...Variables 9 3.0 Business Strategy 9 4.0 Training in Banks 13 5.0 Data Analysis and Findings 17 5.1 Respondents’ Profile and Frequency Analysis 18 5.2 Descriptive Analysis 22 5.3 Reliability and Validity Analysis 24 5.4 Correlations 27 Conclusion 36 Recommendations 37 References 38 LINKING TRAINING WITH BUSINESS STRATEGY: A STUDY OF MULTINATIONAL ORGANIZATION (BANKS) IN PAKISTAN Shazia Zaman Dr. Nadir Ali Kolachi Abstract Training is one of the key functions of Strategic Human Resource Development and it has a strong influence in steering the organization in the direction of its planned business strategies. However to what extent is training effective and how strongly it contributes in getting the organization aligned with its business strategy is what this study will account for. The linkage between training and business strategy has been built in such a manner that training improves the skill level of employees, enhances their job related knowledge and equips them with the essential elements, which then leads to more focused efforts towards increasing the profitability of the organization.In this study six major banks were approached to conduct a survey. Three variables have been defined under this study as skills management, knowledge and profitability and all three contribute to making the organization more competitive. This study will seek to define the role of training in making the organization more competitive and...
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...So how did I take a site from 0-450 visitors per day (on the weekend mind you, much slower) and earning over $5 per day in adsense alone AND on the first page of msn for its main keywords in less then 3 weeks. Unfortunately I won t be showing this site as I did in the last post. Due to many reasons. Only a few now about it, and heck you could probably find it anyhow. (I know the investigative powers of the warrior forum) The first step that I take when looking at building a new site is the keyword research, and topic research. There are many ways you can go about doing this. My fav way at the moment is by using The Dowser tool, also I use wordtracker and even a free tool. http://www.123promotion.co.uk/ppc/index.php Once there, start running your list ideas through the keyword tool and look for something which has a decent traffic count in overture. (I choose overture as an example because it is widely recognized). I usually target niches with 80,000 upward searches per month for the main keyword. This way you are bound to be able to drive some good traffic to your site. The recent site I picked had 1,000,000 searches per month. Then I would plug in some of the top sites into SeoElite and find out how much seo the main sites are doing and how hard or easy it is going to be to beat them. Next thing I do is research affiliate products and adsense ads available for that keyword. The adsense ads you can do either in The Dowser tool. Or you can go to http://www...
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...The current issue and full text archive of this journal is available at www.emeraldinsight.com/1598-2688.htm AJQ 13,3 An analysis of critical success factors for Six Sigma implementation Sunil Sharma Faculty of Management Studies, University of Delhi, Delhi, India, and 294 Anuradha R. Chetiya Department of Mathematics and Statistics, Ramjas College, University of Delhi, Delhi, India Abstract Purpose – The success of Six Sigma implementation is known to depend on a number of critical factors. The purpose of this paper is to explore and analyse Six Sigma critical success factors (CSFs) in the context of Indian manufacturing organizations. Design/methodology/approach – Although Six Sigma success factors have been amply researched in the global context, in this paper, a maiden attempt is made to identify, through an extensive literature review, the CSFs for Six Sigma implementation followed by their validation and prioritization using primary data collection from Indian companies. A total of 22 CSFs have thus been compiled through an extensive literature review. These CSFs are then validated through an empirical research of select Indian manufacturing companies at various stages of implementation of the Six Sigma process improvement methodology. Findings – A factor analysis was used to finally reduce the 22 factors to seven groups of underlying CSFs, the top factors being use of right tools, measurement assurance, innovation and supplier collaboration. Based on the...
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...Krishnan, Rishikesha T. “Linking Corporate Strategy and HR Strategy: Implications for HR Professionals,” In R. Padaki, N.M. Agrawal, C. Balaji and G. Mahapatra (eds.) Emerging Asia: An HR Agenda, New Delhi: Tata McGraw-Hill, 2005, pp. 215-223. Linking Corporate Strategy and HR Strategy Rishikesha T. Krishnan Associate Professor of Corporate Strategy Indian Institute of Management Bangalore Recognition of the link between corporate and business strategies and strategies related to the people function is not new. McKinsey’s 7-S framework that emphasised the need for the alignment of seven organisational variables (superordinate goals, strategy, structure, systems, staff, skills, and style) for organisational effectiveness is about twenty years old. But, during this time, the importance of people to organisational success has, if anything, only multiplied as businesses have become more knowledge- and technology-driven. As a result, even strategy gurus, who typically talk about esoteric topics like transnational corporations and integrated networks, today emphasise the importance of the “individualised corporation”. 1 In this paper, we attempt to integrate multiple perspectives on the links between corporate strategy and human resources strategy with the objective of giving HR professionals working within an organisational context some pointers on how they can contribute to better integration of corporate and business strategy with HR strategy. Corporate and Business Strategy Corporate...
