...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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.......... 1 21 November 2013 ii ProQuest Document 1 of 1 Edge Hotel School: four-star prices and your labour for free Author: Lee, Joseph Publication info: The Times Educational Supplement 4990 (Apr 27, 2012): 52. ProQuest document link Abstract: [...]the Edge Hotel School, a working four-star hotel offering on-the-job training and a degree accredited by the University of Essex, will have to persuade students to pay Pounds 18,000 for their two-year degrees, while they work unpaid for up to 27 hours a week running the hotel. [...]he said that the hotel, called Wivenhoe House, was equipped with far more sophisticated IT systems than it needed, purely for the educational benefit, so that trainees would be prepared to work in even the world's largest hotels. Links: Check for full text via SHU links Full text: But the two-year BA honours degree is worth it, says principal. It is billed as an "exemplar" of vocational education - a school of higher education, backed by an independent charity, offering degree-level study at the same time as work experience. But the Edge Hotel School, a working four-star hotel offering on-the-job training and a degree accredited by the University of Essex, will have to persuade students to pay Pounds 18,000 for their two-year degrees, while they work unpaid for up to 27 hours a week running the hotel. Principal Alan Jenkins said it should not be compared with higher level apprenticeships, which the...
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...employer designing their training programs which doesn’t need to exist. a. The first step to creating a learning environment is to decide what you want to teach. The idea is to make training programs as relevant as possible to the organization (and the needs of said entity). i. One of the biggest barriers of organizations in the first step is the lack of job-applicability of their programs --- a well-done needs analysis will ensure that an organization not only needs the program but also give a good idea of whether the program will be effective or a waste of time and money. ii. The next mistake organizations make is that they fail to set clear, concise instructional objectives. In order for training to be effective, the training has to have a very narrow goal, i.e. we need to teach the employee to perform the task of connecting calls via a switchboard. iii. Once the goal is set, you should then go to a line manager and ask them what knowledge the trainee needs to know when connecting calls via a switchboard as it applies to the organization – too many organizations skip this step and end up teaching employees a different way of doing things. This causes problems in the workplace when they make it back to it, and then they have to unlearn what they learned and start over (which creates inefficiency.) iv. The last item you should look at when deciding when you are deciding what to teach your employees in your organization is whether the training program is interactive enough...
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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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...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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...4. Employee Training and Development , Knowledge Level: Novice, Keywords: employee, training Read more: 4. Employee Training and Development Get more information on Entrepreneurship The quality of employees and their development through training and education are major factors in determining long-term profitability of a small business. If you hire and keep good employees, it is good policy to invest in the development of their skills, so they can increase their productivity. Training often is considered for new employees only. This is a mistake because ongoing training for current employees helps them adjust to rapidly changing job requirements. Purpose of Training and Development Reasons for emphasizing the growth and development of personnel include • Creating a pool of readily available and adequate replacements for personnel who may leave or move up in the organization. • Enhancing the company's ability to adopt and use advances in technology because of a sufficiently knowledgeable staff. • Building a more efficient, effective and highly motivated team, which enhances the company's competitive position and improves employee morale. • Ensuring adequate human resources for expansion into new programs. Research has shown specific benefits that a small business receives from training and developing its workers, including: • Increased productivity. • Reduced employee turnover. • Increased efficiency resulting in financial...
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...Background: [pic] VOCATIONAL REGIONAL TRAINING CENTER-KOREA PHILIPPINES VOCATIONAL TRAINING CENTER Buhisan, Tibungco, Davao City HOTEL AND RESTAURANT SERVICES (June 2011- June 2012) Qualification/s: • Commercial Cooking NC-II • Bread and Pastry Production NC-II • Food and Beverage Services NC-II • Bartending NC-II • Housekeeping NC-II WELDING AND PIPEFITTING (April 2011- May 2011) Qualification/s: • Shielded Metal Ark Welding NC-I SECONDARY BROKENSHIRE SCIENCE HIGH SCHOOL Madapo Hills, Davao City 2007-2011 PRIMARY LITTLE LAMB SCHOOL HOUSE Garcia Heights, Davao City 2001-2007 Affiliations: [pic] Class Officer of BSHS (Vice-President) Com-Arts Officer of BSHS (Treasurer) Competency Awardee of RTC-KPVTC Seminars Attended: [pic] First Aid Orientation August 5, 2011 Regional Training Center-Korea Philippines Vocational Training Center Buhisan, Tibungco, Davao City Fire Drill August 17, 2011 Regional Training Center-Korea Philippines Vocational Training Center Buhisan, Tibungco, Davao City...
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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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...ANSWER Training is a learning process that involves the acquisition of knowledge, sharpening of skills, concepts, capabilities, rules, or changing of attitudes and behaviors to enhance the performance of employees and to aid in the achievement of organizational goals. Training is activity leading to skilled behavior. Strategic Imperative is an initiative, key project, or major objective that is high leverage and systemic (strategic) and a must-do (imperative) over the next 6 – 12 months to significantly move a team or organization toward its vision, values, purpose and desired culture. A key component of providing focuses to an organization calls for a leader is to identify "strategic imperatives" or "must-do." These are the team or organization's critical leverage points. Once the teams are set and their mandate or charter agreed to by the larger executive or steering team overseeing this work, each Strategic Imperative Team then develops and manages development of a detailed implementation plan and execution Most company executives decide to spend money on training especially when economic times are good. There is a view that it is good, and it is also something that responsible leaders are supposed to do to prepare for the future. Unfortunately, training becomes the first activity to be cut when times get tough. There is also no objective measure that calculates the business case of return on investment for training. Actually, training, education and coaching should be...
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