...Chapter 01: Introduction • Overview of the Organization •Objective of the report •Scope of the report •Methodology of the report •Limitations of the report 1.1. BRAC Bank Limited– An Overview of the Organization BRAC Bank Limited is a fully service oriented commercial bank. It has both local and International Institutional shareholder. BRAC Bank has been motivated to provide “best-in-the-class” services to its different variety of customers spread across the country under a non-line banking dais. At present, BRAC Bank is one of the fastest growing banks in the country. In order to support the planned growth of its distribution, network and its various business segments, BRAC Bank is currently looking for impressive goal oriented, enthusiastic, individuals for various business operations. The bank wants to build a profitable and socially responsible financial institution. It carefully listen to the market and business potentials, It is also assisting BRAC and stakeholders to build a progressive, healthy, democratic and poverty free Bangladesh. It helps make communities and economy of the country stronger and to help people achieve their financial goals. The bank maintains a high level of standards in everything for our customers, our shareholders, our acquaintances and our communities upon, which the future affluence of our company rests. According to the Half-Yearly Financial Statement of 2011-...
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...performing organisations today recognise the need to use the best training and development practices to increase their competitive advantage. Training and development is a crucial aspect of every business, if the value and potential of its people is to be exploited. According to Fitzgerald (2002) “training is a process that entails the acquisition of knowledge, sharpening of skills, concepts, rules, or changing of attitudes and behaviours to enhance the performance of employees.” McNamara (2010) agrees that training is an educational process, further adding that it involves the presentation and learning of content as a means for enhancing skill development and improving workplace behaviours. To add more onto this, learning is a lifelong process of transforming information and experience into knowledge, skills, behaviours, and attitudes. It could be described as a process whereby experience results in behaviour changes (Rogers, 2003). Lastly, development is a framework that helps employees broaden their personal and interpersonal skills, knowledge and abilities (Heathfield, 2011). It includes such factors as employee training, career development, mentoring and organisational development. It is pointed out by (Heathfield, 2011; Rogers, 2003) that...
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...to the realities on the ground. Cognizant of this fact, Somali regional state capacity building bureau has recently embarked on an initiative aimed at redefining its major businesses in light of the objective demands. The bureau envisions bringing about radical change in its performance by applying Business Process Reengineering as a main tool. To this end, the existing Human Resources Development (HRD) core process has been identified to be an important candidate for the reengineering initiative. An existence of a HRD system which systematically coordinates the continuous human resource development, motivates civil servant to high level of performance, and ensures that they continue to maintain their commitment is essential to the successful achievement of the regional institutions mission and vision. However, because of traditional operational focuses, the existing HRD system of the bureau has for long been engulfed with a number of managerial and functional inefficiencies. In view of this, the bureau has assigned team consisting of four members to assess the basic features of the existing HRD system and redesign a new process that can contribute to the realization of the required change of region. Finally the HRD redesign team of SRS Capacity Building Bureau has identified major and detail activities of HRD,...
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...Practical work is an integral part of BBA Program in Islamia University of Bahawalpur. Keeping in view the importance of practical work, The Department Of Management Sciences provides its students an opportunity to learn something practical along with theoretical knowledge. During 6th semester BBA, students are given the assignment to write the Literature review. This is a part of Subject of Human Resource Management. It is a great pleasure for us to complete this task under supervision of our respectable teacher Mr. Hassan Danial Aslam Acknowledgement It is our first and foremost duty to thank almighty Allah, Who blessed us with an opportunity to accomplish this uphill task. Nothing is possible without the will and wish of Allah, so we are very thankful to Him for His help. It would not be out of place to cordially thank our supervisor Mr. Hassan Danial Aslam whose expertise and vision continues to be a great source of due encouragement and inspiration. His vivid guidance and well versed advice in the preparation of grim documentation of this Literature review went a long way in its printing. A word of thanks also goes to the authorities of the all our team members who greatly co-operated with each other and for their unfailing support during the long days when we all were shackled to our computer keyboards. Although .we had tried to avoid as many mistakes as possible in this project work but still omissions...
