...Training and Development Plan Training and Development Plan Maria Correia Lange, Terry Billow, Marco Mendoza & Michael Grant II MGT/431 Human Resources Management Dr. Penny Wilkins March 15, 2010 Organizations big or small have a leader who helps create a vision and carry out the company goals. Leaders have the ability to simply influence others. “They are the painters of the vision, architects of the journey.” ((Bateman & Snell, 2009) they are the creators of mental images for the future. They set the standards of excellence and clear choices of possible values and inspire pride. Introduction SMC is a manufacturing company that specializes in ergonomic office equipment. SMC is located in a small town in the Midwest with a population of 30,000 people. Although currently faced with unemployment rates of 2.2%, along with other local companies experiencing recent activity in labor organizing. SMC is determined and committed to staying local. SMC has a CEO, five directors and a female supervisor in customer service with a minimum education of a high school diploma. Without a formal development plan the increase in business will likely fail. Team Creatives Management Group is the outside contracting firm that will be responsible for evaluating SMC and design a formal training and development plan to help this company succeed. Included in the development plan will be an instructional design, a development and implementation plan, evaluation and lastly, reinforcement...
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...employee training and development program in Jiangnan Group Limited is not functioning good enough to help achieve the company goals. The major areas of weakness require further investigation and remedial action by management are company too rely on manpower, traditional training programs can be too costly and often too time-consuming, continually increase manufacturing cost by China’s current Five-Year-Plan (2011-15) of minimum wage and the rising value of the RMB raise the production cost and made the goods more costly to ship. To resolve the problems the following recommendations are proposed: * Review existing T&D programs to ensure they address MCO Competency Gaps and Leadership Talent Pool needs. * Revise/upgrade existing T&D programs to improve competencies and/or add ‘new’ ones * Develop new T&D Programs to identify necessary or additional resources (outside vendors, partnering arrangement with other agencies, budget/resources needs and availability, etc.) * By using E-training system, Jiangnan Group Limited is able to train employees stationed remotely, without having to regard geographic or language barriers. * Establishing a new manufacturing facility in South Africa to benefit from the growth in South Africa and its surrounding countries. * Also save cost from establishing a new manufacturing facility in South Africa * Using robots to replace manpower * Adopt E-training for management & marketing training * develop...
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...EXECUTIVE TRAINING AND DEVELOPMENT INTRODUCTION Executive development is the whole of activities aimed at developing the skills and competencies of those that (will) have executive positions in organisations. While "executive" and "manager" and "leader" are often used interchangeably, "executive" is commonly used to signify the top 5% to 10% of the organization. Similarly, "development" and "training" and "education" are often used as synonyms, however "development" is generally seen as the more encompassing of the three in terms of activities that build skills and competencies. While it is typical to find organizations that have dedicated corporate training & development people and processes, it is not always the case that an organization will have a dedicated executive development set of activities. In some organizations (typically large multi-nationals), there is a separate executive development team, in other organizations executive development is handled as one of many activities by the larger corporate training group, and in yet other scenarios there is no executive development activity to speak of. In contrast to other corporate training & development activities, which have as their core purpose to build tactical skills for employees, executive development plays a different role for the organization. Indeed some executive development is conducted for the purpose of building tactical skills (sometimes referred to as "hard skills" such as business fundamentals- finance...
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...Question 1 Explain the meaning of selection processes. What is the types test generally conducted by Human Resource Department before hiring candidates Definition of Training and Development Program Training is the process of planned programs and procedures undertaken for the improvement of employee's performance in terms of his attitude, skills, knowledge and behaviour. These training and development programs can significantly improve the overall performance of organization. Training is normally viewed as a short process. It is applied to technical staff, lower, middle, senior level management. When applied to lower and middle management staff it is called as training and for senior level it is called managerial development program/executive development program/development program. Objectives/Purpose/Goals of Training and Development The purpose of training and development can be explained as follows: 1. Improving quality of workforce Training and development programs can help in improving the quality of work produced by the workforce of organization. Mostly, training is given in a specific area like finance, marketing or HR, which helps in improving the quality of work in that particular area. 2. Enhance employee growth By attending these training and development programs, employees are able master the work of their jobs and that's how they develop and grow themselves in a professional way. 3. Prevents obsolescence These programs help employees to keep themselves...
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...Author Note: This paper was prepare for Training, Development and Design HRM 310 | Table of Contents Introduction 2 Body 3 Conclusion 6 References 8 Introduction With people working later in their lives, there are more generations in any given workplace than ever before. 1) Traditionalists – Born between 1922 and 1942 “These are the traditionalists, valuing hard work and commitment, loyalty to a cause and a company. They say "Whatever it takes" is their motto, and they will do just that to get a job done. They are not excited about technology, and can be slow to see it as an advantage, much less a necessity” (Lesonsky, 2011). 2) Baby Boomers – Born between 1943 and 1964 “They value security and stability, and appreciate clearly stated goals and tasks. They prefer to communicate through in-person meetings and emails” (Lesonsky, 2011). 3) Generation X’ers – Born between 1965 and 1981 "They are adaptable and resourceful, and most have learned to use digital technology and communicate with the latest tech tools” (Lesonsky, 2011). 4) Millennials’ or Generation Y – Born between 1982 and 2001 “They value work-life balance and flexibility even more than Gen X. They also seek freedom and want to be treated as equals from their first day on the job. This generation doesn’t fear authority, and seeks challenging and meaningful work. And they’re the most tech-savvy of the three groups, preferring to communicate quickly via texting and IM” (Lesonsky, 2011). Clearly...
