...COMPANY NAME : PENINSULAR MANAGEMENT PRESENT TO : VISITING LECTURER PRESENT BY : NUR FALIHAH BT HALILUL RAHUMAN Company Name : Peninsular Management Date of Commencement of Business : 01 Januari 1990 Company Address : No.26, Tingkat Satu, Jalan Haji Mohd Ali, 32000 Sitiawan, Perak. Telephone No : 05-6924201 No. Fax : 05-6924201 Forms of Business : Sole proprietorship Nature of Business :: Provide services in terms of- accounting, taxation, tax consultants, company secretarial,establishment of companies, preparing loan paperwork and business management. 2.6 THE FIRMS PHILOSOPHY AND IDEALOGY 2.6.1 VISION Peninsular management vision is provide high quality and efficient services to clients, including auditing, accountancy, taxation, corporate secretarial services, and business advisory services over the long-term at competitive fees. 2.6.2 MISSION In order to achieve the vision, Peninsular Management are committed to: ...
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...CHAPTER 1 INTRODUCTION Background of Industrial Training Industrial training is the work experience that is relevant to professional development prior to graduation. One of the requirements to attain Bachelor of Science (Hons.) in Statistic from Universiti Teknologi Mara (UiTM) is students must complete three months or twelve weeks of industrial training. The students will be placed in government or private organizations selected by them and with the approval of the coordinator of industrial training placement. During the industrial training, students are required to carry out a research project regarding the organization attached. The title of the project needs to be endorsed by the organization and the academic supervisor. Then, the academic...
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...INDUSTRIAL TRAINING TECHNICAL REPORT FORMAT Nigerian students studying science based courses in their 300 & 400 level depending on their course of study are supposed to embark on industrial training for a period of 3 months to one(1) year and this carries about 3-6 units in their second semester credit load. After the industrial training (I.T) period each student is supposed to write a technical report of his or her I.T experience this bears 25% of the total siwes marks. ALLOTMENT OF MARKS AS APPROVED BY ITF Log book Record/ Presentation: 25 marks Technical Report: 25 marks Attitudinal Observation: 10 marks Employers Report: 25 marks Oral interview by department (I.T defence): 15 marks. This makes technical report a major issue in gaining good grades from siwes. In writing a technical report the following format should be used COVER PAGE : This should contain the students name, department, matriculation Number, period of attachment (dates should be quoted), your employers name and location. DEDICATION PAGE for example . I dedicate this report to the almighty God. ACkNOWLEDGEMENT eg I will like to acknowledge my parents for their immense support, my lecturers and all who have contributed to this point in the success of my accademic pursuit. TABLE OF CONTENTS this should contain the afore mentioned and four chapters. CHAPTER 1 : This should contain the introduction, brief history of the firm where training was carried out and organisational chart. CHAPTER 2 : This...
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...Republic of the Philippines BULACAN STATE UNIVERSITY City of Malolos, Bulacan College of Engineering On-The-Job Training Program Performance Evaluation Report Student Trainee __________________________________ Age _______ Sex ________ Course ________________________________ Major __________________________ Name of Firm _________________________ Address____________________________ No. of Training Hrs. Required ___________Total Hrs. Rendered ___________________ Job Assigned ____________________________________________________________ Training Period: From ______________________to _____________________________ ________________________ Signature |CRITERIA |Max. rating |RATING | | |to be given | | |1. Quality of work (thoroughness, accuracy , neatness and effectiveness) |20% | | |2. Quantity of work (able to complete work in allotted time) |20% | | |Dependability, reliability, and resourcefulness ...
