...PROJECT REPORT - TRAINING AND DEVELOPMENT OF EMPLOYEES Objectives of the Project Report Training and Development of Employees Finding is the main objective of this project report and some of the sub-objective in this report. They are : * To know the effectiveness of the training programme conducted by the company. * To know whether employees are aware about their responsibilities and authorities or not. * To improve Organizational Climate and increase the morale of employees. * To know whether training programme is conducted successfully or not. * To know about the work culture of the organization. Training and Development of Employees : Training and Development of Employees : After employees have been selected for various positions in an organization, training them for the specific tasks to which they have been assigned assumes great importance. It is true in many organizations that before an employee is fitted into a harmonious working relationship with other employees, he is given adequate training. Training is the act of increasing the knowledge and skills of an employee for performing a particular job. The major outcome of training is learning. A trainee learns new habits, refined skills and useful knowledge during the training that helps him improve performance. Training enables an employee to do his present job more efficiently and prepare himself for a higher-level job. The essential features of training may be stated thus: * Increases knowledge...
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...School of Psychology 2013 Paper Outline Faculty of Arts and Social Sciences PSYC573-13A (HAM) Personnel Training & Development Lecture times/rooms: Thursdays, 09:00am – 10:50am. Room I1.08. Lecturer/Convenor: Donald Cable, Room K1.01. Extn: 8296. Email: dcable@waikato.ac.nz Student consultation hours: Thursdays 14:00-15:00. Other times by appointment. Paper Description The aim of this paper is for you to develop an understanding of the theory, research, and practice relating to training and development (including career development) in organizations. Upon successfully completing this course, you should be able to: understand, and apply personnel training and development psychology theory and research, and bridge the gap between this and the practice, conduct training needs analyses and evaluate training and development (including career and professional development) initiatives, identify or develop training programs which incorporate sound principles of learning and training transfer, identify and develop the competencies that will support you in pursuing a career as an organizational psychology (or HR) practitioner with a focus on the training and development of individuals in organizations. Blending the exploratory learning aspect of Active Learning with proceduralized instruction, and creating a learning environment within which students are actively encouraged to construct knowledge, this paper includes lectures with associated readings, student seminars...
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...Annual Report 2007-2008 Bangladesh Rural Development Board "Palli Bhaban" 5, Kawran Bazar, Dhaka - 1215 Bangladesh. BRDB Annual Report – 2007 - 2008 Editorial Committee ----------------------------------------------------------------Md. Atiqur Rahman Khan Director (Planning, Evaluation & Monitoring) Convenor Mustafa Kamal Joint Director (REM) - Member Kazi Md. Ali Hossain Deputy Director (Planning) - Member Jebun Nahar Deputy Director (Monitoring) - Member Nazneen Khanam Asstt. Director (Evaluation) - Member Dwipock Ranjan Bhowmick Asstt. Director (Evaluation) - Member Md. Abdul Quddus Deputy Director (Evaluation) - Member -Secretary Publisher ---------------------------------------------------------------------------------------Director General Bangladesh Rural Development Board "Palli Bhaban" 5, Kawran Bazar, Dhaka - 1215. Telephone : 9140399-403, 7168961 Fax : 880-2-8114343 e-mail: dgbrdb@gamil.com Website : http://www.brdb.gov.bd/ Cover Design -------------------------------------------------------------------------------------Shamim Mohammad Kamrul Ahsan Programmer, Palli Pragati Prakalpa, BRDB. & TMPS, Training Division, BRDB, Dhaka. Printed by : Titly Printing & Packaging 28/C-1, Motijheel C/A, Dhaka-1000 Phone : 9553303, 9550412 1 BRDB Annual Report – 2007 - 2008 PREFACE Bangladesh Rural Development Board (BRDB) has been playing a prominent role in improving ...
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...Term Paper On Training & Development process on CITYCELL Prepared for MASUD RANA Lecturer of Human Resource Management Course Code: HRM 363 School of Business (UITS) Prepared by MD. Alamin.………………..10410512 MD. Arif miah………….....10410508 MD.Faisal Ahmed………..10410511 Ashrarul anwar sakib…..10410510 Submission Date Date: 26th july, 2012 School of business University of Information Technology & Sciences (Baridhara campus) Dhaka Bangladesh ------------------------------------------------- ------------------------------------------------- Letter of Transmittal 26th july, 2012 Masud Rana Lecturer of Human Resource Management University of Information, Technology & Science (UITS) Subject: Application for acceptance of the report assignment. Dear Sir, It is matter of pleasure & honor for us to have the opportunity to submit our report on “Human Resource Management” as it is a part of our BBA course. During this period of studies, we have tried to put forth our best effect to make this paper a comprehensive one. Still this is not free from any shortcoming due to our limited knowledge. Nevertheless we tried our best to make this report a complete one. All our efforts will be fulfilled if this report is able to clarify and all the requirements, which was assignment to us. We would therefore like to submit this report to you and hope that would show your kindness by accepting this...