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...Strategic Planning and HR Planning – Linking the Process at McDonald’s Strategic Planning and HR Planning – Linking the Process at McDonald’s Human resources and the organization’s strategic plan need to be in sync when it comes to integrating new technologies. We are talking about a new look for McDonald’s. You as new employees will be coming into the new world of McDonald’s. For the organization to grow, it needs to have the transformation take place by uniting the management and the employees as a team or more importantly – as partners. You as new employees need to want to become part of the family that is McDonald’s. As the extensive renovations happen and the expansion of employees progresses, working together will make the entire team productive and impact that will have on consumers coming in to enjoy their time and meals with us will be extreme. The changes that are being strategically planned include televisions, an electric fireplace, cozy chairs, lots of wood and stone, along with speeding up the drive-through, offering salads, and a lot more equipment to speed up service (Kelly, 2011). What this means is training for you as new employees to utilize the new technology. Hiring new employees requires human resources to do background checks, orientation, training, set up benefits such as pension, insurance, time-off, severance, and any packaged company benefit entitlements. All of these cost the company time and money. In addition to getting...
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...830———Trait Approach to Leadership determining how an organization should allocate training resources. The organization–task–person model is less useful when it comes to reacting to a specific human performance problem, such as high turnover or poor sales. A thorough needs assessment relevant to this problem may prove inefficient; moreover, it would assume that some form of training is required to solve the problem. An alternative model has been offered to deal with these situations. It is a problem-solving process that begins with problem definition and then moves to root-cause identification Fleenor, John W. "TraitThis model isto and intervention design. Approach known as the Leadership." Encyclopedia of Industrial human performance intervention (HPI) process or and Organizational Psychology.(HPT). Although human performance technology 2006. relatively neglected in I/O psychology SAGE Publications. 16 Feb. 2011. research, this approach resonates with the consulting approach increasingly used by professionals in the human resource management and organizational development fields. —Kenneth G. Brown See also Job Analysis; Job Analysis Methods; Training; Trainability and Adaptability; Training Evaluation FURTHER READING leadership research. This approach focuses on the personal attributes (or traits) of leaders, such as physical and personality characteristics, competencies, and values. It views leadership solely from the perspective of the individual leader. Implicit in...
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...Krishnan, Rishikesha T. “Linking Corporate Strategy and HR Strategy: Implications for HR Professionals,” In R. Padaki, N.M. Agrawal, C. Balaji and G. Mahapatra (eds.) Emerging Asia: An HR Agenda, New Delhi: Tata McGraw-Hill, 2005, pp. 215-223. Linking Corporate Strategy and HR Strategy Rishikesha T. Krishnan Associate Professor of Corporate Strategy Indian Institute of Management Bangalore Recognition of the link between corporate and business strategies and strategies related to the people function is not new. McKinsey’s 7-S framework that emphasised the need for the alignment of seven organisational variables (superordinate goals, strategy, structure, systems, staff, skills, and style) for organisational effectiveness is about twenty years old. But, during this time, the importance of people to organisational success has, if anything, only multiplied as businesses have become more knowledge- and technology-driven. As a result, even strategy gurus, who typically talk about esoteric topics like transnational corporations and integrated networks, today emphasise the importance of the “individualised corporation”. 1 In this paper, we attempt to integrate multiple perspectives on the links between corporate strategy and human resources strategy with the objective of giving HR professionals working within an organisational context some pointers on how they can contribute to better integration of corporate and business strategy with HR strategy. Corporate and Business Strategy Corporate...
