...HR Training Class Sharon Council Dr. Daniel Frost HRM 530: Strategic Human Resources Management 06/22/2014 Justify the use of a needs assessment of your company’s proposed employee customer service training, stressing five (5) ways in which such an assessment would expose any existing performance deficiencies. An employee needs assessment is an asset to have in the retail industry. In this demanding line of work it is imperative that we have employees who are fully capable of doing their job well and quickly. Therefore, the needs assessment is needed to help shine the light on those candidates who best fit our needs. One way that a needs assessment may expose any existing performance deficiencies is by looking at the candidates’ individual needs. A needs assessment would help the company see which candidates need what type of training and save time not training the right person incorrectly. Another way that a needs assessment would expose any existing performance deficiencies is by looking at the organizational performance. This will help figure out the skills, knowledge and abilities that an agency needs from a candidate and help the organization recruit only those individuals that will help them and not hinder them in any way. The other way that a needs assessment can help expose any existing performance deficiencies is through an occupational needs assessment. This assessment examines the skills, knowledge, and abilities required for affected occupational groups....
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...1. In order to assist leadership to two merging organizations it is essential to FIRST examine the organizations intent and strategy. Understanding the true cause of this merger is very important for it could be for many reasons. The next step would be to diagnose what is needed. While applying the mergers and acquisitions stages: (precombination, legal combination and operation combination), the particular stage that I believe to be critical is within the precombination phase of developing a merger integration plan. This plan specifically identifies how the two organization will be combined, as well as when, how, and who will do what. By identifying this particular step in comparison to the two mergers, I would be able to identify what is needed. (Cummings & Worley, 2009, p.566). The operational combination phase addresses the cultural integration process in order for these two mergers to consist with one another. This phase is “aimed at building new values and norms in the combined organization” (Cummings & Worley, 2009, p. 567). Encouraging members from both organizations to work together and solve problems is a great way for forming a successful merger. Effectively managing change in an atmosphere where two organizations have merged is crucial for it affects both employees and stakeholders. When managing change, managers should keep in mind the affects it has on employees for they the important asset of the organization. Ways to bring about change...
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...employee a generous severance package which could provide economic benefits that reflects management’s compassion and understanding of the impact of the termination. Although the trend is for companies to offer less in severance payments, 93 percent of them require employees to sign releases of liability in order to receive severance pay. A great way to help soften the blow of a layoff is for the company or manager to do their best to find those leaving the company a new job. This could mean calling around to see if anyone is hiring, providing great job recommendations and even calling the competition to see if they have any openings. The company should also cover the expenses for some career counseling. The company can provide on-site training around resume writing and how to ace an interview for all employees. This can cause loyalty from all employees even the ones being laid off. Another way to help the laid off employee is to offer as much support mentally like, offering to listen and conversate with the employee on and off the job and also any support groupt for those who have experience this type of situation. A lot of employment consultants say those who have lost their jobs experience stages of grieving similar to the ones...
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...Assignment 4: HR Training Class Assignment John is a member of the Human Resources Department of Snazzy’s, a small retail company. Upper management has asked him to create a new employee customer service training class for all new employees. As he develops this class John will need to justify the use of a needs assessment of Snazzy’s proposed employee customer service training, stressing five (5) ways in which such an assessment would expose any existing performance deficiencies, develop a customer service training implementation plan and determine the method of training (i.e., presentation, discussion, case study, discovery, role play, simulation, modeling, or on-the-job training), justify why he selected this training method, propose two (2) ways to motivate an employee who has no interest in attending a training class and develop a survey to collect feedback from the employees who attend the training. As his first attempt to develop a training course, John will be expected to use quality resources to research the most efficient way to achieve a successful training class. Justify the Use of a Needs Assessment of Snazzy’s Employee Customer Service Training First, John is charged with justifying the use of a needs assessment of Snazzy’s proposed employee customer service training. The United States Office of Personnel Management explains that “The purpose of a training needs assessment is to identify performance requirements and the knowledge, skills, and abilities...
