This document summarizes a study on training and human resource development at zonal railway training institutes in India. It discusses how training is important for improving employee skills and productivity in a changing business environment. The study aims to analyze different training methods, assess their effectiveness, and examine the relationship between training outcomes and trainee demographics. It describes the methodology used, which includes interviews and surveys of trainers and trainees. The conclusion restates that ongoing training is important for developing safety-conscious, skilled railway employees and adapting to new technologies and work methods.
The Importance of Training Courses Provided by the Department of Human Resour...inventionjournals
This study provides invaluable insights and information on the significance of training courses and their impact on the development of both government and business organizations. That is, the researcher highlights the relevance of training and development in the ever-changing world of service delivery, be it in private or public institution and particularly its relevance for the situation in the UAE. The study also brings out the problem statement, objectives, vision and the mission. The UAE witnesses an era of technological, social change, and unprecedented development in all spheres of life. To safeguard its sustainable development, appropriate and skilled human resources are essential to ensure the production of high quality and to implement more efficient and effective production processes based on new technologies. Thus, proactive human resources management is highly essential and highly required in the UAE in order to achieve the abovementioned change and to allow organizations in the UAE to meet the challenges today and in future. The study includes good practices in human resources management and training carried out by the various departments of human resources management throughout the world, especially in the developed countries. The study covers a range of issues about training of qualified staff and setting up training programs, to competence mapping and management development. Some of these issues have been presented at a number of seminars and workshops on human resources management and training from 2006 up to date
Internship Report on HRM Practices at PAEC EC Chashma by Muhammad Mansha KhanMansha Khan
Internship at Education Centre at PAEC (Pakistan Atomic Energy Commission) Education Centre, Chashma, Punjab
PAEC Education Centre, Chashma providing the duties under the PAEC Federal Government in the shape of knowledge advancement study for all students who want to gain. It started its function and operations as complete Education Centre in 1996 at Chashma, Mianwali Punjab.
In this report I (Mansha Khan) divide all internship factors into various chapters. Each chapter explains the different human resource practices and administrative functions relevant to nature. In first chapter briefly explain introduction and history of EC, Chashma and also described the introduction of organizational functions. Second chapter relates to the structure and culture of organization where roles of different individuals with different mandates are explained. The overall management functions, duties and responsibilities are mention in this chapter which closely linked with management of facilities in the EC and with other departments.
Moving to next step which is related to the all activities which I perform during the internship training in this portion I described those task which I accomplish in the Office of Education Centre Chashma. At the last I explain the most significant chapter recoded in this report named as Human Resource Practices, here I describe the all Human Resource Management Practices which are perform by the organization like as (Recruitment, Promotion, PERs, Resignation of employees, Retention, Retirement etc) and different Policies.
Human resources and Administrative departments are the most vital resource of every institution to gain competitive edge over the all affective competitors which putting directly economical effects. Organization should manage these human resources there are many ways and practices that can be use to create workforce against the competitors by an organization.
This internship report contains the summary of HR & administrative exercises followed by PAEC Education Centre and how its significance to enhance their workforce. My assessments and different analysis depends on my journey as an intern at PAEC Education Centre, Chashma. In this report, I fully tried to uphold all experience and activities which I learn & perform under the supervision of Head EC.
By: Muhammad Mansha Khan (MBA 3.5 - HRM)
Training center aims to provide advanced courses utilizing internationally renowned experts in various professional fields. Currently, most courses held in Kuwait are conducted by local and international trainers with limited expertise due to the high and unjustifiable costs that would occur if more experienced trainers carry out those training programs.
By accommodating the trainer at the centre, and with the provision of adequate-sized training halls, in-house catering, the end-user will pay less for more value. In addition, the training resource center will be a hub for trainers and academics that can develop new programs customized to local needs.
a project work on training & development at singerani colliers.this is about training strategies followed there,budget allocated for training & development activities.making analysis on how training sessions are conducted,through questionnaire observing employees satisfaction levels towards training & development activities. at last making reports & submitting the suggestions & recommendations analysis about the project work done on training & development.
