...Human Resource Management refers to systematic approach to problems in any organization. Human Resource Management is concerned with all aspects of managing the human resources of an organization. According to Likert,’’Every aspect of firm’s activities is determined by the competence, motivation and general effectiveness of its human organization. Of all the tasks of management, managing the human component is the central and most important task because...
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...Kanfer Knowledge and Learning Systems Group UNIVERSITY OF ILLINOIS AT URBANA-CHAMPAIGN September 2000 Funded by Allstate Insurance Company Sears, Roebuck and Company Eastman Kodak Company 1 UNIVERSITY OF ILLINOIS AT URBANA-CHAMPAIGN Table of Contents Topic Page I Defining e-Learning 3 II Strategic importance of e-Learning 6 III Organizational Culture and e-Learning 8 IV Trainers in an e-Learning environment 10 V Understanding distributed learners 13 VI Evaluation of e-Learning 19 VII Cost effectiveness of e-Learning 30 VIII Selected e-Learning comparison studies 34 IX Global issues in e-Learning 41 X e-Learning industry trends and delivery technologies 48 XI. References 60 2 A Review of Definitions Economic, social and technological forces continue to change the global economy, and the way of life in organizations and the world. In specific, these forces have and continue to revolutionize teaching and learning in organizations. Urdan & Weggen (2000) related that technology, the rapid obsolescence of knowledge and training, the need for just-in-time training delivery, and the search for cost-effective ways to meet learning needs of a globally distributed workforce have redefined the processes that underlie design, development and delivery of training and education in the workplace. In addition, Urdan &Weggen related that the need for different...
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...A project report on training and development in reliance money — Document Transcript * 1. Projectsformba.blogspot.com A SUMMER TRAINING PROJECT ON “TRAINING AND DEVLOPMENT”Project Report Submitted By:-Submitted in Partial Fulfillment of the Requirements for the award of the degree of PGDM POST GRADUATE DIPLOMA IN MANAGEMENT, AICTE, Ministry of HRD, Government Of India, New Delhi SAI BALAJI EDUCATION SOCIETYINTERNATIONAL INSTITUTE OF MANAGEMENT AND HUMAN RESOURCE DEVELOPMENT (W) (IIMHRD)Projectsformba.blogspot.com * 2. Projectsformba.blogspot.com DECLARATIONI the undersign hereby declare that the project report entitled “Training andDevelopment” written and submitted by me to IIMHRD, Pune in partialfulfillment of the requirement for the award of PGDM under the guidance ofmy mentor……………, my guide …………….. and ………………. is myoriginal work and the conclusion drawn there in are based on the materialcollected by myself. I hereby declare also this study has not been permittedby me to publish anywhere.Place:Date:Projectsformba.blogspot.com * 3. Projectsformba.blogspot.com CERTIFICATE BY THE INSTITUTEThis is to certify that Miss ………………………………., the student ofPGDM has worked on summer project titled “Training and Development”in Lucknow after semester II in partial fulfillment of the requirement for theProgram. This is her original work to the best of my knowledge.Date: Director’s Signature:Seal: ACKNOWLEDGEMENTProjectsformba.blogspot.com * 4. Projectsformba.blogspot.comI take...
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...TRAINING AND DEVELOPMENT MBA III SEM AS PER SYLLABUS OF RTU, KOTA PREPARED BY Dr. Pragya Mathur Kumar FACULTY (BISMA) BIYANI GROUP OF COLLEGES SECTOR -3, VIDHYADHAR NAGAR, JAIPUR -302023. For more detail :- http://www.gurukpo.com TRAINING AND DEVELOPMENT Group C [HUMAN RESOURCE MANAGEMENT] M-311 STUDY MATERIAL IN THE FORM OF QUESTION & ANSWERS Objective: The purpose of this paper is to provide an in-depth under-standing of the role of training in the HRD and to enable the course participants to manage the Training system and processes. CONTENTS TOPIC 1. NO.OF QUESTIONS Page Introduction to Training & Development Performance Appraisal & Training Training Process Trainer & Training Institutions - 6 3 2. 3. 5 19 8 9 12 32 4. 5. Evaluation of Training 6. 15 12 37 49 Training Methods and Techniques Annexure References 60 For more detail :- http://www.gurukpo.com UNIT I INTRODUCTION TO TRAINING AND DEVELOPMENT Q.1. What is training? Ans.Training can be defined as “The systematic acquisition of attitudes, concepts, knowledge, roles, or skills, that result in improved performance at work.” It refers to the process of teaching employees the basic skills they need to perform their jobs. Training refers to skill enhancement processes and activities designed to provide learners with the knowledge and skills needed for their present jobs. Q.2.What is training needs assessment? Ans. Training Needs Assessment consists of : Organizational Analysis :Examines systemwide...