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...1.0 INTRODUCTION This dissertation is based on a critical evaluation of training policies and procedures at The Maritime Financial Group South Branch- Training, Marketing and Sales service. This company was chosen because of its vast training of its workforce as compared to other companies within the region and always rises above other branches throughout the country annually and employs thirty five persons. This dissertation will give me the researcher the opportunity to define its objectives, compare pertinent theoretical frameworks and employ a methodology to attain the relevant information needed in order to analyze the findings and construct suitable recommendations. 1 1.1 CHOICE OF TOPIC This topic is chosen for many profound reasons. These consist of: It is a major factor in many organizations worldwide. Organizations now seek to have a well- trained workforce to gain competitive advantage in the market place and be profitable. I the researcher want to get hands-on experience in researching the topic as it is a field of interest. This will provide me with knowledge and understanding of the efficacy of training within companies. Training seems to be very dominant in many organizations. It is something that is pushing organizations upwards. Therefore the knowledge of training will be beneficial for the researcher’s future plans in becoming an entrepreneur. With established training theories, the research will experience growth in this chosen area of study...
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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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...RESEARCH PROJECT ON “TRAINING AND DEVELOPMENT IN PHARMASUITICAL INDUSTRY WITH SPECIAL REFERENCE OF MANKIND PHARMA LTD” SUBMITTED IN PARTIAL FULFILLMENT OF DEGREE OF BACHELOR OF BUSINESS ADMINISTRATION SESSION (2011-2014) SUBMITTED TO: SUBMITTED BY: XYZ XYZ BBA III University Roll No. SUBMITTED TO ACKNOWLEGDEMENT “Gratitude is the hardest of emotions to express and one often does not find adequate words to convey what one feels and trying to express it” The present project file is an amalgamated of various thoughts and experiences .The successful completion of this project report would have not been possible without the help and guidance of number of people and specially to my project guide .I take this opportunity to thank all those who have directly and indirectly inspired, directed and helped me towards successful completion of this project report. I am also immensely indebted to my project guide, MS. Divya Vaid Lecturer, ICL, for his illumining...
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...Journals Inc. (USA) Print ISSN: 0975-5853 Impact of Training and Development on Organizational Performance By Raja Abdul Ghafoor Khan, Furqan Ahmed Khan, Dr. Muhammad Aslam Khan University of Lahore, Islamabad Pakistan Abstracts - Training and Development, On the Job Training, Training Design and Delivery style are four of the most important aspects in organizational studies. The focus of current study is to understand the affect of Training and Development, On the Job Training, Training Design and Delivery style on Organizational performance. The back bone of this study is the secondary data comprised of comprehensive literature review. Four Hypotheses are developed to see the Impact of all the independent variables on the overall Organizational Performance. The Hypotheses show that all these have significant affect on Organizational Performance. These Hypotheses came from the literature review and we have also proved them with the help of literature review. Results show that Training and Development, On the Job Training, Training Design and Delivery style have significant affect on Organizational Performance and all these have positively affect the Organizational Performance. It means it increases the overall organizational performance. We also prove our Hypothesis through empirical data. However, results are strongly based on the literature review. Keywords : Training and Development, On the Job Training, Training Design, Delivery style, Organizational Performance. GJMBR-A...
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...HR requirements of British Airways To ensure the continuous improvement and satisfaction of the employees, it is required to revive and enhance our HR plan on regular basis. Main targets of the HR plans which are to be achieved by the end of current years are as under: 1. Remuneration and Profit Sharing 2. Employee Safety. 3. Employee Development through Training Programs. 4. Leadership Management. 5. Improved Employee Relations. 6. Diversity in the Staff. 7. Employee Health Care. These targets have been established after carefully reviewing the objectives of the organization. The fact cannot be denied that work force is the major catalyst in the success of the strategic objectives. So, through a comprehensive HR plan, company strives to create motivated and satisfied staff which would be able to give its full commitment and dedication to the company. Such input of the employees is beneficial for not only the success but also the survival in critical situations. Remuneration and Profit Sharing: Company earns profits with the input of the employees. Employees are the earning hand for any organization. Thus, sharing profit with employees makes them feel associated and enhance the feeling of ownership. Profits for the current year shall be shared by occasional bonuses as well as remuneration schemes. Salary appraisals should be announced once a year. The company believes that this move shall be good for involvement and interest of the employees with...