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...Final Research Project Critical Issues of Training Needs Analysis in Small Organizations BUS 680 Training and Development Dr. Gertrude I Hewapathirana Introduction of the topic Training sessions can be tailored to see the needs of small business as well as large corporations. Trainings should provide content seen to be relevant to improving the operation of the business. Effective training sessions more clearly allow management to perceive the potential benefits of training and even have them more inclined to participate in training. “If the training methods are structured to fit the learning styles and approaches preferred by small business managers we would expect a higher level of learning and greater satisfaction with the learning process to occur,” (Jeffery, Hide &Legg, 2010). Companies today are no longer conducting training needs analysis (TNA). They are no longer discussing the benefits of TNA. It appears in today’s society, “the world move so fast that people don't really ask the TNA questions anymore - they just jump to an answer....?” (Martin, ed.) Not conducting TNA has presented itself as a critical issue of training needs analysis for small organizations. Abstract As long as the company is growing, an organizations training needs are never ending. Critical issues of training needs analysis are often more apparent within smaller organizations. A training needs analysis (TNA) is one of the first...
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...make a person unique. In addition to this, personality arises from within the individual and remains fairly consistent throughout life. Experience and academic research has shown that an individual’s personality has a strong influence on how they work within an organization. One's image in the eyes of other people is important. If one is to represent a company and indeed one's self, an image of orderliness is vital, to win confidence. * According to Koontz (2007) many opportunities for development can be found on-the-job. Trainees can learn as they contribute to the aims of the enterprise. However, because this approach requires competent higher – level managers who can teach and coach trainees, there are limitations to do on-the-job training. Planned progression is a technique that gives managers a clear idea of their path of development. It may be perceived by trainees as a smooth path to the top, but it really is a step-by-step approach which requires that task to be done well at each level. Trainees learn about different enterprise functions by job rotations. They may rotate through: non-supervisory work, observation assignments (observing what managers do, rather than managing themselves) and therefore has positive aspects and should benefits the trainees. “Assistant - to” positions are frequently created to broaden the viewpoint of trainees by allowing them to work closely with experienced managers who can give special attention to the...
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...On-the-Job Training Nathan Vaughn Wilmington University BBM 315 DIS Kevin J. Cullen June 26, 2011 Abstract The purpose of this paper is to highlight a couple of different tools and techniques that can be used for on-the-job training. Some methods may work better than others, depending on the situation. Communication is very important throughout the whole training process because if two way communications fail, the instructor may think that their method is working, when in fact it is not. If the trainer is instructing and the trainee makes it known that they do not fully understand the instruction, the trainer can try a different method for relaying the information, which may prove to be more successful in helping the trainee learn. There are also different acronyms that, providing the instructor uses it, can promote the success of the training. One such acronym is “FIREARM”. “FIREARM” will be explained later in this paper. Along with previous techniques stated, I have also included personal techniques that have proven to be successful while training employees in the past. Encompassed in personal methods are the empowering and authoritarian approaches. Both are affective in their own right but should only be used when applicable. Tools and Techniques for On-the-Job Training If you were to ask any successful businessman or woman to write their biography, they would probably write about how they started out, tools and techniques they used to for training in order...
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...INDEMNITY & UNDERTAKING To: ( ● ) (Name of the Company) Address RE: (Trainee's full name) (I/C No. (Trainee's IC No.)) ______________________________________________________________________________ In consideration of ( ● ) [To insert the name of the Company] providing and making available to Mr/Ms (Trainee's fullname) (I/C No. (Trainee's IC No.)) (“Trainee”) of discipline (Trainee's discipline of Study) a place and facilities for industrial training programme, ( ● ) (University/Institution's Name) from ( ● ) until (●) hereby agrees and undertakes that the University/Institute shall be liable for and will indemnify ( ● ) (to insert Company's Name) all liabilities, loss, claims or proceedings, actions in respect of injuries, including death of, and loss of or damage to property of, the Trainee or third parties arising out of negligence, any act, omission of the Trainee or contributable to or was partly contributable to the performance of work of the Trainee in the course of the Trainee undergoing the industrial training programme, save and except such injuries, deaths, loss, damage as may be caused by any act, omission, neglect or default of your Company (including your employees, contractor, workmen, invitees). Date: ………………… ----------------------------------------- (UNIVERSITY/INSTITUTE OFFICIAL STAMP) ----------------------------------------- For Director (University/Institution's Name & Address) .................................