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... Manager Trainer Consultants and Solutions By Jamey Somerset Senior Manufacturing Engineer Venture AeroBearings June 7, 2008 Venture AeroBearings Inc, LLC. “Where Imagination meets Innovation” 5500 Palmetto Commerce Pkwy Ladson, SC 29445 June 7, 2008 Mr. Paul Pierce 1234 Crowfield Corporate Pkwy Charleston, SC 29445 Dear Mr. Pierce: This letter is a request for proposal (RFP) to have your company provide training services for Microsoft Project 2007, Microsoft Visio 2007 and Microsoft Power Point 2007. Background: Venture Aerobearings LLC, a joint venture between SKF and GE, was created in August 2007 (Venture Aerobearings, 2008). VA was founded by our parent companies to be an innovative aerospace manufacturer of jet engine bearings with teams consisting of diverse individuals from various backgrounds whose focus is to continually bring groundbreaking and innovative ideas for the progression of VA (Venture Aerobearings, 2008). Our salary team consists of 25 individuals including the plant manager. The purpose of this training is to enhance technical reporting and increase cross communication across other divisions of GE and SKF. We are looking forward to working with your staff, and please feel free to contact me for additional questions (Jamey.d.bess@skf.com). Thank you for your time and consideration. Sincerely, Jamey Somerset, Senior Manufacturing Engineer Enclosure: Proposal TABLE OF CONTENTS ABSTRACT………………………………………………………………………………...
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...Organization Management Journal Linking Theory & Practice: EAM White Papers Series 2006 Vol. 3, No. 3, 210-231 © 2006 Eastern Academy of Management ISSN 1541-6518 www.omj-online.org Effective Empowerment in Organizations GARY A. YUKL University at Albany WENDY S. BECKER University at Albany Psychological empowerment is the perception that workers can help determine their own work roles, accomplish meaningful work, and influence important decisions. Empowerment has been studied from different perspectives, including employee perceptions, leadership behaviors, and management programs. Despite positive rhetoric, programs designed to increase empowerment seldom achieve the benefits promised. Inconclusive and seemingly contradictory outcomes stem from the fact that few companies give employees significant control and access to management information. A half century of research suggests that empowerment strategies can offer real benefits. We outline facilitating conditions for effective empowerment, including characteristics of organizations, leaders, employees, and the work itself. Keywords: Empowerment, Leadership, Teams, Power Sharing Effective Empowerment in Organizations Psychological empowerment in organizations is the perception by members that they have the opportunity to help determine work roles, accomplish meaningful work, and influence important decisions. Over the past several decades an interest in empowerment can be seen in many subject areas within psychology...
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...CROSS CULTURAL MANAGEMENT FIRST REFLECTIVE ESSAY TISSA ADJANI - 1357809 What Kind of Training Would You Personally Prefer to Support the Development Your Cultural Intelligence, and why? You have probably seen one of HSBC advertising that show a three different perspective about a rug. Some people may say it is a decorative item, some people say it is a souvenir, and also there are some people that call it a place to pray. The different point of view comes up because we have a different culture between us. The one who say is a decorative item maybe comes from Europe, the other who say it is a souvenir maybe comes from Turkey and the other one who say it is a place to pray comes from Arabic country. We have our own Cultural Intelligence that makes us have a different perspective. Cultural Intelligence is the ability to interact effectively with people who are culturally different (Earley and Ang, 2003). One of our intelligence related to interacting with different people. A person with high cultural intelligence can somehow tease out of a person’s or group behavior (Earley and Mosakowski, 2004). As we can see, person who has high intelligence will judge a person and they will assume that people from that culture have a same behavior like them. For example in university, in one class there are 40 students from around the world. 15 minutes after the class start, someone came and he or she is from Indonesia. Because of that, all students will assume that Indonesian is always...
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...opportunities or a success rate of99.9997%. Six Sigma is a systematic data driven approach using the define, measure, analysis, improve and control (DMAIC) Antony & Banuelas (2002) & Banuelas Coronado & Anotony (2002) presented the key ingredients for the effective, introduction & implementation of Six Sigma.* Cultural Change* Training* Management commitment & involvement* Organizational Infrastructure* Linking Six Sigma to human resource * Linking six sigma to business strategy As in HR Dept Six Sigma can assist in identifying areas that have an impact on the external customer. They may concentrate on such aspects as leadership selection & training, enabling employees to focus on decreasing the non-value added time. It must identify high potential employees, here them as Black Belt & move then back into the organization as part of their rotation, and leadership training. Some of the other recent trends that are being observed are as...
