This document provides information about a 4-day certificate course in HR Administration held in Dubai from March 26-29, 2017. The course will help attendees develop skills and techniques to ensure the smooth running of HR's administrative processes. Over the 4 days, topics that will be covered include the role of HR administration, HR systems, recruitment processes, developing interpersonal skills, and providing excellent customer service. Successful attendees must attend all sessions and complete a final exam to receive a certificate. The course is intended for those new to HR or with little experience who want to develop their career in human resources administration.
This document provides an introduction and overview of a case study report on training and development at Wipro submitted for a master's degree program. It includes sections on the significance of the study, executive summary, table of contents, introduction to training and development, learning principles, training methods, evaluation methods, the training process, Wipro's approach to training and development, recruitment and promotion practices, and limitations. The document serves as an outline and introduction for a case study analysis of the training programs at the large Indian IT company Wipro.
Certificate in Leadership Effectiveness for ManagersIIR Middle East
This course will help you to adopt stratagies to create and maintain high performance teams, manage performance, embrace change and manage conflict effectively
The document discusses a study on training and development programs at Mandovi Motors. It includes a 20 question survey to collect data from employees about their organization's training initiatives. The questions cover topics like frequency of programs, satisfaction with trainers and content, assessment of impact, and suggestions for improvement. The synopsis at the end summarizes the goals of training and development in ensuring structured learning and improving employee effectiveness and efficiency. It also outlines Mandovi Motor's training process and the importance of evaluation techniques to assess capability improvements and monetary value of programs.
The document discusses the need for corporate training programs and their advantages. It notes that in today's competitive global environment, staff are under pressure to meet high standards, requiring the development of new training strategies and methods. Training needs analysis that is aligned with organizational goals can help formulate an effective people development strategy. Some key advantages of training programs include addressing employee weaknesses, improving performance, ensuring consistency, increasing worker satisfaction and productivity, improving quality, and reducing costs and supervision needs.
This document discusses training and development methods for human resources. It defines training as providing non-managerial employees with technical skills to achieve organizational goals, while development involves providing managerial employees with conceptual skills. Some key on-the-job methods include job rotation, coaching, and committee assignments. Important off-the-job methods involve lectures, case studies, role playing simulations, and workshops. The objectives of training and development are to provide career growth, ensure availability of skilled human resources, and develop employees' knowledge, skills, and abilities to link with corporate goals.
This document is a project report that evaluates the effectiveness of training and development programs conducted by the FICCI Ladies' Organisation (FLO). The report contains an introduction that outlines the importance of training and development in improving employee performance. It then lists the objectives of the study, which are to evaluate the effectiveness of FLO's training programs and determine if they help improve participants' job skills and approaches. The methodology, results and conclusions of the study are then presented across various chapters with citations and annexures.
HRM project on Training And developmentjaygadhia0701
This document provides an overview of training and development at Essar Oil Limited in Vadinar, Jamnagar, Gujarat. It begins with a preface acknowledging the importance of practical experience to supplement theoretical knowledge for management students. It then provides an acknowledgements section thanking various individuals and departments for their support and cooperation. The document includes several chapters that discuss training and development concepts, literature reviews, research methodology, data analysis, and recommendations. It aims to provide a comprehensive project on training and development practices at Essar Oil Limited.
Samsung provides extensive training programs to employees. The training includes safety and health training, re-education and job training. Safety training covers managing chemicals, emergency response, and health and safety protocols. Re-education includes leadership development, specialized technical training, and evaluation. Samsung also uses innovative training methods like virtual reality training. The training aims to develop employees' skills and knowledge while ensuring safety. However, challenges include ensuring equal training globally and allowing time for information absorption. Samsung can address this by standardizing criteria, prolonging initial training, collaborating closely with universities, and gathering feedback.
This document provides an introduction and overview of a case study report on training and development at Wipro submitted for a master's degree program. It includes sections on the significance of the study, executive summary, table of contents, introduction to training and development, learning principles, training methods, evaluation methods, the training process, Wipro's approach to training and development, recruitment and promotion practices, and limitations. The document serves as an outline and introduction for a case study analysis of the training programs at the large Indian IT company Wipro.
Certificate in Leadership Effectiveness for ManagersIIR Middle East
This course will help you to adopt stratagies to create and maintain high performance teams, manage performance, embrace change and manage conflict effectively
The document discusses a study on training and development programs at Mandovi Motors. It includes a 20 question survey to collect data from employees about their organization's training initiatives. The questions cover topics like frequency of programs, satisfaction with trainers and content, assessment of impact, and suggestions for improvement. The synopsis at the end summarizes the goals of training and development in ensuring structured learning and improving employee effectiveness and efficiency. It also outlines Mandovi Motor's training process and the importance of evaluation techniques to assess capability improvements and monetary value of programs.
The document discusses the need for corporate training programs and their advantages. It notes that in today's competitive global environment, staff are under pressure to meet high standards, requiring the development of new training strategies and methods. Training needs analysis that is aligned with organizational goals can help formulate an effective people development strategy. Some key advantages of training programs include addressing employee weaknesses, improving performance, ensuring consistency, increasing worker satisfaction and productivity, improving quality, and reducing costs and supervision needs.