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...Behavioural Science * Career Development International * Compensation and Benefits Review * Cross Cultural Management * International Journal of Cross-Cultural Management * European Journal of International Management * European Journal of Work and Organizational Psychology * European Management Journal * Gender, Work and Organization * Group and Organization Management * Human Relations * Human Resources Development Review * Human Resources Development International * Human Resource Management * Human Resource Management Journal * Human Resource Management Review * Human Resource Planning * International Journal of Cross Cultural Management * International Journal of Environment, Workplace and Employment * International Journal of Human Resources Development and Management * International Journal of Human Resources Management * International Journal of Intercultural Relations * International Journal of Manpower * International Journal of Psychology * International Journal of Selection and Assessment * International Journal of Training and Development * International Studies of Management and Organization * The Irish Journal of Management * Journal of Applied Psychology * Journal of Applied Social Psychology * Journal of Behavioral and Applied Management * Journal of Business and Psychology * Journal of Career Development * Journal of Cross Cultural...
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...BUSINESS ETHICS REPORT ON ETHICAL PRACTISES OF PAKISTAN GEMS AND JEWELRY DEVELOPMENT COMPANY ACKNOWLEDGEMENT First of all we would like to thank Allah Almighty for giving us the strength, Knowledge and resources to make our work easy and possible. Without His blessings we would not have come this far. Then we the student of Bahria University would like to thank our course instructor Sir Shaikh Muhammad Ali who taught us Business Ethics and for giving us an opportunity to make a report on Pakistan Gems and Jewelry Development Company. We would like to thank Mr. Khalid Aziz the General Manager of the company who take out some time and briefed us on our queries, without whom this report would not be possible. Executive summary This report contains information about one of the jewelry manufacturing company of Pakistan named Pakistan Gems and Jewelry Development Company. The report consists on the following: company’s history, vision and mission statement, core values, its strategies. Through our survey while preparing our report and gathering information on PGJDC we came to know about certain things which gave us an upper hand to make our report more interesting and they are the compulsion and benefits being offered by PGJDC to its employees. In the last we compiled the training program of PGJDC which is definitely the core ingredient of this report. At the very end we have provided the URL links from which we take some information while preparing our report. S.NO...
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...Resources Development Module type: Optional Module Code:J/601/1269 Module Credit: 15 Teaching Period: (15+6 weeks) QCF Level: 5 Contact Hours: (21*3 = 63) Lecturers: 15 weeks Assignment Support: 3 week Feedback and assessment: 3 weeks Module leader: Mr Peter Emelone Lecturer: Magdalena Wronska Start date:29/09/14 Day: Tuesday / Thursday Time: 10.00-13.00 / 14.00-17.00 Term:Spring Term CONTENTS 1. INTRODUCTION, AIMS AND OBJECTIVES 2. MODULE OUTLINE AND TEACHING METHODS 3. READING AND COURSE PREPRATION 4. LECTURE WITH DETAILED COURSE PROGRAMME AND OBJECTIVES 5. ASSESSMENT DETAILS 6. INTRODUCTION Human resource development contributes to the overall success of an organisation through providing learning, development and training opportunities to improve individual, team and organisational performance. Training and development affects everyone in the organisation and it is appropriate at every level from office junior to senior executive. Learning is complex and this unit explores the related theories and their contribution to the process of transferring learning to the workplace. It is important; therefore, for learners to appreciate that all staff should be encouraged to develop their skills and knowledge to achieve their potential and. in doing so, enable the organisation to meet its strategic objectives. Learners need to appreciate that successful organisations recognise that their training programmes need to be planned and managed. All training has a...
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...also the hardest part of tanning and development, employees must use the ideas obtained in the training session immediately upon their return to work. Use it or lose it is a standard saying in the training field.tis a correct statement. The employee must be expected to demonstrate the use of the training in a work environment that supports the use of the training. Some problems regarding training and development procedures of the CITY Bank Ltd. Training institute are listed below- -the approaches of training needs assessments are not scientific. -training methods are not enough clarified and structured. -the trainers do not use various types of training methods and techniques. -Allowances are not given to the trainees. -for developing executives there are a few development programs. There are separate training programs for employees and managers. Training programs for employee are-orientation course on banking, induction/foundation course, foundation course on banking, refreshers course on general banking, basic course on bookkeeping and documents and documentations (workshop) and the training program workshop on anti money laundering is provided separately for both employees and managers. Training programs for managers and executives and workshop on branch management, credit management and project appraisal. For developing managers and executives there are no specific developmental programs.At the city bank limited training is mostly provided to junior officer...