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...Development and Training Paper Development and Training Paper ABC, Inc. established a new sales metal market process in 2007. The metal market process meant millions of dollars for the organization. This process consisted of a monthly manual data entry of hundreds of part numbers. Once the metal market was received the manual entry had to be done within a week. Several associates were required to put aside their daily responsibilities and work on the metal market process sometimes for two to three days until it was completed. After a couple of years of doing the manual entry, a team was put together to determine how and if the process could be automated, what training would be necessary, and how would the training be administered. The team worked with the IT department and automated the metal market process now it was time to use a five step process, needs assessment, design, development, implementation, and evaluation to develop and administer the appropriate training program. Needs Assessment ABC, Inc. began conducting a needs assessment once the new automated metal market procedure was completed. “Instructional design logically should begin with a needs assessment, the process of evaluating the organization, individual employees, and employees’ tasks to determine what kinds of training, if any, are necessary” Noe, Hollenbeck, Gerhart, and Wright, 2007, p. 210). Once the new automated metal market procedure was developed, a step by step flowchart was created. ...
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...Staffing in Management Staffing is that part of the process of management which is concerned with acquiring, developing, employing, appraising, renumerating and retaining people so that right type of people are available at right positions and at right time in the organisation. In the simplest terms, staffing is ‘putting people to jobs’. Staffing Definition "Staffing is the function by which managers build an organisation through the recruitment, selection, and development of individuals as capable employees" - McFarland Importance of Staffing • Filling the Organisational positions • Developing competencies to challanges • Retaining personnel - professionalism • Optimum utilisation of the human resources Staffing Process 1. Analyzing Manpower requirements: It is making an analysis of work and estimating the manpower requirement to accomplish the same. 2. Recruitment: It is identifying and attracting capable applicants for employment. it ends with the submission of applications by the aspirants. 3. Selection: It is choosing the fit candidates from the applications received in the process of recruitment. 4. Placement: This may be on probation and on successfully completion of the same the candidate may be offered permanent employment. 5. Training and Development: It is concerned with imparting and developing specific skills for a particular purpose. 6. Performance Appraisal: Systematic evaluation of personnel by superiors or...
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...Training and Development Omar Simpson University of Phoenix HCS/341 Prof: Norma Lloyd March 19, 2012 Training and Development Successful organizations and managers view employee training as an investment in there people, not an expense. Managers want their staff to have the best skills and be knowledgeable of the organization and its customers. Training and development are often in association with each other, but the two are not the same. Training is providing an employee with specific skills to perform his work duties. In contrast, development is an effort to prepare an employee with the abilities an organization may need in the future. In this Training and development paper, there will be a discussion about training and developing employees in the health care system. Training and education is vital in health care. The health care world is on the cutting edge of new technology and medicines. Healthcare organizations must remain abreast on training and education for their employees. Education involves a learning process using values, theories, and a model to develop understanding training is providing specific skills to an employee. Both education and training are important as people depend on the skills, advice, and accuracy of health care professionals. If health care professionals are not knowledgeable about different medicines or have training for new and advance technologies in today’s society there will be more devastating health care issues because of...
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...DIFFERENCE BETWEEN TRAINING & DEVELOPMENT TRAINING & DEVELOPMENT Training is a process of learning a sequence of programmed behaviour. It improves the employee's performance on the current job and prepares them for an intended job. Development not only improves job performance but also brings about the growth of the personality. Individuals not only mature regarding their potential capacities but also become better individuals. DIFFERENCE: Training: 1.It's a short term process. 2.Refers to instruction in technical and mechanical problems 3.Targeted in most cases for non-managerial personnel 4.Specific job related purpose Development: 1.It is a long term educational process. 2.Refers to philosophical and theoretical educational concepts 3.Managerial personnel 4.General knowledge purpose PURPOSE OF TRAINING: 1.To improve Productivity: Training leads to increased operational productivity and increased company profit. 2.To improve Quality: Better trained workers are less likely to make operational mistakes. 3.To improve Organizational Climate: Training leads to improved production and product quality which enhances financial incentives. This in turn increases the overall morale of the organization. 4.To increase Health and Safety: Proper training prevents industrial accidents. 5.Personal Growth: Training gives employees a wider awareness, an enlarged skill base and that leads to enhanced personal growth. PURPOSE OF DEVELOPMENT: Management...