The Importance of Training Courses Provided by the Department of Human Resour...inventionjournals
This study provides invaluable insights and information on the significance of training courses and their impact on the development of both government and business organizations. That is, the researcher highlights the relevance of training and development in the ever-changing world of service delivery, be it in private or public institution and particularly its relevance for the situation in the UAE. The study also brings out the problem statement, objectives, vision and the mission. The UAE witnesses an era of technological, social change, and unprecedented development in all spheres of life. To safeguard its sustainable development, appropriate and skilled human resources are essential to ensure the production of high quality and to implement more efficient and effective production processes based on new technologies. Thus, proactive human resources management is highly essential and highly required in the UAE in order to achieve the abovementioned change and to allow organizations in the UAE to meet the challenges today and in future. The study includes good practices in human resources management and training carried out by the various departments of human resources management throughout the world, especially in the developed countries. The study covers a range of issues about training of qualified staff and setting up training programs, to competence mapping and management development. Some of these issues have been presented at a number of seminars and workshops on human resources management and training from 2006 up to date
Internship Report on HRM Practices at PAEC EC Chashma by Muhammad Mansha KhanMansha Khan
Internship at Education Centre at PAEC (Pakistan Atomic Energy Commission) Education Centre, Chashma, Punjab
PAEC Education Centre, Chashma providing the duties under the PAEC Federal Government in the shape of knowledge advancement study for all students who want to gain. It started its function and operations as complete Education Centre in 1996 at Chashma, Mianwali Punjab.
In this report I (Mansha Khan) divide all internship factors into various chapters. Each chapter explains the different human resource practices and administrative functions relevant to nature. In first chapter briefly explain introduction and history of EC, Chashma and also described the introduction of organizational functions. Second chapter relates to the structure and culture of organization where roles of different individuals with different mandates are explained. The overall management functions, duties and responsibilities are mention in this chapter which closely linked with management of facilities in the EC and with other departments.
Moving to next step which is related to the all activities which I perform during the internship training in this portion I described those task which I accomplish in the Office of Education Centre Chashma. At the last I explain the most significant chapter recoded in this report named as Human Resource Practices, here I describe the all Human Resource Management Practices which are perform by the organization like as (Recruitment, Promotion, PERs, Resignation of employees, Retention, Retirement etc) and different Policies.
Human resources and Administrative departments are the most vital resource of every institution to gain competitive edge over the all affective competitors which putting directly economical effects. Organization should manage these human resources there are many ways and practices that can be use to create workforce against the competitors by an organization.
This internship report contains the summary of HR & administrative exercises followed by PAEC Education Centre and how its significance to enhance their workforce. My assessments and different analysis depends on my journey as an intern at PAEC Education Centre, Chashma. In this report, I fully tried to uphold all experience and activities which I learn & perform under the supervision of Head EC.
By: Muhammad Mansha Khan (MBA 3.5 - HRM)
Training center aims to provide advanced courses utilizing internationally renowned experts in various professional fields. Currently, most courses held in Kuwait are conducted by local and international trainers with limited expertise due to the high and unjustifiable costs that would occur if more experienced trainers carry out those training programs.
By accommodating the trainer at the centre, and with the provision of adequate-sized training halls, in-house catering, the end-user will pay less for more value. In addition, the training resource center will be a hub for trainers and academics that can develop new programs customized to local needs.
a project work on training & development at singerani colliers.this is about training strategies followed there,budget allocated for training & development activities.making analysis on how training sessions are conducted,through questionnaire observing employees satisfaction levels towards training & development activities. at last making reports & submitting the suggestions & recommendations analysis about the project work done on training & development.
We can be your communication partner, helping you develop your placement brochure step-by-step. We begin by asking you a few questions about your positioning, perspective and the message you want to convey. Accordingly, we develop a unique theme for you. Our team works with the theme to create designs that work for you. Finally we print the brochures and deliver them at your doorstep.
Toyota Production System (TPS) History Sakichi Toyoda founded the Toyoda Spinning and Weaving
Company in 1918. He developed the first steam-powered loom that could detect a broken thread and
stop itself automatically. This innovation led to the wider principle of jidoka, or automation with a
human touch – later to become one of the two pillars of TPS.
Some years later in 1937, Sakichi’s son Kiichiro founded the Toyota.....
We can be your communication partner, helping you develop your placement brochure step-by-step. We begin by asking you a few questions about your positioning, perspective and the message you want to convey. Accordingly, we develop a unique theme for you. Our team works with the theme to create designs that work for you. Finally we print the brochures and deliver them at your doorstep.
Toyota Production System (TPS) History Sakichi Toyoda founded the Toyoda Spinning and Weaving
Company in 1918. He developed the first steam-powered loom that could detect a broken thread and
stop itself automatically. This innovation led to the wider principle of jidoka, or automation with a
human touch – later to become one of the two pillars of TPS.
Some years later in 1937, Sakichi’s son Kiichiro founded the Toyota.....
