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Recruitment process of  hihgnon pharmaceutical  lahore
Recruitment process of  hihgnon pharmaceutical  lahore
Recruitment process of  hihgnon pharmaceutical  lahore
Recruitment process of  hihgnon pharmaceutical  lahore
Recruitment process of  hihgnon pharmaceutical  lahore
Recruitment process of  hihgnon pharmaceutical  lahore
Recruitment process of  hihgnon pharmaceutical  lahore
Recruitment process of  hihgnon pharmaceutical  lahore
Recruitment process of  hihgnon pharmaceutical  lahore
Recruitment process of  hihgnon pharmaceutical  lahore
Recruitment process of  hihgnon pharmaceutical  lahore
Recruitment process of  hihgnon pharmaceutical  lahore
Recruitment process of  hihgnon pharmaceutical  lahore
Recruitment process of  hihgnon pharmaceutical  lahore
Recruitment process of  hihgnon pharmaceutical  lahore
Recruitment process of  hihgnon pharmaceutical  lahore
Recruitment process of  hihgnon pharmaceutical  lahore
Recruitment process of  hihgnon pharmaceutical  lahore
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Recruitment process of hihgnon pharmaceutical lahore

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Transcript

  • 1. HUMAN RESOURCE MANAGEMENT COMSATS Institute of InformationTechnology, Lahore
  • 2. HIHGNON PHARMACEUTICAL LAHORE Training and Development Through Human Resource
  • 3. Training and Development  Analysis phase  Instructional objectives  Training and Development is provided to the employees objectives  Evaluation  Verifying the Training
  • 4. Arises of Certain Problems  Behavioral Issues  Cognitive Issues  Technological Issues
  • 5. What is Training  The process of increasing the knowledge and skills of the workforce to enable them to perform their jobs effectively Why Training is Required?  Support new employees  Improve productivity  Increase marketing effectiveness  Support higher standards of customer service and production quality  Introduction of new technology, systems or other change  Address changes in legislation  Support employee progression and promotion
  • 6. Types of Training  On-the-job training  Transfer  Courses  Reading materials  Observation  Computer Based Training (CBT)  Web-Based Training (WBT)  Online help menus  Audio and video tapes  Study leave  Seminars  Conferences  Cross training  Job rotation  Job enlargement  Job enrichment
  • 7. Training and DevelopmentProcess  Need Analysis  Design  Development  Implementation or Delivery  Evaluation
  • 8. (1) Need Analysis  Context Analysis  User Analysis  Work Anaysis  Content Analysis  Training Suitability Analysis  Cost-Benefit Analysis
  • 9. (2) Instructional design  Prioritizing Organizational needs  Identifying learning objectives  Grouping information into meaningful related topics  Sequencing topics in logical order  Identifying best training solution  Preparing Lessons plans, Training methodology  Preparing feedback and follow up plans
  • 10. (3) Development  This step establishes the development of current job descriptions and standards and procedures (4) Implement the Program  Implement your training program by communicating its availability to all employees in your HR department
  • 11. (5) Evaluation  Did the training program work?  Was it worthwhile?  Did the results justify the investment?
  • 12. SOWT Analysis STRENGTH  Competency base  Measure technical skills  Higher qualified  Structured process  Feedback sharing  More competent to the job  Cost leadership  Well defined training process form for each department
  • 13. OPPORTUINITIES  Hire more competent person for training and development  Increase accommodation area of training  Online trining process
  • 14. WEAKNESS  Personal references  Do not well established process  Local employees
  • 15. THREATS  Energy crisis  Local hiring  biasness
  • 16. Conclusion / Recommendations  Support an organization through training  The employees will be get the desired performance and the difference of actual performance and required performance according to the companies need.  anticipate and provide learning opportunities to support the dynamic development of the industry as well as facilitate to ensure mandatory certification is obtained and maintained
  • 17. Thank You

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