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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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...1. Distinguish between training and development and human resource development. Training Training is an educational process. People can learn new information, re-learn and reinforce existing knowledge and skills, and most importantly have time to think and consider what new options can help them improve their effectiveness at work. Effective trainings convey relevant and useful information that inform participants and develop skills and behaviors that can be transferred back to the workplace. Development Development describes the growth of humans throughout the lifespan, from conception to death. The scientific study of human development seeks to understand and explain how and why people change throughout life. This includes all aspects of human growth, including physical, emotional, intellectual, social, perceptual, and personality development. Human Resource Development Human Resource Development (HRD) is the framework for helping employees to develop their personal and organizational skills, knowledge, and abilities. Human Resource Development includes such opportunities as employee training, employee career development, performance management and development, coaching, mentoring, succession planning, key employee identification, tuition assistance, and organization development. 2. What is the difference between training and development? Training generally refers to teaching of new skill in professional field of the employee. Like an employee being taught to operate...
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...Abstract Employee Training and Development Paper Employee training and development is very important in organizations. Development, orienting, and socializing will help employees get to know their new organization. New employees will go to a process that will help them adapt to their new organization. Employee orientation will be the responsibility of human resources management, and this will depend on the organization. During this process the employees would get information on the work hours, benefits, over time pay procedures, and the duties and responsibilities for the position that they will work in. Orientation process the new employees will be given the organization objectives, history, rules, and procedures. Employee training is a learning experience that will help the employee improve job performance. Organizations in the United States spend billions every year on employment training. Employee training will focus on an employee current job and enhance skills perform the job. Employee development will focus on developing the employee for more responsibility and future positions in organization. Some methods used to develop employees or going back to school, learning new jobs, assisting a manager, and on-the-job training. Employment training and development are both important in an organization. This will be the organization the right, people at the right place at the right time. The success of the company depends on this. Employee training is become very important...
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...Assignment 7 Training and Developing Employees What is meant by ‘organizational development’? Briefly explain the different characteristics of organizational development. Organizational development deals with the overall arrangement of the organization and its functions, including both the long-term and short-term identification and development of its human resources. It includes the process of enhancing the effectiveness of an organization and the well-being of its members through planned interventions; the set of systematic and planned activities designed by an organization to provide its members with the necessary skills to meet current and future job demands. There are a lot of characteristics of organization development. These characteristics are from various dimensions of organization development. Characteristics of organization development: a) Focus on culture and process: Organization development on culture and process of proper and organization on following suitable and positive culture level and process success organization development program depend. b) Collaboration: Organization development encourages heartfelt collaboration between managers and employees and members managing culture and processes. c) Accomplishment of tasks: Various kinds of teams and groups play important roles for accomplishment of organization development activities. Thus targets can also be achieved. d) Human and social sides: Organization development focuses on both...
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...Training and Development Plan Student name: Institution: Introduction If output is to increase by 96% following the expanding market and increased product demand, then there is a need to design a precise human resource development (HRD) plan that will avail a formal training program for Motors and More Inc. This plan will help equip the employees with requisite skills for their job description as well as provide the management with a better and sound criteria for promotions. Similarly, promotions will not only be based on seniority but also on the basis of the skills acquired from the formal training. Therefore, as a training and development coordinator I had to come up with a detailed formal training plan that will address new employees, current employees, and managerial staff. This comprehensive plan encompasses a needs assessment criterion to be carried out beforehand, training content development, determination of content delivery method and hiring of a trainer/consultant. Training and Development Plan Role Definition As the head of this department, my task is to oversee the development of our organization’s intellectual property with the help of other Human Resource Development Professionals. These professionals will be involved in needs assessment to aid in the design, development, delivery and evaluation of the formal training process. According to Rae (1997), by training managers and employees, HRD supports performance management to a great extent. The HD...
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...1.0. Introduction: In general sense we mean “Bank” as a financial institution that deals with money. There are different types of banks like Central bank, Commercial bank, saving bank, Investment bank, Merchant bank, Co operative bank etc. But when we use the term bank it generally means ‘commercial bank’ that collects the deposit from surplus unit of the society and then lends the deposits to the deficit units of the society. The existence of banking sector is not a new matter, as its existence was long years ago. But the new thing is that how it operates and presenting its activities for the purpose of serving customer requirements to increase their well being in the sense of wealth. Banks also provide many services for clients to make easy their life in a busy environment. In this competitive environment in today’s world, the entire bank increases their facilities in favor of their customers to retain them and capture more share of the market to be leader. Interest is one of the main factors in attracting customers and also one of the significant factors in increasing extra income from providing loans besides other service income. So, it can be said that conventional banking systems are interest-based system. Bangladesh is one of the largest Muslim countries of the world. The people of this country are deeply committed to Islamic way of Life as it is mentioned in the Quran and Sunnah. But it is not possible for the people to establish and design their economic lives...
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...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 development of ...
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