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...HR Practices in Novartis Bangladesh Contents Executive Summary .................................................................................................................................... 2 Introduction ................................................................................................................................................. 3 Company Background .............................................................................................................................. 3 Mission...................................................................................................................................................... 4 Vision ........................................................................................................................................................ 4 Methodology ................................................................................................................................................ 4 Recruitment ................................................................................................................................................. 5 Selection ....................................................................................................................................................... 6 Basic stages of selection ........................................................................................................................... 6 Tests Measures ...........
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..._____________________________________________ 2 2.2 Recruitment ___________________________________________ 3 3. Training and Development _________________________________ 3 3.1 Training ______________________________________________ 3 3.2 Development __________________________________________ 4 4. Reward and Incentives ____________________________________ 4 4.1 Reward ______________________________________________ 4 4.2 Incentives_____________________________________________ 5 5. HR professionals support line managers and their staff _________ 5 5.1 Department Staffing_____________________________________ 5 5.2 Workforce Strategy _____________________________________ 6 5.2 Performance Management ______________________________ 6 6. Conclusion _____________________________________________ 6 7. Appendices _____________________________________________ 7 1. Introduction 1.1 Context Every business is driven by its workforces. Accordingly, operative HR strategies are critical to guarantee productivity and maximum success. Human resources experts play a significant role with respect to coming up with the right approaches to support organizational track but they must have the skills to think beyond the strategies to identify the high level areas of effort that will drive success. BTI is one of the Biggest Institutes in the kingdom of Bahrain (if not in the whole Middle East) and for that it is really required to have an HR department to simplify lots of responsibilities to the management. 2. Selection...
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...TRAINING POLICY - MANAGEMENT TRAINEE (POLICY No.SFPL/CORP-HR/04) (Revised-w.e.f. 01 April 2012) Training is the corner stone of sound management. It is imperative on our part to impart appropriate training to the Management Trainees. Training is actively and intimately connected with all the personnel and managerial activities. If imparted effectively, it leads to: Increase in productivity Quality Improvement Fulfillment of future personnel needs. Improvement of Organizational Climate. Prevention of Obsolescence. Increase in employees’ efficiency and overall effectiveness. An effective training generally fulfills the following objectives: Bridge the gap between institution and the industry. Provide motivation to the trainee to improve his/her job performance. Develop a willingness to change. Provide for active participation by the trainees. Provide feedback. Permit practice where appropriate. OBJECTIVE OF SHEELA GROUP MANAGEMENT/TECHNICAL TRAINEE SCHEME: It is universal truth that fresh recruits who come directly from universities/institutes are having more theoretical knowledge and are not exposed to the practical application of the subject. It is, therefore, essential for any organization to mould them in a manner which suits our industry. The organization has, therefore, devised Management Trainee Scheme to achieve the objective to reducing the gap between institution and industry and to provide them an environment where they learn by doing practical things. SHEELA GROUP...
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...turnover rate and in order to address this problem, proper training programs need to be put in place. If employees are not trained properly and are not given the information they need to succeed, they will eventually become frustrated with the job and give up. 2. Do you think setting up an HR unit in the main office would help? Why or why not? It may help, and I hate to be so vague and not give a yes or no answer, however, the problem lies with the training. If the HR unit does not address the training of the associates, then no this will not help. If they do address the training issues this company has, then yes, the HR unit would be helpful. 3. What specific functions should the HR unit carry out? What HR functions would then be carried out by supervisors and other line managers? What role should the Internet play in the new HR organization? I am not trying to beat a dead horse here but I think first and foremost they need to work on training and development policies. They need to ensure that the employees have the materials and knowledge they need in order to ensure they are successful. This will be filtered down through supervisors and the line managers so training and development needs to be put in place for them as well so they can continue to train great employees that are confident in their positions. If the internet was to play a role in this new HR organization it would be for the distribution of training...