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...Training & Development Commercial relevance of human resource management A company’s business environment is characterized by increasing market globalization, further strengthening of the situation of the competition as well as increasing technological complexity. Due to this economic change, the commercial relevance of human resource management steadily increases because companies have to adapt their organizational structures, having a direct impact on the working environment of their employees. Therefore, today, companies need a flexible and well-trained workforce to handle the economic challenges. Especially companies with international operations are concerned with the rapid development of global markets. Siemens for example, a leading high tech firm and one of the most innovative companies in the world, is present in over 190 countries and employs more than 360.000 people. Siemens designs and manufactures products and services for industrial customer and end consumers. To keep its world leading position and to achieve its business objectives, Siemens needs highly skilled IT and business employees. Hence, Siemens developed a particular training and development strategy, monitored by an excellent human resource management to increase the horizontal and vertical qualification of its workforce. Training programs are developed for specific business divisions or individual employees to extend skills and to teach new skills. Siemens distinguishes between “on the job training”...
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...www.thetimes100.co.uk Negotiation and representation at work Curriculum Topics • Trade Unions • Representation at work • External factors • Negotiation Introduction Trade unions play a key role in protecting the interests of their members. This includes making sure good quality training opportunities are provided for their members. Training enables workers to gain qualifications and progress within their careers. UNISON is Britain and Europe’s largest public sector trade union. It has more than 1.3 million members with over 75,000 members under the age of 27. UNISON members work in a range of sectors including local government, health, police and education. UNISON is involved with issues such as: • raising its members’ pay • achieving safe, secure working conditions • protecting job security • influencing decisions in the workplace. UNISON has also been closely involved in the introduction of apprenticeship schemes within the public sector. An apprenticeship is a nationally recognised training programme combining real work with learning and training. The training takes place both on-the-job and off-the-job. On-the-job training takes place at work. Off-the-job training takes place away from the workplace, e.g. at college. At one time craft and technical apprenticeships, such as joinery, were common in public authorities. These have significantly reduced over the last 20 years. As a result, many public service employers are now faced with an ageing workforce, skill...
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...NARRATIVE REPORT Our school, let us students to engage and experience the things happening in the actual world of Industrial through our On-The-Job-Training(Internship) in HR Department and other Industrial establishments related. We have given 360 hours to undergo and pursue this training that will help us to acquire knowledge and skills that will serve as a tool to face the challenges of life in the future. It will set our mind of what does a real world of industrial is all about. Others think that industrial matters only on encoding or interviewing applicants which is true; however, it also matters or related in decision making. It also related to the development of our skills in communication, teamwork, enhance knowledge and management. Thus, experience is vital to one’s improvement and preparing students to their career is the best way to set them on success. Pierre and Paul is my first company to work with but unfortunately, I didn’t want the nature of the work so I decide to look for another company that will give me an opportunity to learn more and it was related on my course. My concern classmate informed me that National Bookstore Inc. is looking for Interns so I grab it. I started my OJT on July 29, 2013 at National Bookstore Inc. I really amazed and glad because we all know that National Bookstore Inc. is a well known company in our company. I was assigned at the HR Department because the Assistant HR Manager their said that they need OJT’s on their department...