This is the power point presentation of the experience which i got at Diesel Locomotive Works(D.L.W) . D.L.W is one of the the production unit owned by Indian Railways . It produces largest diesel/electric locomotives in India . In summer it provides vocational/industrial training to students of Mechanical, Civil , Electrical , Electronics and Communication , Computer Science , Information Technology , Industrial and Production , Chemical Engineering departments . This slide contains my experience of the vocational training .
The project entitled “A Study on Training and Development Program in Airport Authority of
India, Chennai” is our study. During the completion of the project, I had the honor of meeting more than 100
employees of the Airport Authority of India and studied the various training and development procedures they
went through from that we inferred that knowledge based training and development procedures escalate the
performance and overall efficiency of the employees. Training improves changes and moulds employee’s
knowledge, skills, behaviors, aptitude and attitude towards the requirement of the job and organization. The
research design adopted in this study is descriptive analysis. The opinion of the employees in the training
programme was obtained through the structured questionnaire and interaction with them. A questionnaire is
prepared for the employees, to suit their expectation and needs.
This paper was set to examine training and development in the banking sector and reaffirm the investment in training and development. In line with the assertion made by the literature and the evidences gathered in the process of the study, the following recommendations were made: It is an established fact that no serious minded organization like banks can be staffed by people with expertise and potentials in the various disciplines needed for its total functioning simply by recruitment and selection, it’s the systematic training and development of personnel on continuous basis that can harness the totality of human resources in the organization, banks should ensure that any training and development which takes place is based on proper analysis of its contribution to the effectiveness and efficiency of banking industry. The data collected from different sources was cross checked. Different statistical tools and techniques were used like mean, mode, median, averages, t-test and chi-square. The paper concluded that investment in the area of training and development in the human resources will bear the fruits much fold for the banking industry of the two countries. For the Indian banks have established their training institutes for the purpose of training its staff which was lacking with their counterparts. Each employer who invests seriously in the area of Training and Development will reap the benefits of an enriched working environment with higher levels of staff retention as well as increased productivity and performance. In the modern computer era training has gained the reputation of dynamic concept which needs to be understood in that perspective most of the modern banks which do not respond to the dynamic change that are seen in changed environment may fail to respond to the needs of customers. Training is one of most important and effective means of bringing about change in banking sector. Hence, the study is carried with the aim of studying training implementation in these selected banks.
Opportunities and Challenges Inherent In Technical and Vocational Schools; Co...inventionjournals
Present study is to evaluate quality and quantity of technical and vocational courses to study the present status and improve activities regarding centers' manager and employers' thoughts in Alborz province. Considering the fact that centers' manager at commence and employers at the end deal with probationers; their needs analysis and adaptation of training policies with their need is one of the important aspect of evaluation and their comments regarding students' knowledge level, acquired skill and capability in assigned tasks is important. This research has evaluated the quality and quantity of technical and vocational courses in Alborz province and girl students and graduated students success in these courses as an unofficial training system. Method of this research is qualitative and quantitative (mixed) and population for this study is technical and vocational training centers' manager and employers. Instrument of study includes a questionnaire that it is provided with Servqual model by researcher. In order to analyze the data, descriptive and inferential statistics, coding and SPSS software were used. Findings showed that the mean of physical services, validity, accountability, reassurance and empathy in girl technical and vocational training centers are in optimal level in centers' manager thought and whereas employers' thought different
Ethnobotany and Ethnopharmacology:
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Operation “Blue Star” is the only event in the history of Independent India where the state went into war with its own people. Even after about 40 years it is not clear if it was culmination of states anger over people of the region, a political game of power or start of dictatorial chapter in the democratic setup.
The people of Punjab felt alienated from main stream due to denial of their just demands during a long democratic struggle since independence. As it happen all over the word, it led to militant struggle with great loss of lives of military, police and civilian personnel. Killing of Indira Gandhi and massacre of innocent Sikhs in Delhi and other India cities was also associated with this movement.
Instructions for Submissions thorugh G- Classroom.pptxJheel Barad
This presentation provides a briefing on how to upload submissions and documents in Google Classroom. It was prepared as part of an orientation for new Sainik School in-service teacher trainees. As a training officer, my goal is to ensure that you are comfortable and proficient with this essential tool for managing assignments and fostering student engagement.
The Roman Empire A Historical Colossus.pdfkaushalkr1407
The Roman Empire, a vast and enduring power, stands as one of history's most remarkable civilizations, leaving an indelible imprint on the world. It emerged from the Roman Republic, transitioning into an imperial powerhouse under the leadership of Augustus Caesar in 27 BCE. This transformation marked the beginning of an era defined by unprecedented territorial expansion, architectural marvels, and profound cultural influence.
