...front ranks of the company at such an early stage of the career, on the other hand, outlines the problems and the situation he currently is while opting for this choice. Ali Ahmad has the expertise o excel in the company as he has been a focal point of company major Human capital approaches of training and development through different courses in Germany, US, Belgium and certain other national level workshops. Currently, Ali Ahmad is the only Angio-Specialist at the Spearmens. Ali, even though, coming from a rural background, has a passion for electronics, and the passion has driven him through different uneven circumstances, but his career at Spearmens is distinguishing. The current offer of the Service in charge at Islamabad office takes him into the managerial ranks, but on the other hand he has other considerations to make. The first one is the family status. Ali’s wife teaches at a university of Lahore and Ali has always encouraged her to pursue her goals. She has devoted considerable energy to her career in teaching. While all this time she has been staying at her parents’ home, she has been urging Ali to have their own home in Lahore. Ali, on the other hand is considered as a Super Engineer at the company, and has been extensively traveling. The company’s environment is yet another consideration which Ali has to make i.e. over the years he has been given several engineering assignment but no managerial assignment, so, if he accepts this offer, he...
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...FAR EASTERN UNIVERSITY INSTITUTE OF TOURISM AND HOTEL MANAGEMENT Super Dog’s Gym & Training Center ---------------------------------------------------------------------------- A Business Plan Presented to the Faculty of the Institute of Tourism and Hotel Management Far Eastern University Nicanor Reyes Street, Sampaloc, Manila ---------------------------------------------------------------------------- In Partial Fulfillment of the Requirements for the Degree of Bachelor of Science in Tourism Management ---------------------------------------------------------------------------- BASAT, JOLINA BELLE C. HUANG, YA-HUI E. MATAYA, TRIZIAMAE D. PAREDES, CHIT JANSSEN A. TELAN, DERREN KRISTELLE J. October 2015 FAR EASTERN UNIVERSITY INSTITUTE OF TOURISM AND HOTEL MANAGEMENT APPROVAL SHEET In partial fulfillment of the requirements for the degree of BACHELOR OF SCIENCE TOURISM MANAGEMENT, this business plan entitled “Super Dog’s Gym and Training Center”, prepared and submitted by JOLINA BELLE C. BASAT, YA-HUI E. HUANG, TRIZIAMAE D. MATAYA, CHIT JANSSEN A. PAREDES, and DERREN KRISTELLE J. TELAN, is hereby recommended for submission to the Oral Presentation. _____________________________________________ Adviser Approved by the Research Committee at the Oral Examination conducted on October 4, 2015 with the grade of __________ %. THE RESEARCH PANEL COMMITTEE ______________________________ Chairman ______________________________ ...
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...the other come here to be inspired and to learn to think out of the box.. Indeed, so serious is Samsung about its people thinking differently and spontaneously that it has designed the campus unlike any other. While many training/excellence centres recreate the college campus, Samsung has ideated differently, colour-coding its values and integrating them all over the campus so that these values get hard-wired among the trainees. If for people, it is Purple, it is Blue for Excellence, Red for Change, Green for Integrity and Orange for Co-prosperity. But the predominant theme in the campus is Green, emphasising the company's commitment to integrity. As Mr Ja Hwan Song, Vice-President, Globalisation Team, HRD Centre, recently told a group journalists from India, the people philosophy is quite simply giving them a wealth of opportunities to reach their full potential. Realising that change is a constant and the innovation is critical to keep pace, the HRD Centre tries to equip its people to think differently. Believing that a business cannot be successful unless it creates prosperity and opportunity for others, he says Samsung cares as much for its staff as for societies it operates in by being socially and environmentally responsible. The training centre prepares new comers to Samsung for the journey with...
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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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...hoteliers. The time that we will prove what things we what we earned in the school is a right weapon to compete to other school. This is the beginning, first step to become well refined HM students to take the job training skills. Training is to achieve of knowledge, skills, and competencies as a result of the teaching of vocational or practical skills and knowledge that relate to specific useful competencies. A training that focuses for the future continues training beyond initial qualifications, upgrade and update skills throughout working life. It forms the core of apprenticeships and provides the backbone of content at institutes of technology also known as technical colleges or polytechnics. On-the-job Training (OJT) OJT or the on the job training is one of the training process where training is given to someone new to a system similar to the real job. On-the job training is an important way in which people acquire relevant knowledge and skills at work. It is important to make the distinction between training and learning – this is critical to the effective design and delivery of training in organizations. In a sense therefore, more interested in promoting on-the-job learning than on-the-job training. However, using the well-established term, on-the-job training (OJT) can be defined as an activity undertaken at the workplace which is designed to improve an individual’s skills or knowledge. OJT is a well-established and well-used intervention designed to enhance individual...