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...INDEX Contents Introduction 5 1.0 Introduction 6 1.1 Purpose of HRD 7 1.2 HRD Planning 8 1.3 Training Need Identification 10 About the Company 16 2.0 Introduction to the company 17 2.1 HRD Philosophy 17 Products & Services 19 2.2. Development Plan Template 21 2.3 Sample Training Calender: 22 Methodology 23 3.0 Report Methodology 24 Findings & Recommendations 26 4.0 Recommendations based on Findings 27 4.1 Proposed Improvement in Training Policy 28 4.2 Proposed Process for Training: 28 Annexure 30 Annexure 1: Proposed Training Process for Employees 31 Annexure 2: Proposed Feedback Questionnaire 32 REFERENCE 36 1.0 Introduction HRD is mainly concerned with developing the skill, knowledge and competencies of people and it is people-oriented concept. It has a body of knowledge and this knowledge is transferred to younger generations through management institutes in India. By now HRD is a well-recognized function in organizations. HRD is… “a process of developing and/or unleashing human expertise through organization development and personnel training and development for the purpose of improving performance.” HRD from organizational point of view is a continuous process in which the employees of an organization are helped/motivated to acquire and develop technical, managerial and behavioral knowledge, skills and abilities, and mould the values, beliefs, attitude necessary to perform present and future roles by realizing highest human potential...
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...1. Would a TNA be needed in this situation? Why or why not? If yes, who would you want to talk to? Training Needs Analysis is a formal process required for the purpose of identifying the training gap that is in existence and its related training need. Considering the IMP case analysis, training needs analysis is required since there are different sectors within the organization which require an individual to possess the necessary skills to perform the expected work within that department. In addition, training is also offered to people working within the ‘different sectors’ in that organization despite the fact that equality is not displayed while offering that form of training. Talking to the HR manager at North America International Airport’s about training needs analysis is a good idea since the HR manager is the one with the authority over the individual’s directly concerned with training such as Mr. Pettipas. 2. Based on the case as presented above, what KSAs need to be trained? From the case analysis at IMP, it is evident that there are several knowledge, skills and abilities that have to be addressed during training to all the employees within those departments. Leadership skills need to be addressed since the HR was not able to assist Ms. Dillman in her case which portrayed that he lacked the leadership skills. Technician skills required for the metal sheet shop needs to be trained since Ms. Dillman lacked knowledge on the requirement of a metal sheet shop technician...
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...HR 400 Designing, Presenting and Evaluating a Training https://homeworklance.com/downloads/hr-400-designing-presenting-evaluating-training/ Designing, Presenting and Evaluating a Training Four Square Company is developing a training program for current employees who wish to become managers, and for people newly in management positions. As a Training and Development Specialist, your task is to develop an overall training plan for preparing managers. In addition, you will prepare a 10-15 minute presentation on the management training topic of your choice. A few suggestions are listed; you may contact your instructor for approval of a different one. • Hiring • Disciplinary actions • Performance reviews • Terminations • Managing Conflict in the Workplace • Leading a Meeting or Committee • Managing Employee Complaints • Managing Sexual Harassment Complaints Your plan will follow the ADDIE model: Analysis, Design, Development, Implementation, and Evaluation. More details for each section are given below. When addressing each piece, be as specific as possible, demonstrate your understanding of each relevant concept, incorporate the course material, and show how your choices are relevant to Four Square’s goals. A complete plan will be about 10-15 pages. If your plan is less than 10 pages, then it is likely that you are not writing at the level of detail required by the project. Address each concept in depth with complete explanations supported by what we are learning in...
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...Report on “How I assess the training & development issues/needs of an Organization?” Prepared by : Supervised by & submitted to: Nazia Tazreen ID 2010010002014 Tazreen Rahman Md. Rasel Bhuyan ID 2011010004081 Course Teacher Abeda Awwal ID 2010110001061 Training & Development Kaniz Fatema ID 2010110001080 Mahajabin Begum ID 2010110001070 Program : MBA (THIS REPORT IS SUBMITTED FOR THE PARTIAL FULFILMENT OF THE DEGREE OF MASTER OF BUSINESS ADMINISTRATION WITH A MAJOR IN HRM) 13 December 2011 Tazreen Rahman Course Teacher (Training & Development) Southeast University Dhaka Campus Subject: Submission of Report Dear Madam, With a pleasure, I would like to submit my internship report entitled “How I assess the training & development issues/needs of an Organization?” in connection of my practical experience in Bestway Group I have tried my level best to expose it’s “training & development issues/needs assessment” through collecting various significant information of Bestway Group. I hope you would kindly accept the report considering my unintentional mistakes in preparing of the report. Thanking You Sincerely Yours, ______________________ Nazia Tazreen & Group MBA Program Southeast University Dhaka Campus. |Content Name | |Page No. | |First Phase: Training & Development Process ...