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... But if this precious resource is not taken care properly, then in due course of time, becomes obsolete because of the drastic change taking place in almost every sphere of work and related aspects such as knowledge base, or skill base, or be in technical aspects. Keeping this in mind every organization must promote learning. The training and development department must prepare such training modules, workshops, seminars and conferences, which helps the employees to inculcate or acquire or upgrade their knowledge, and skills, which will help them in smooth delivery of the tasks. None of the training programmers can be considered successful and effective without its evaluation. Training evaluation helps in knowing the loopholes of the programs or “why was the program not as effective as it was predicted to be?” Training evaluation can be done at any of the different time span ranging from start of the training program or when the training is half way through or when the training has just ended or even after few months of completion. This can be done with or without control groups. There are generally four parties which are interested in evaluation of training effectiveness. These are trainer, trainees, Training and Development department and the managers of the trainees. Any of the evaluation methods like benefit Analysis, observation, role play, survey, Examinations &tests, projects, etc., can be undertaken depending upon certain actors like cost, time, urgency and situation. The...
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...organization’s prosperity. Federal law oblige training on particular health and safety related topics as well as sexual harassment training (Noe, 2010). Prior to developing your training curriculum, it is imperative as the trainer to do your responsibility, complete any groundwork, and research your organizations weaknesses and strengths meticulously. Various employers apprehend that acceptable employee training is vital l for an organization’s performance and achievements. Training subject matter may include common skills such as articulacy, vocational skills, familiarization about the organization along with programs aimed to prevent lawsuits, investigation of financial records, and fines, for instance sexual harassment training, safety training, and morale training. Supplemental to satisfy legal requirements, employers realize that extraordinary qualified personnel is primary to worker productiveness and welfare. Employers that have high turnover are apt to educate less and invest less on training than other organizations or companies. Nevertheless, it is obscureness comes first; intuitively achievable is that training linked to the indirect future of employment and is a key component for an achievement, accomplishment, production, and self-esteem. Organizations that support methods for employees to enhance...
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...Training Manager for a global provider of office technology and equipment. My direct team unit in the organization is the corporate university (an HR function), but we also have cross functional responsibilities to sales with a dotted line reporting structure to the Regional Sr. Sales Leadership team. My primary responsibilities are to manage training and development for the field sales organization within my territory (543 reps and 87 managers in the North Eastern ¼ of the US). This territory is divided into 6 “Areas” – each with its own Sr. Leadership team and sales force as well as unique geographic, competitive, and cultural needs. Mypositionhas very recentlychanged (duringthis class, in fact) and,as a result, myrole has shifted and I been assigned three additional Areas as well as new direction and responsibilities. Prior to the change, the university primarily focused on new hire skills with some management and higher level classroom training. The mission for my new position is to support the Area Business plan through “front line” skill building and development. Measurements are targeted at plan achievement, increasing manager skills, sales rep productivity, and reducing turnover. To achieve my targets, I must partner with the Sr Leadership and the management team in the Areas that I cover to: assess skill gaps, link the resources offered by our Corporate University, find or create the necessary resources or...