The empire's roots lie in the city of Rome, founded, according to legend, by Romulus in 753 BCE. Over centuries, Rome evolved from a small settlement to a formidable republic, characterized by a complex political system with elected officials and checks on power. However, internal strife, class conflicts, and military ambitions paved the way for the end of the Republic. Julius Caesar’s dictatorship and subsequent assassination in 44 BCE created a power vacuum, leading to a civil war. Octavian, later Augustus, emerged victorious, heralding the Roman Empire’s birth.
Under Augustus, the empire experienced the Pax Romana, a 200-year period of relative peace and stability. Augustus reformed the military, established efficient administrative systems, and initiated grand construction projects. The empire's borders expanded, encompassing territories from Britain to Egypt and from Spain to the Euphrates. Roman legions, renowned for their discipline and engineering prowess, secured and maintained these vast territories, building roads, fortifications, and cities that facilitated control and integration.
The Roman Empire’s society was hierarchical, with a rigid class system. At the top were the patricians, wealthy elites who held significant political power. Below them were the plebeians, free citizens with limited political influence, and the vast numbers of slaves who formed the backbone of the economy. The family unit was central, governed by the paterfamilias, the male head who held absolute authority.
Culturally, the Romans were eclectic, absorbing and adapting elements from the civilizations they encountered, particularly the Greeks. Roman art, literature, and philosophy reflected this synthesis, creating a rich cultural tapestry. Latin, the Roman language, became the lingua franca of the Western world, influencing numerous modern languages.
Roman architecture and engineering achievements were monumental. They perfected the arch, vault, and dome, constructing enduring structures like the Colosseum, Pantheon, and aqueducts. These engineering marvels not only showcased Roman ingenuity but also served practical purposes, from public entertainment to water supply.
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TESDA TM1 REVIEWER FOR NATIONAL ASSESSMENT WRITTEN AND ORAL QUESTIONS WITH A...
7 training and human resource development in zonal railway
1. Research Explorer January - June 201325
Vol . II : Issue. 6 ISSN:2250 - 1940
TRAINING AND HUMAN RESOURCE DEVELOPMENT IN ZONAL RAILWAY
TRAINING INISTITTUE
K.Angammal
Associate professor of Commerce,
Periyar EVRCollege, Tiruchirappalli, TN, India.
ABSTRACT
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 business, in you
hire and keep good employees it is good policy to invest in the development of their skills. So they can
increase their productivity.
Key words: job performance, job redesigning, technological breakthrough
Introduction
In the very fast changing world of the 21st
century,
the only thing that is constant is change itself. Man
however, has always been apprehensive of change.
Change uproots familiar surrounding disrupts life
styles and finally breads uncertainty. Fear, therefore
is a normal reaction to such a phenomenon. Since
change is the only thing constant in today’s world
being prepared for change is the only way to deal
with change. The best preparation for change is
training. Training permits to learn new ideas upgrade
our knowledge and allow us to refocus on important
issues, which itself changes in importance with
change itself.
Every organization needs to have well trained and
well-experienced people to perform the activities. If
potential job occupants can need this requirement
training is not important when this is not the case it
is necessary raise the skill level and increase the
versatility and adoptability of employees. Inadequate
job performance, a decline in productivity changes
resulting out of job redesigning, a technological
breakthrough require some types of training and
development efforts.
Statement of the problem
A view of the past studies brings out that they do
not evaluate the institutional training programs the
institutional training programmes do not concentrate
on future needs of individuals which vary in
environment and operation methods. So the
environment condition between the centre of the
learning and the application of learning are not
homogenous. Further the impact of training depends
upon the calibre of the participants which varies from
individual to individual. The impact of managerial
calibre of that level of workforce but in southern
Railways most of the work are group work which
needs smooth work culture. The present study
proposes to focus on: i) socio-demographic
background of the trainers and trainees , ii) the level
of training effectiveness of the trainers and trainees,
iii) to find out the association between the training
effectiveness and socio-demographic characteristics
of the trainers and trainees. With the above in mind
the following objectives of the study have been
formulated.
Objectives of the study
(a) To study and analyze various training methods
followed in zonal Railways Training institute.
(b) To find out the level of training effectiveness with
regard to trainees in the areas
(c) To analyze the level of training in the areas
(d) To find out association between the training
Available online at www.selptrust.org
Research Explorer
ISSN : 2250 - 1940
Vol II : Issue. 6
January - June 2013
2. Research Explorer January - June 201326
Vol . II : Issue. 6 ISSN:2250 - 1940
programme effectiveness and socio-demographic
characteristics of the trainees.