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...Summary Introduction Mission Vision Values H-R Policies of Allied Bank 1) Job Analysis A) Contractual Staff B) Regular Staff A) Contractual Staff * Job specification * Job description B) Regular Staff * Job specification * Job description 2) Recruitment 3) Selection 4) Testing 5) Interviews 6) Training & its types A) Off-job training B) On-job training A) Off-job training Occupational Training schools Cooperative Education Vestibule training B) On-job training Apprenticeship Coaching Mentoring Job Rotation In-Basket Training 7) Compensation Mgt Salary Probation period Pension Promotion criteria Transfer Rent or residence facility Medical care Health and safety program Insurance Career management Vacations Education of children Transport Performance...
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...INTERNSHIP REPORT ON TRAINING AND DEVELOPMENT PRACTICES OF INCEPTA PHARMACEUTICALS LTD. Submitted To: Mr. Shamim Ehsanul Haque Senior Lecturer BRAC Business School Submitted By: Nusrat Jahan Trisha ID – 09204115 BRAC Business School TABLE OF CONTENTS Title Page No Part- Ι Letter of Transmittals 5 Acknowledgement 6 Executive Summary 7 Part- ΙΙ Introductory Part 08-19 1.0 Introduction 09 1.1 Rationale of the Study 10 1.2 Objectives of the Study 11 2.0 Company overview 12-19 2.1 Profile of Incepta Pharmaceuticals Ltd. 12 2.2 History of IPL 12-13 2.3 Vision of IPL 13 2.4 Mission of IPL 13 2.5 Incepta Pharmaceuticals Ltd. at Glance 14 2.6 Divisions & Departments of IPL. 15 2.7 Organizational Hierarchy of IPL 16 2 2.8 Growth Rate of IPL 17 2.9 Products of IPL 18 2.10 CSR of IPL 19 ACTIVITIES UNDERTAKEN 20-37 3.1 Overview of HR practices in Incepta Pharmaceuticals Ltd. 21 3.1.1 Discussion about HRM 21 3.1.2 Functional area of HRM in Large Organization 21-22 3.1.3 Incepta Functional area of HRM 22-24 3.2 Overview of Training and Development Function of Incepta 25-44 3.2.1 Training Defined 25 3.2.2 Development 25 3.2.3 Importance of Training and Development 26 3.2.4 Review of Training function of Incepta 27 3.2.5 Types of training 28 3.2.6 Incepta Behaviors 29 3.2.7 Employee work...
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...the job to be performed in terms of the tasks, duties, and responsibilities to be fulfilled” (Youseff, 2012). Job descriptions usually serve as a point of reference for many of the things that HR has to consider for a job, such as what the pay will be, evaluations, and training needs. In order for a person that is newly hired into any organization to be successful, they will need a tool to help identify what their expectations are. This tool is known as a job description. An effective job description is broken up into parts and includes relevant and reliable information that truly reflect the nature of the job. Let’s explore the job description and find out why it’s such an important part of the job analysis process. An accurate job description generally starts off with an identification section. The identification section gives information about the job, which usually tells a person the job title, the department that the job is located in, the chain of command for the job, location, job grade, etc. This section of the job description will also include information that will help the HR department track employees as well as jobs that are located in the company’s HR database. This section of the job description is also another place to note job codes as well as pay grade. For HR purposes and for potential new hires, this section is very imperative. Next on a job description is a general summary. The general summary sections “provides a clear, concise statement that summarizes...
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