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...Colombia, 1999 - 2004. International Year School, Advance English Anglo World Education, Cambridge, England, 1997 – 1998 PROFILE • Senior Accounting Analyst (Bilingual Professional –Spanish/English). • SAP end user expert. • Possess outstanding record of achievement in back office, operational profitability, business process development, reports, expense control, SAP implementation, policy and procedure development, forecasts, balance sheets, income statements , annual budgets, continuous quality improvement and personnel management, with advanced skills in all aspects of finance and operations involving: |Cross functional teams |Treasury management |Team leadership | |Import/Export |Operating/strategic planning |Market Analysis | |Organizational development |Analysis and Reconciliations |International markets | |Financial management |Analytical Reports |Accounting | |Bilingual (English – Spanish) |Advance knowledge of Excel, Word, Power Point, |Risk management | |Bank reconciliations and journal entries |Outlook, SAP, Bloomberg, and Quick Books, Oracle. |Foreign Exchange Market...
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...Report on Finnish Bookstore HRMT19013 Ass2 Executive Summary This report is prepared for the Finnish Bookstore and looks at the potential learning interventions that can be used to train staff in the induction process, customer service, interpersonal skills, team skills and leadership skills. The report provides information on how the development needs of the staff and the company can be met. The approach that is used is a human resource development needs investigation. The report looks at the structured and unstructured interventions that might be used to develop the staff from approaching problems with a ‘black and white’ approach to being more flexible in their approach and willing to use the soft skills required to be an effective staff member. The report provides guidance on the evaluation strategies that can be used with each intervention. The report recommends that the staff are given the skill and knowledge in a classroom context and then provided with an action learning project along with a mentor. Table of Contents 1.0 Introduction 1 2.0 HRDNI 1 2.1 Approach 2 3.0 Learning Interventions 3 3.1 Structured learning interventions 3 3.2 Unstructured learning intervention 3 4.0 Evaluation 4 4.1 Reaction 4 4.2 Learning 4 4.3 Behaviour 5 4.4 Results 5 5.0 Conclusion 5 Introduction Finnish Bookstore staff need a set of learning interventions that can assist staff to improve their level of customer service skills...
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...University-Bangladesh (AIUB) INTERNSHIP REPORT ON C ol le Zobair Shibli Assistant Professor School of Business Administration ct Mostafa Md. Showkat Id: 07-09054-2 Major: Human Resource Management ed Date of Submission: 06/05/2011 Fr Supervised By: om Submitted By; :E An Internship Report Presented to the Faculty of Business Administration in Partial Fulfillment of the Requirements for the Degree of Bachelor of Business Administration -N SU .C O “An Analytic Study on Training and Development Process of GrameenPhone Ltd.” M 1 INTERNSHIP REPORT ON C ol le ct ed An Analytic Study on Training and Development Process of GrameenPhone Ltd. Fr om :E -N SU .C O M 2 May 6, 2011 Mr. R. Tareque Moudud Director, Office of Placement and Alumni (OPA) American International University- Bangladesh Banani, Dhaka. Subject: Dear Sir, It is a great pleasure for me to submitting the report to you entitled by “An Analytic Study on Training and Development Process of GrameenPhone Ltd." Training and Development GrameenPhone to increase the performance and efficiency of the individuals and the organization as a whole. process is an essential part for an organization in all over the world. This process is used in Submission of the internship report. It has been a great pleasure for me to work on this report as it provides many opportunities to gain insights about the Training and Development of GrameenPhone Ltd. So...
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...Training and Development Latisha Green HCS/341 Kendrick Brown October 15, 2013 Training and Development Training and development is an important aspect of any organization if done correctly training should be offer on the job and in the classrooms. Training is often used in conjunction with development. Training is the process of providing employees with specific skills or helping them correct deficiencies in their performance. Development is an effort to provide employees with the abilities the organization will need in the future (Gomez-Mejia, Balkin, & Cardy, 2010, Chapter 8). This paper will explain why training and education are vital in health care, explain the importance of measuring competencies, and describe the process for tracking and evaluating training effectiveness. Training and education in health care is vital when it comes to the accomplishment of an organization. Healthcare industry is constantly changing, so it is serious that organizations stay well-informed of major changes through training. Appropriate training and education in the healthcare field ensures excellence service. Many healthcare organizations that have increased their focus on education and training across the enterprise are beginning to report significant improvements in the safety and quality of patient care (Condra, 2008). There are numerous kinds of healthcare jobs available and most of them require some kind of training and education. So, it is critical that workers...