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...The main reasons of poor Industrial relations which results in inefficiency and labour unrest is the attitude of management and labour towards each other. LABO UR W ELF ARE What is Labour Welfare Definition of Labour Welfare Objectives of Labour Welfare Principles of Labour Welfare Read More.... The main reasons are as follows: 1. An attitude of contempt towards the workers on the part of the management. 2. Inadequate fixation of wages or improper wage structure. 3. Indiscipline 4. Unhealthy working conditions at the workplace. 5. Lack of human relations skills on the part of supervisors and managers. 6. Desire of workers for higher bonus, wages or daily allowances. 7. Desire of employers to pay as little as possible to its workers. 8. Inadequate welfare facilities. 9. Dispute on sharing the gains of productivity. 10. Retrenchment, dismissal and lockouts by the management. 11. Strikes by the workers. 12. Inter-union rivals. 13. General economic and political environment such as rising prices, strikes by others and general indiscipline having their effect on the employees attitudes. 14. Mental inertia on the part of the management. HUM AN RES O URC E M AN AGEM EN T What is Human Resource Management? Concept of Human Resource Management Nature of Human Resource Management Objectives of Human Resource Management Importance of Human Resource Management Read More.... GO O GLE ADS LEARN O N UDEM Y GMAT Math - Data Sufficiency Made Easy GRE and GMAT Math - So Easy a...
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...Biplob Hossain | 1120010 | | 03. | Liton Bhakta | 1120024 | | 04. | Mohammed Wabaidullah | 1120031 | | 05. | Md. Munjil Ali | 1120033 | | 06. | Md. Nazmul Hossain | 1120039 | | 07. | Torun Kumar Datta | 1120062 | | 08. | Md. Tushar Mahmud | 1120065 | | Abstract: Employee training and development play an important role in the effectiveness of organizations and to the experiences of people in work. Training has implications for productivity, health and safety at work and personal development. The global competition and swiftness of changes emphasize the importance of human capital within organizations, as well as the swiftness and ways of knowledge gaining of that capital. In the economy where uncertainty is the only certainty, knowledge is becoming a reliable source of sustained competitive advantage. Knowledge is becoming basic capital and the trigger of development. Previously built on foundations of possessing specific resources and low costs, present day competition is based on knowledge possessing and efficient knowledge management. Modern organizations, therefore use their resources (money, time, energy, information, etc.) for permanent training and advancement of their employees. Organizations which are constantly creating new knowledge, extending it through the entire organization and implementing it quickly inside the new technologies, develop good products and excellent services. Employees tends to become absolute, and therefore making...
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...daily take care about these services, and also prepare highly qualified specialists. One of the problems that they are facing is that a large number of people (baby-boomers) are close to retirement age. UPS has taken steps to be sure that they will have driver which will be ready for meeting the demand. The company staff is hiring and training some 25.000 drivers over the next five year to replace retiring Baby Boomers. Based upon the premise that younger drivers learn best by technology and hands on training, UPS has created several simulations and a videogames designed to aid in driver training. 2. Why is efficiency and safety so important to UPS? What role do the company’s industrial engineers play in how employees do their work? The answer lies in the amount of people and companies with which UPS operates. UPS sends more than 15m parcels in more than 200 countries every day. Because of competition (i.e. the U.S. Postal Service, DHL, and Federal Express), for UPS, it’s all about speed, accuracy, and safety. UPS must keep cost low and customer satisfaction high. To increase the productivity of drivers, UPS has used their industrial engineers to design more efficient routes, loading & unloading procedures, and employee policies to help get the most from their employees in the field. 3. What changes did the company make to its...
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...Organization Job Training and Development Crystal Conix HCS/341 Decemeber15, 2011 Tamara Hancock MBA, SPHR Organization Job Training and Development In this essay about training and development, facts provided about training and demonstrated in development for the employee in the health care system related to education that associated with planning and wealth. In today organizations, managers provide training resources and programs to create a stake in their employee’s performance. In different business managers guide, and strengthen their employees to get the best performance when come to their ability to do their job. However, training, and development for the employees, it usually associated with each component, and with the knowledge of physically training and development. When companies try, training, it is to develop and improve the skills of employees to perform his or her tasks and improve their understanding of the job (Industrial Relations Policy Statement 2008) Everyday health care technology improves and develops the employees with the ability to provide service for their customers. Training and development also plays a vital role in the health care system. Health care corporation; maintain awareness of an employee to identify their learning process by using the technology and resources to develop and understand the concept of his and her strength. In every aspect of education and training, it depends on how useful...
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