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...succeed financially, how should we appear to our shareholders? To accomplish this perspective we track our financial requirements and performance: Objective | Measures | Targets | Initiatives | Increase Sale Revenue | Weekly sales Revenue all departments | 20% increase per year | Sales training | Decrease Purchasing cost | Inventory cost statement Decrease by 15% | Purchasing group | Purchasing group | Inventory control | Inventory management | Inventory turn to 36 | Just in time inventory | Increase profit | Net income | Increase by 20% | Reduce variable cost and increase revenue | (Kaplan, R. S. (2010) “Financial outcomes are separated causally and temporally from improving employees’ capabilities. The complex linkages make it difficult if not impossible to place a financial value on an asset such as workforce capabilities or employee morale, much less to measures changes from period to period in such a financial value” (p. 9). Customer Perspective: How does our organization appear to customers to achieve our goals? In order to meet goals of growth then our objectives need to be linked. The goal of linking increased customer acquisitions, customer satisfaction and customer retention which will in turn increase market share and growth. Objective | Measures | Targets | Initiatives | Increase...
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...Running Head: UTILIZING SOCIAL NETWORKING SITES Utilizing Social Networking Sites Michelle Rosas BSHS 352 March 21st, 2011 Erika Kelly Social Networking Business and Human Services organizations all over the world try to look for different ways to improve and be successful. One of the ways organizations have been able to maintain success is by networking and linking themselves with similar organizations. A website that provides organizations with this type of networking is LinkedIn. In week two I was given the task to research and understand why such sites as LinkedIn help human service organizations stay connected with their professional community and other human service professionals. In addition researching how these sites enhance more quality services and support and how additional training keeps you up to date and competitive against other organizations. History of LinkedIn LinkedIn is a site used by business professionals all over the world. This site provides business professionals and other types of organizations the ability to exchange information and other networking types of opportunities. Created by five founders, LinkedIn’s website officially took off in 2003 (LinkedIn.com, 2011). The five founders asked 350 of their closest contacts to join their site and within the first month had over 4500 members in the network (LinkedIn, 2011). By the end of 2003 they had over 81000 members and now present day has over...
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...Proper technical reporting and communication are keys to success within our company. The clear and concise training in Microsoft Power Point, Excel, and Project enhances the ability to use diverse information to all our customers. We are requesting for proposal so that you can provide us with your best qualified Microsoft experienced teachers. The programs listed above under software training are the 2010 versions that we are trying to update our staff with. At our company, we currently have 18 staff members who will be taking the training. 1-1 PURPOSE This request for proposal is to provide detailed training for Microsoft Power Point 2010, Microsoft Excel 2010 and Microsoft Project 2010. 1-2 PROBLEMS Our company salaried staff skill levels in the software mentioned above are below average. Proper diverse and technical communication within this organization is desired to maintain and increase our position in this market. 2-0 MATERIAL DESCRIPTION Training will be provided for specific sections within each program as listed below. Program: Microsoft Power Point (2010) • Slide Show Basics • Picture Basics • Use of Diagrams and Charts • Sound & Narration • Animation • Slide Design • Prepare to Present • General Office Skills Program: Microsoft Excel (2010) • Program Basics • Language Arts • Formulas • Keyboard Shortcuts Program: Microsoft Project (2010) • Program Basics • Linking Project Tasks • Presenting Project in Microsoft Word, and...
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...transfer of training. This information helps HRD pro- fessionals understand why people wish to change their performance after attending a training program, what training design contributes to people's ability to transfer skills successfully, and what kind of organizational environment supports the transfer. This article also provides HRD imple- mentation strategies to help organizations achieve a high level of transfer. Today we believe that an organization's competitive success is achieved through people (Pfeffer, 1994). It follows, then, that the skills and performance of peo- ple are critical. Many organizations spend much money on training, believing that training will improve their employees' performance and hence the firm's productivity. In 1997, organizations with more than one hundred employees were estimated to have spent $58.6 billion in direct costs on formal training. And with the inclusion of indirect costs, informal on-the-job training, and costs incurred by small organizations, total training expenditures could easily reach $200 billion or more annually (Holton, Ruona, and Leimbach, 1998). However, unsettling questions continue to be raised about the return on this investment. There is strong consensus that acquisition of knowledge, skills, behaviors, and attitudes through training is of little value if the new characteristics are not generalized to the job setting and are not maintained over time (Kozlowski and Salas, 1997). In other words, training is useless if...
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