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...Primary data • Secondary data 7. Data Analysis • Statistical tool • Statistical package 8. Limitation of the study 9. Theoretical aspects of training and development 10. Introduction to the company 11. Analysis and interpretation 12. Findings 13. Suggestions 14. Conclusion 15. Bibliography 16. Annexure TRAINING & DEVELOPMENT SURVEY AT BSNL |S.N |QUESTIONS |Strongly |Somewhat disagree |Neither agree nor |Some |Strongly agree | | | |disagree | |disagree |what agree | | |1. |Training helps in increasing productivity of employees, to |1 |2 |3 |4 |5 | | |achieve organizational goals. | | | | | | |2. | Training programs are well-planned. |1 |2 |3 |4 |5 | |3. | Training programs are of sufficient duration. |1 |2 |3 |4 |5 | |4. | Training is periodically evaluated and...
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...[pic] 1.0. BRIEF IDEA ABOUT BANK Alfalah Bank Alfalah Limited was incorporated on June 21st, 1997 as a public limited company, under the Companies Ordinance 1984. Its banking operations commenced from November 1st, 1997. The bank is engaged in Islamic banking, commercial banking and related services as defined in the Banking Companies Ordinance, 1962. The Bank is currently operating through 195 branches in 74 cities. Management of Bank Alfalah accepted the challenge to transform this bank into a highly professional, most efficient & service oriented institution. The management has been successful in fulfilling the undertaken challenge. It has been successful in making a significant contribution to both corporate and retail banking in Bangladesh. Over the years, its emphasis on growth has resulted in a strong entity capable of offering high quality services to a wide spectrum of clients, in a highly challenging business environment. Its strategy is to maximize the synergies of branch network through an optimal allocation of financial resources in the face of dynamic challenges of present financial environment. Strengthened with the banking of the Abu Dhabi Group and driven by the strategic goals set out by its board of management, the Bank has invested in revolutionary technology to have an extensive range of products and services. This facilitates their commitment to a culture of innovation and seeks out synergies with clients and service providers to ensure uninterrupted...
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...sense we mean “Bank” as a financial institution that deals with money. There are different types of banks like Central bank, Commercial bank, saving bank, Investment bank, Merchant bank, Co operative bank etc. But when we use the term bank it generally means ‘commercial bank’ that collects the deposit from surplus unit of the society and then lends the deposits to the deficit units of the society. The existence of banking sector is not a new matter, as its existence was long years ago. But the new thing is that how it operates and presenting its activities for the purpose of serving customer requirements to increase their well being in the sense of wealth. Banks also provide many services for clients to make easy their life in a busy environment. In this competitive environment in today’s world, the entire bank increases their facilities in favor of their customers to retain them and capture more share of the market to be leader. Interest is one of the main factors in attracting customers and also one of the significant factors in increasing extra income from providing loans besides other service income. So, it can be said that conventional banking systems are interest-based system. Bangladesh is one of the largest Muslim countries of the world. The people of this country are deeply committed to Islamic way of Life as it is mentioned in the Quran and Sunnah. But it is not possible for the people to establish and design their economic lives in accordance with Shariah. The very...
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...Mercantile Bank Limited THURSDAY, AUGUST 11, 2011 I.1 Mercantile Bank Ltd at a glance Mercantile Bank Limited is one of the famous & oldest private banks in Bangladesh. It is a scheduled private commercial Bank established on May 20, 1999 under the Bank Company Act 1991 by Mr. Abdul Jalil (MP), & registered as a Public Limited Company under Companies Act, 1994. The Bank started commercial Banking operations for both organizations & individuals from June 02, 1999. From then within a short time MBL established itself in a strong position in the economy of the country having 35 branches all over the country. It has earned significant reputation in the country’s Banking sector as a Bank & created a wide image in the eye of the people by helping people in investing their money earn profits & serving different organizations to save their money is secured place along with investing in different other businesses for profit, organizational development, country’s economic growth & exchanging money & dealing international business in foreign currency. The dream of creating MBL, which is ‘A Bank of 21st Century’, & fulfilling its will to become “Banglar Bank” as its title says has become successful because of the initiative of some persons who are the sponsors of MBL. There are 30 sponsors in Mercantile Bank Limited and all of them are highly regarded for their entrepreneurial competence. Mercantile Bank Ltd. has consistently turned over good returns on Assets and Capital. Until...