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...Process of Training and Development in Retail Sector In Executive Summary Training & Development process in retail sector is mainly a planned activity which is carried in Organization. It plays very important role in retail sector to develop employee skills & knowledge to sale product. It has been practiced more nowadays in retail sector because of modern technology & changing standard of living among customers. Main aim of training & development is to make employee perform well, especially Sales Executive, there is a need for constant training and development programme. The right employee training, development and education provides big payoffs for the employer in increased productivity, knowledge, loyalty, and contribution to general growth of the firm. Investment in training and development entails obtaining and maintaining space and equipment. It also means that operational personnel, employed in the organization’s main business functions, such as production, maintenance, sales, marketing and management support, must also direct their attention and effort from time to time towards supporting training development and delivery However, investment in training and development is generally regarded as good management practice to maintain appropriate expertise now and in the future. Retail Sector is emerging as a first light industry in India and is presently the largest employer after agriculture. As increase in Retail Outlets nowadays, requirement of trained employees...
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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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...Internship Report TRAINING FUNCTION OF NESTLÉ BANGLADESH Internship Report TRAINING FUNCTION OF NESTLÉ BANGLADESH Prepared for: Afsana Akhtar Assistant Professor and Coordinator BRAC Business School, BRAC University Prepared by: Syed Mohammad Shihan Sazid ID: 07204036 BRAC Business School, BRAC University Date of Submission: 8th January 2012 Letter of Transmittal January 8, 2012 Afsana Akhtar Associate Professor and Coordinator BRAC Business School BRAC University SUBJECT: SUBMISSION OF INTERNSHIP REPORT Dear Madam, This is to inform you that I am submitting the internship project report “Training function of Nestlé Bangladesh” upon completion of my formal internship attachment with Nestlé Bangladesh Limited. I have tried to discuss all the relevant points of a feasibility study while keeping consistency with Nestlé Bangladesh Limited. I would be glad to clarify any discrepancy that may arise or any clarification that you may require regarding my project and report. Sincerely, _________________________ Syed Mohammad Shihan Sazid ID: 07204036 BRAC Business School BRAC University i Acknowledgement Firstly, I would like to thank Hasibur Rahman, Comapany Security Manager, Nestlé Bangladesh Ltd, and my Internship Supervisor, for entrusting me with such an important project and allowing me scope to work independently, providing all required support. I also thank Sumit Chakraborty, HR Officer – Training, Nestlé Bangladesh Ltd. for providing me with the...
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...CAREER OBJECTIVE: To obtain a full time job position that will utilize and enhance acquired human resources management knowledge, skills, and attitude towards continuous career development. EDUCATION Master of Science in Human Resources Management, 2015 UNIVERSITY OF SANTO TOMAS BACHELOR OF ARTS IN BEHAVIORAL SCIENCE, 2010 UNIVERSITY OF SANTO TOMAS PROFESSIONAL EXPERIENCE EMERSON ELECTRIC ASIA LTD (ROHQ) DURATION JULY 2011 TO PRESENT POSITION PAYROLL SPECIALIST • Validates time and attendance and salary of employees • Prepares payroll report every cut off, for manual crediting and for additional instructions • Checks final pay computation and prepares check payment request • Updates clearance workflow for resigned employees • Prepares Letter of Guarantee and Certification of Employment for travelers • Handles/answers payroll issues/concerns of all Emerson employees (approximately 3,000 employees) • Handles Business units of EEAL • Conducts new employee orientation and payroll presentations in Communications meeting for the business units. • Prepares T&A reports for Business units (by request) • Administers timely and accurate payroll processing every 15th and 30th of the month • Assists employees in understanding their BIR form 2316 and 1700 filing • Assists Manager in tax issues • Facilitates the tax consolidation orientation for new hires DURATION DECEMBER 2010 TO JULY 2011 ROLE SERVICE DESK ANALYST FOR FACILITIES, PAYROLL...
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...Subject: Human Resource Development 1. * Meaning and concepts of Human Resource Development, Human Resource Development (HRD) is considered as a vital part of Human Resource Management and it is defined as "an organized learning experience within a given period of time with the objective of producing the possibility of performance change." HRD aims at overall development of human resources. HRD is more concerned with the training and development of employees. Human Resource Development (HRD) means to develop available manpower through suitable methods such as training, promotions, transfers and opportunities for career development. A) Describe the major functions in Human Resource Development (HRD) Frame work of an organization. – 2011 * OR - Features of Human Resource Development, The nature / scope / function / characteristics or features of HRD are as follows :- 1. Training and Development: HRD involves training and developing the employees and managers. It improves their qualities, qualifications and skills. It makes them more efficient in their present jobs. It also prepares them for future higher jobs. 2. Organizational Development (OD): HRD also involves Organizational Development. OD tries to maintain good relations throughout the organization. It also solves problems of absenteeism, internal conflicts, low productivity and resistance to change. 3. Career Development: HRD also involves career planning and...