Significance of the study
Training should be given to every employee in an
organization the training becomes significant due to
the introduction of new lines of production and new
technology. This improves workers communication
skill, knowledge and leadership style. The changes
in technology of production play a vital role in
training.
A descriptive study is to be undertaken with the
view to know the personal characteristics of the trainee,
namely the objectives and evaluation, practical
applicability and training aids as perceived by the
trainers. This will enable to find out the association
between the training effectiveness and socio-
demographic characteristics of the trainers and trainees.
Methodology
In this study, both primary and secondary data are
to be used to the interview schedule method to collect
the data as a primary source and relevant statistics
pertaining to training programme, number of trainees
trained, and the details of the trainers are also to be
collected as a secondary source. The census method
also adopts to cover all the trainers and trainees for
the study. This study needs two scales, one of trainees
and another separately for the trainers, so as to know
the effectiveness of the training program.
Social Relevance’s
Zonal training institute Tiruchirappalli being one of
the premier training institutions in the country
contribute towards the quest for safety reducing the
incidence of train accidents is one of the corporate
objectives of the Railway. The thirst for safety is
unending. This training center is inculcating a culture
of safety consciousness in the minds of railway men.
This status reports presents a birds-eye view of the
diversified activities undertaken by the training center
in fulfilling the organizations objectives and more
emphatically the aspirations of the Railway user. This
center will continue its endeavor to develop
organizationally effective personal will pride in their
work and faith in the management.
Training is a process of learning a sequence of
programmed behaviour. It is an application of
knowledge. It gives people an awareness of the rules
and procedures to guide their behaviour. It attempts
to improve their performance on the current job and
prepare them for upgraded jobs.
There must be a constant program for assessing
the training needs in an organization. In the context
of revolutionary changes to technology society,
economy, human behavior , political system and so
on, no organization remain stat static. In order to keep
an organization vibrant and responsive to the needs
of the environment constant training and development
programs must be conducted. Training process starts
with the determination of training needs. Training
needs are generally identified at fine phases viz i)
technical updating, ii) individual expectancy, iii)
occupational efficiency, iv) behavioural competence,
and V, organizational efficiency.
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. We offer seminars and
workshops to help you start or improve your business
operations. We focus on issues that impact small
business operators from high level business plan writing
to daily operational issues such as customer retention.
Attendance is limited to 10-15 people each . Employee
training workshops are also offered. The most popular
training methods used by organizations can be
classified as on the job training and off the job training.
(i) On -the job Training
On-the job training places the employees in an
actual work situation and makes them appear to be
immediately productive. It is learning by doing
apprenticeship programs put the trainee under the
guidance of a master worker.
(ii) Off-the job Training
Off- the –job training covers a number of
techniques- classroom lectures, audio and video
demonstrations case studies and other simulation
exercises and programmed instruction. The facilities
needed for each of these techniques needed for each
of these techniques vary with the type of trainings.
For the railways therefore the zonal Railway
training institute plays a vital role. The Zonal railway
training institute serves the purpose from which new
recruits have to face the world of railways. It is also
the centre and the a alma mater to which working
station masters and other traffic staff return to refresh
their knowledge and be exposed to new ideas and
innovations.
3. Research Explorer January - June 201327
Vol . II : Issue. 6 ISSN:2250 - 1940
Objectives of the training centre
a) To provide disciplined, skillful and efficient Railway
men capable of handling jobs with confidence either
individually (or) in a team under different
circumstances.
b) To emphasize the spirit of public service, courtesy
and improvement of human element in the day to
day work.
c) To develop character, personality and esprit de
crops.
Thezonal RailwayTraining Instituteshould therefore
continue to upgrade itself to be able to handle the task
of preparing staff to be always fit for their jobs as well
as to prepare them for change. In this attempt no effort
should be spread. The staff should likewise treat the
Zonal Railway training institute as a temple of learning
and endeavour to gain more and more out of the training
imparted. Thezonal RailwayTraining institutemust seek
excellence with all staff.
Conclusion
This training center is inculcating a culture of
safety consciousness in the minds of railway men.
This status reports presents a birds-eye view of the
diversified activities undertaken by this training
center in fulfilling the organizations objectives and
more emphatically the aspirations of the Railway
user. This center will continue its endeavor to
develop organizationally effective personal will pride
in their work and faith in the management.
Reference
www.bcsolution mag.com
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Articles are invited from the academician, research scholars and subject experts for the next issue
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