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... Training Methods Employee development and career development through training is one of the most important activities that should be undertaken by every organization. This is because training has significant and long lasting positive impacts as far as the success and effectiveness of the workforce is concerned. Likewise, the key objective of training is to improve production of products and services, ensure better worker behavior, and equip the employees with critical information that pertains to their job descriptions. Initially, the organization is required to identify the areas of concern among its workforce that need training and development and then seek to find the best training methods that fully suit the particular needs. Afterwards, the organization will create a suitable program for the training, ways on how best to execute it, and then later evaluate to see whether it will be able to meet the objective of the organization for training. Case method This method involves the use of real situations that are useful in facilitating discussion and analysis during training. The method is usually successful if the trainees are active enough to use their listening and thinking skills on audio tapes, video-tape, and an oral description. Moreover, many organizations prefer this method because it is less costly and it provides indirect experience through a particular situation. On the job Training This involves training and developing...
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...Recently in a meeting between various senior management staff, a complaint was lodge to the HR manager that ‘these management graduates (we have Working) only know book sense and no common sense’. As thought you have decided to share with your fellow managers how you the human resource manager use theory in planning and designing various learning events as an example to the graduates. Prepare a response as a Human Resource Manager. Managers expect their employees to work with others and be willing to obey, but at the same time expect to see evidence of personality, creativity and independence. Selecting staff who will conform to organisational goals is a key to an Organisation’s health and effectiveness in addition, to the training and development of these employees in order to help them meet the requirements of their current and potential future jobs. Whatever people’s abilities and intelligence, their performance can be improved by extra knowledge, practice and experience – in other words, by learning. Learning is a process in which experiences brings about permanent or modified changes in behaviour or attitudes. There are three basic theories of how learning works. These tend to act as a framework for managers to help in the identification and analysis of problems. The early classic studies, behaviourist movement in psychology has looked to the use of experimental procedures to study behaviour in relation to the environment. The result was the generation of the stimulus-response...
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...Telesales & Call Center Development Strategy and it's implications on corporate resources Submitted by SHS Mission Statement and Service Offering Due to significant growth in business units marketing and servicing Medicare Supplement & Medicare Advantage/PDP products, a company has an identified need to develop a telesales and service center to provide sales & service expertise to the Medicare customer base and support to external sales teams. Future strategy and expansion plans should include building Final Expense telesales and service teams with additional expansion to include customer service and/or telesales support for other product offerings from company. These additional teams may be “blended” with core sales agents capable of closing leads in both Medicare, Final Expense and other product lines so team size can be contained and closely managed. Objectives of the Telesales Center Handle lead volume captured by Lead Generation team to facilitate high closing rate for Medicare Supplement & Medicare Advantage/PDP products. Secure additional leads via client referral. Utilize cross-sell opportunities to increase revenue per contact. Provide high levels of service and support as required to client base, external agent team, carriers and internal departments to facilitate increasing revenue generation from sales opportunities. Sales Strategies and forecasting Department set up should include three separate teams accountable for: Lead Qualification...
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...Hesham Mohamed Ahmed AL-Sayyad 15 wahba street in EL-saieda zienab Cairo, Egypt Tele: (02) 27924859 Mobile: (0100) 2628664 E-mail: Hesham.elsaiad @hotmail.com Banquemisr E-mail: hishammae@banquemisr.com |objective | | |Seeking a challenging position in a multinational or a local organization where my educational background and skills can be applied | | |and further developed. | | | | |education | | |2004-2008 Cairo University Cairo, Egypt | | |Faculty of Commerce, Accounting Dept. | | |Grade: good ...
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...Journal of Politics and Law Vol. 2, No. 3 Accountability from the Perspective of Malaysian Governance Ahmad Faiz Yaakob Faculty of Administrative Science and Policy Studies Universiti Teknologi MARA Terengganu, 23000 Dungun, Terengganu Tel: 60-12-222-7659 E-mail: faiziiu@yahoo.com Nadhrah A. Kadir Faculty of Administrative Science and Policy Studies Universiti Teknologi MARA Terengganu, 23000 Dungun, Terengganu Tel: 60-12-250-4302 E-mail: nadhr292@tganu.uitm.edu.my Kamaruzaman Jusoff (Corresponding author) TropAIR, Faculty of Forestry, Universiti Putra Malaysia, Serdang 43400, Selangor, Malaysia Tel: 60-3-8946-7176 E-mail: kjusoff@yahoo.com Abstract Generally, accountability is often associated with a concept of answerability, responsibility, blameworthiness, liability etc. Commonly, the concept of accountability from the perspective of governance is the means to control the public administration in democratic countries. The classification of public accountability is normally seen in terms of external and internal mechanisms. Hence, this paper shall discuss both mechanisms with special reference to Malaysia. The discussion also focuses on the limitation of each mechanism which rendered some problems to the concept of accountability in Malaysia. Keywords: Accountability, Governance, Public administration, 1. Introduction Accountability is often associated with such concepts as answerability, responsibility, blameworthiness, liability and ...
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