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...Training for Measurable Results There’s a problem in the world of training. Despite the fact some businesses view training as an essential aspect of business performance, it is often undervalued. Many organizations view it as something they should do – in other words, to ‘check a box’. They also think that simply having employees ‘sit in a classroom’ is equivalent to building actual, proven competency, when nothing could be further from the truth. Organizations ought to approach training as something that will fundamentally improve overall business performance, cultivate talent from within, and ensure not only that employees have completed the courses required for their job, but are actually competent in their job functions and best positioned to improve the overall performance of the organization. But whether training is viewed as an afterthought or taken more seriously, a number of problems still pervade many organizations. Specifically: • • • Too few businesses strategically and proactively invest in robust training programs. In the face of turbulent economic times, training budgets are often the first to suffer. Training programs are too often more preoccupied with ‘going through the motions’ of training without developing the capacity to measure and prove the effectiveness of the programs. In spite of this, there is an emerging trend among some businesses to invest more seriously in training and, critically, training tracking tools that help ensure training programs are...
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...1. Introduction: Training can be introduced simply as a process of assisting a person for enhancing his efficiency and effectiveness to a particular work area by getting more knowledge and practices. Also training is important to establish specific skills, abilities and knowledge to an employee. For an organization, training and development are important as well as organizational growth, because the organizational growth and profit are also dependent on the training. But the training is not a core of organizational development. It is a function of the organizational development. Training is different form education; particularly formal education. The education is concerned mainly with enhancement of knowledge, but the aims of training are increasing knowledge while changing attitudes and competences in good manner. Basically the education is formulated within the framework and to syllabus, but the training is not formed in to the frame and as well as syllabus. It may differ from one employee to another, one group to another, even the group in the same class. The reason for that can be mentioned as difference of attitudes and skills from one person to another. Even the situation is that, after good training program, all different type skilled one group of employees can get in to similar capacity, similar skilled group. That is an advantage of the trainings. In the field of Human Resources Management, Training and Development is the field concern with...
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...all employees, however many employers discover that the development of employees through training is very costly. It also increases absenteeism allowing production to reduce momentarily, despite this disadvantage training employees helps them to feel confident in what their job entails, allowing them to be more effective and efficient both to the external and internal customers. Training is an investment that all organizations should provide, most organizations have their own culture, routines and policies, no two organizations are alike and it can be difficult for a new employee to fit into an organization without being trained properly. An employee who receives the necessary training is better able to perform their duties, since they become more aware of the proper procedures. Therefore, training can be described as a variety of experiences that intend to enhance and develop skills and knowledge in order to accomplish organizational objectives, to improve and change organizational aspects within the work place (Bramley 1996) (Broad & Newstorm 1992). In all organizations there are employees with weaknesses in their work skills, a training programme allows the employee to strengthen those skills while eliminating the weak areas, as it seeks to improve knowledge and skills on a higher level. If all employees are crossed trained, it makes it easy for replacement if needed, since each person will have an idea of what the other person does on a daily basis, employees can work as teams...
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...as soup, sandwiches, and the ever popular timbit. (Tim Hortons story, 2012) The design of Tim Horton’s is through franchising. This allows a party with the assets available to own a Tim Horton’s restaurant, and continue to implement the successful business model already set in place. The rise in popularity allowed the franchise to expand to over 3200 stores across Canada and even into the United States. (Tim Hortons Corporate Profile, 2012) It has also allowed the company to be publicly traded on the Toronto Stock Exchange and is managed by the Chief Executive Officer, Paul House. He oversees and manages the entire organization and is on top of the organizational structure. As of April 2012, the company’s stock is worth 53.35 on the TSX which gives is a market capitalization of 8.3 billion dollars. (Globe and Mail, 2012) In comparison, Research in Motion Limited, a smartphone-developing giant has a market capitalization of 6.6 billion dollars. (Globe and Mail, 2012) In 2010, Canadian Business Magazine gave Tim Horton’s the distinctive award with the best corporate reputation. (Tim Hortons Awards, 2012) Two of the biggest factors on why the Tim Hortons won this award is due to their organizational structure, their socialization, and their business culture. Organizational Structure Tim Horton’s divides its labor into different functions of business, including specialists in marketing and purchasing,...
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