is Jane Smith. I am a consultant who has been hired by ABC, Inc. to help solve some problems regarding their next new trainee orientation program. I have been a training consultant for approximately ten years with New Solutions Corporation and enjoy the work I do. I get to travel and meet a variety of different people. Every consulting job seems to be unique. ABC, Inc. is a well-known manufacturing company in a medium-sized city. A newer campus recruiter, Carl Robins, is responsible for hiring
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kalba/Fujairah 055-1291036 ha.mo.di@hotmail.com OBJECTIVES I would prefer a job position in your company that will give me the opportunity to further obtain a rewarding position in the field of coordinate with a team of highly experienced professionals for my personal as well as corporate growth , and provide me with the opportunity to develop my managerial skills with my skills . EDUCATION 5 moths training in secretarial office training sharjah . I have a certificate in ILETS for 5.5 and 6 in the conversation
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the new recruiter for ABC Inc., with six months of being in the job Carl was asked to make his first recruitment. He had to hire fifteen new trainees in order for them to work for Monica Carrolls, the Operations Supervisor. Carl had scheduled the new trainees that he had hired for an orientation for June 15th, hoping to have all the new hires working by July. May 15th had arrived and Carl was contracted by Monica to get the training schedule from Carl about the orientation, manuals, physicals and
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Supervisor Monica Carrolls. Mr. Robins could not accomplish the necessary procedures for the new hires to begin work, including drug screenings, completing applications, providing materials and scheduling a facility in which to hold the new hires’ training. Monica Carrolls did contact Mr. Robins May 15 in regard to his responsibility in the hiring process, without verifying if he fully understood his duties, Mr. Robins did not give any indication he was having trouble completing the tasks either.
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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
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throughout the years to succeed in it. I started out by having odd jobs as a young man. When I became a Firefighter for New York City, I had to learn many skills like teamwork, being reliable, and thinking on your feet to preform my duties. I believe that these skills will prove to be very valuable in my success as an apprentice. Being a realiable worker is probably most bosses biggest concerns. If a boss can’t rely on you to get the job done, then your are no longer an assett to him and can become expendable
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train five mangers per store, there is a desperate need to have a easy & convenient training program to achieve this. Jeff Kent, Wendy’s vice president of solution delivery, said that “training & development is very key part of providing our customers with a consistent experience in every restaurant regardless of store locations.” In order to achieve this they need a system that could implement a training & development solution that agrees with the franchise standards, evaluate test results
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Aviation) - The audits of ISAGO (IATA Safety Audit for Ground Operations) Weaknesses • Costs for Staff Trainings All our employees assigned in passenger services are obliged to complete theoretical and practical trainings through “On-the-job training (OJT)” and theoretical courses. Although airports have standard security training and ramp driving classes already established, an intensive training program needs to be established in conjunction with a consultant or expert in the field that promotes
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November, 2009 A Study of on the Job Training Effectiveness: Empirical Evidence of Iran Mehrdad Alipour Assistant Prof. Management Department, Zanjan Branch, Islamic Azad University Mahdi Salehi (Corresponding author) Assistant Prof. Department of Accounting and Management, Zanjan University, Iran Tel: 98-9121-425-323 E-mail: Mahdi_salehi54@yahoo.com Ali Shahnavaz Faculty member of Statistic Department, Zanjan Branch, Islamic Azad University Abstract Training is essential to the growth and economic
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accomplishment of this task depends on the contribution of many people without whom we could not do anything first of all we would like to thanks Allah almighty without whom I was unable to complete and manage this project “Comparative analysis on-job & off-job training effects on employee performance”. Secondly I am thankful to all my teachers who have up till now provided me with the standards of excellence. I would especially like give me thanks to Sir Salman Zia who helped me hard and it is because
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