [1-5] [1-5] [High/Med/Low] workshops, Medium
feature prioritization
Planning simulations
Cross-
Team management, Role-plays,
Functional [1-5] [1-5] [High/Med/Low] High
conflict resolution mentorship
Leadership
Agile Product Agile principles, Scrum
[1-5] [1-5] [High/Med/Low] Medium
Management backlog management simulations,
 project-based
tasks
Data-Driven Data labs,
KPI setting, data
Decision [1-5] [1-5] [High/Med/Low] practical High
analysis
Making sessions

Instructions:

• Fill out current and desired competency levels on a scale of 1-5.

• Indicate gap severity and prioritize training needs (High, Medium, Low).

• Suggest appropriate training methods based on the identified needs.

➢ References:
Chidambaram, N. K. (2019). Analytics for leaders: A performance measurement system for
business success. Sage India.

Indeed. (n.d.). Product manager job description. Retrieved October 10, 2024, from
https://www.indeed.com/hire/job-description/product-manager

Kirkpatrick, D. L., & Kirkpatrick, J. D. (2006). Evaluating training programs: The four
levels. Berrett-Koehler Publishers.

Kolb, D. A. (1984). Experiential learning: Experience as the source of learning and

development. Prentice-Hall.
LinkedIn. (n.d.). Product manager job description. Retrieved October 10, 2024, from
https://business.linkedin.com/talent-solutions/resources/how-to-hire-guides/product-
manager/job-description#job-description

Pichler, R. (2010). Agile product management with Scrum. Pearson India.

Sinha, D. (2011). Consumer India: Inside the Indian mind and wallet. Wiley India.
Workable. (n.d.). Product manager job description. Retrieved October 10, 2024, from
https://resources.workable.com/product-manager-job-description