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...htm). 1. Introduction What is a Skills Audit? A skills audit is essentially a process for measuring and recording the skills of an individual or group. The main purpose for conducting a skills audit in an organisation is to identify the skills and knowledge that the organisation requires, as well as the skills and knowledge that the organisation currently has. Skills audits are also usually done to determine training needs so an organisation can improve its skills and knowledge. However skills audits are also completed for other reasons such as restructuring and deployment. A skills audit gathers more information than simply your current qualifications level. It firstly identifies the skills matrices for the organisation and then delves into what the current competencies are of each individual against this predefined set of skills required to fulfill a specific role. The outcome of the skills audit process is a skills gap analysis. This information will enable the organisation to improve by providing the appropriate training and development to individuals to cater for the identified skill gaps. The skills audit process will also provide information which can be used for purposes such as internal employee selection and to ensure that the correct person is deployed in each position. 2. Benefits of Skills Audits in the Workplace The key piece of information an organisation needs to improve and to deliver to its Mission Statement and strategy is to know what...
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...importance of training and development in hospitality industry: Maldives Resorts BSc (Hons) International Tourism and Hospitality Management Contents 1.0 Introduction …………………………………………………………….. 3 – 4 2.0 Literature Review 2.1 Aims & objectives of training and development ……………………. 2.2 Reasons for employee training and development …………………… 2.3 The importance of training and development ……………………….. 2.4 General benefits from training and development …………………… 5 5 5–7 8 3.0 Training and development in the Maldives hospitality industry……….... 9 – 12 4.0 Conclusion and recommendations ………………………………………. 13 – 14 5.0 References ……………………………………………………………….. 15 Page 2 of 15 1.0 Introduction First of all let’s check out what is training and development? According to Wikipedia, training refers to the acquisition of knowledge, skills, and competencies as a result of the teaching of vocational or practical skills and knowledge that relate to specific useful competencies. In other words training is specialised instruction or practice that assists in changing an individual’s behaviour so that their performance will become more proficient. Furthermore, (Dunk, 2003) stated that training is the process which is used for the development of knowledge and skills needed to perform the jobs, duties and tasks in an organization. As per (Hinkin, 2006) training is a four-stage process which consists of assessment, development, implementation and evaluation. Whereas, development focuses upon...
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...HINDUSTAN/SAMBHAR SALTS LIMITED JOB PROFILE POST NAME: GM (WORKS) POSITION TITLE REPORT TO: FUNCTION LOCATION JOB SUMMARY: TOUCHPOINTS : : : : GM(WORKS) CMD TECHNICAL SSL EXTERNAL -CLIENTS # 1 REPORTED BY AGM,DGM,CM, SR. MGR, MGR,AM,SUPERVISOR DATE: 11.04.2014 VERSION: 1.0 APPROVED BY: CMD AS BUSINESS HEAD FOR SSL UNIT. INTERNAL GM-W,SSL,DIVISIONAL HEAD AT SSL, GM-COMM.,HO,CMD AREAS OF RESPONSIBILITIES ROLE ROLES & RESPONSIBILITIES 2 3 4 5 6 BEHAVIOURAL COMPETENCIES PRODUCTION DRIVER DIRECT AND COORDINATE ACTIVITIES OF BUSINESS OR DEPARTMENT CONCERNED WITH PRODUCTION ,PRICING, SALES, AND /OR DISTRIBUTION OF PRODUCTS. MANAGE STAFF , PREPARING WORK SCHEDULE AND ASSIGNING SPECIFIC DUTIES. ESTABLISH AND IMPLEMENT DEPARTMENTAL POLICIES, GOALS, OBJECTIVE, AND PROCEDURES, CONFERRING ORGANISATION OFFICIALS. PRODUCTION OF SALT AS PER PRODUCTION SCHEDULE, ACHIEVE MAX EFFICIENCY OF THE PLANT, COST OPTIMIZATION, MAINTENANCE OF PLANT EQUIPMENT CO-ORDINATION WITH TECHNICAL TEAM DRIVER CO-ORDINATION WITH TECHNICAL TEAM TO ENSURE MAX. PLANT UTILIZATION RELATIONSHIP MANAGEMENT DRIVER EFFECTIVE TEAM BUILDING WITH ALL DEPT. COST OPTIMIZATION THINKER ACHIEVE MAX. OUTPUT WITH LEAST RESOURCES TRAINING & DEVELOPMENT DRIVER TRAINING & DEVELOPMENT OF STAFF TEAM BUILDING AND SECOND LINE THINKER & DRIVER DEVELOPMENT LEAD THE TEAM WITH THE HIGHEST ETHICAL STANDARDS, BY MAINTAINING EXCELLENT COMMUNICATION, WHICH WILL BE MOTIVATING THE CONFIDENCE OF THE TEAM. WORKING COLLABORATIVELY...
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