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...Introduction Many organizations across all countries have recognized training as strategic priority and it is great tool to give an organization a competitive advantage. Trainings are divided into two broad types; there are on-the-job trainings and the off-job trainings. Off-job training takes place outside worksite and there are varieties of techniques and that includes conferences, simulations, discussions, case studies, and laboratory trainings…etc. However, these programs are very costly. On-the-job training, on the other hand, is given at workplace as the name implies; employees are trained how to do the job assigned while at work. It is the oldest form of training prior to the advance of off-site trainings and still the predominant form in the United States. OJT can save money, and employees are immediately productive in their job role, building in the same time, a solid working relationship. Nonetheless, there are some disadvantages of it is that sometimes bad habits from the trainer could be passed and production might be decreased to get the trainee up to speed. Also some of OJT are done on ad-hoc manner with no formal procedure or content, and during the process, no specific goals or objectives are specified or developed. Not to mention trainers; those usually have no formal or training experience on training. That is what we can call informal on-the-job training. Lynch (1991) supported that a formal or structured OJT approach is more specific to achieve the firm’s...
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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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...Need Assessment Report on Need Assessment Report on Trainers’ Skills Trainers’ Skills In Vocational Employability In Vocational Employability Building Building Disclaimer NSDC engaged MART to conduct the study and prepare this report, which is based on independent research and analysis done by MART. This report is not based or derived from any other report or research paper. Any similarity with any other paper may purely be a co-incidence. All rights reserved. All copyright in this report and related works is solely and exclusively owned by NSDC. The same may not be reproduced, wholly or in part in any material form (including photocopying or storing it in any medium by electronic means and whether or not transiently or incidentally to some other use of this presentation), modified or in any manner communicated to any third party except with the written approval of NSDC. This report is for information purposes only. While due care has been taken during the compilation of this report to ensure that the information is accurate to the best of MART’s and NSDC’s knowledge and belief, the content is not to be construed in any manner whatsoever as a substitute for professional advice. MART and NSDC neither recommend nor endorse any specific products or services that may have been mentioned in this report and nor do they assume any liability or responsibility for the outcome of decisions taken as a result of any reliance placed in this report. Neither MART nor NSDC shall be...
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...Examination Question # 2: Describe the 5 step training and development In order for any company to be successful, their employees must perform. An employee cannot be expected to meet the established standard if that standard is not set and the employee is not taught how meet it. To establish quality training the employees should be made to feel that they are important to the team and that the training is important to them. The training should also easily transition from a classroom or training environment to “real world” use. If classroom concepts are outdated or far-fetched the instruction is useless and employees will lose interest. Training should include some “hands-on” exercises when possible. “Role play” scenarios work very well for some positions also. Employee motivation is extremely important. Most training programs are established using a five step method. The first step is the Needs and Analysis step. This step identifies whether training is needed, what type training, who needs to be trained and how the training will be performed. There are two primary means to determine the type training required. The first is Task Analysis. Task Analysis is the better way to establish the training for new employees. This allows new employees to be trained to the already set company standard. The second way is Performance Analysis. Performance Analysis evaluates how current employees are performing their duties and allows training to be based on strengthening the weaknesses...
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...Transfer of training is the process in which you transfer the training you received to your job. Training transfer is defined as “the application continued by learners to performance of jobs, individuals, community responsibilities of knowledge in learning activities” (Broad, 1997, p. 2). The ability of an employee to transfer training back to the workplace is not an absolute following training. One of the main factors that impact the transferring process is the fact the training is a completely new behavior to the trainee. New behaviors are difficult to implement and require practice before it can be effective. A way to ease this difficulty is trainer support in the form of a sit in. A trainer support sit in is when the trainer comes in, follows the trainee around on the job, and provides feedback on how they do. Two other large factors that impact transfer of training are supervisor support and peer support. Supervisor and peer support provide incentive for the trainee to practice new behaviors. Supervisors mainly need to be giving feedback on how the trainee is doing on the job. A downfall of peer support is that some peers may have been on the job for a long amount of time and used to doing things the old way. These particular peers may be detrimental to the trainee's practicing of the new behaviors they acquired during training. Broad, M. L. (1997). Transfer concepts and research overview. In M. L. Broad (Ed,), Transfer Learning to the workplace (pp. 1-18)...
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