This document discusses training and development methods for human resources. It defines training as providing non-managerial employees with technical skills to achieve organizational goals, while development involves providing managerial employees with conceptual skills. Some key on-the-job methods include job rotation, coaching, and committee assignments. Important off-the-job methods involve lectures, case studies, role playing simulations, and workshops. The objectives of training and development are to provide career growth, ensure availability of skilled human resources, and develop employees' knowledge, skills, and abilities to link with corporate goals.
This document is a project report that evaluates the effectiveness of training and development programs conducted by the FICCI Ladies' Organisation (FLO). The report contains an introduction that outlines the importance of training and development in improving employee performance. It then lists the objectives of the study, which are to evaluate the effectiveness of FLO's training programs and determine if they help improve participants' job skills and approaches. The methodology, results and conclusions of the study are then presented across various chapters with citations and annexures.
HRM project on Training And developmentjaygadhia0701
This document provides an overview of training and development at Essar Oil Limited in Vadinar, Jamnagar, Gujarat. It begins with a preface acknowledging the importance of practical experience to supplement theoretical knowledge for management students. It then provides an acknowledgements section thanking various individuals and departments for their support and cooperation. The document includes several chapters that discuss training and development concepts, literature reviews, research methodology, data analysis, and recommendations. It aims to provide a comprehensive project on training and development practices at Essar Oil Limited.
Samsung provides extensive training programs to employees. The training includes safety and health training, re-education and job training. Safety training covers managing chemicals, emergency response, and health and safety protocols. Re-education includes leadership development, specialized technical training, and evaluation. Samsung also uses innovative training methods like virtual reality training. The training aims to develop employees' skills and knowledge while ensuring safety. However, challenges include ensuring equal training globally and allowing time for information absorption. Samsung can address this by standardizing criteria, prolonging initial training, collaborating closely with universities, and gathering feedback.
This document provides information on induction and performance review methodology for graduate engineering trainees. It discusses the importance of induction in familiarizing new employees with an organization's culture, policies, and expectations. It outlines elements that should be included in an induction, such as information on the company, employee's role and department, policies and procedures. The document also defines performance review as the systematic evaluation of employee performance. It states that performance reviews help identify employee strengths and weaknesses, provide feedback, and inform compensation, promotion, and training decisions. Finally, it discusses different types of performance review methods and their suitability for different company cultures.
This report is uploaded with the intention to give an idea to the undergraduate regarding the contents of the internship report and how to prepare a good report.
Foster & Bridge Indonesia is a training and development company that focuses on serving individuals and corporations by developing human capital. The document provides information about Foster & Bridge Indonesia's training programs in 2017, including an overview of the company, biographies of facilitators, and descriptions of workshop programs. Key programs include business writing skills, business plan development, budgeting skills, change management, and courses in communication, customer service, leadership, and project management. The goal is to improve professional values and community in Indonesia.
This document contains frequently asked questions (FAQ) about the "Fellowship of Org Coaching & OD" program offered by World HR Board (WHRB) in 2015-16. The program is a 10-month general management program designed for young business leaders and individuals aspiring to start businesses or become CEOs. It involves 6 certification programs, 2 workshops per month in Dubai, and a guided project. The certifications cover areas like coaching, organizational development, business analytics, and strategy. Completing the program awards a Fellowship from WHRB and provides networking opportunities and career advantages. The selection process evaluates applicants' experience through interviews with an expert panel. The total cost is Rs. 210000 with 2 scholarships (1
Training and development is an important part of human resource management. It involves improving employee skills and organizational effectiveness through instruction and developing long-term goals. Training provides knowledge and skills for specific jobs, while development prepares employees for future roles. For human resource management, training and development creates a talented internal workforce, improves performance, and motivates employees to increase productivity and meet changing business needs. It is a vital tool for organizations to gain a competitive advantage through a skilled and knowledgeable labor force.
Benefits of training and development - Manu Melwin Joymanumelwin
Enhancing Employee Morale: Training facilitates the individual to get job security and job satisfaction. A satisfied employee has greater is his morale and will contribute to the firm's success and bring down employee absenteeism and turnover.
A project report on training and development in reliance moneyProjects Kart
The document is a summer training project report submitted by a student to the IIMHRD in Pune, India. It discusses training and development at Reliance Money in India. The report includes sections on an introduction to Reliance Money, the importance of training, objectives of training, different training methods used, and a methodology for the project. It aims to study the impact of training on skill development at Reliance Money.
1. The document discusses the importance of training employees in organizations. It explains that training helps improve skills, productivity and safety.
2. Various types of training are described, including on-the-job training, off-the-job training, induction training, and refresher training. Both on-the-job and off-the-job methods are discussed.
3. Career development and management development programs are also covered. It is noted that career planning helps employees and organizations by improving performance and motivation.
Training and development at QAA aims to benefit both individuals and the organization. It is intended to improve work performance, facilitate understanding of factors affecting work, and support professional development. The policy outlines responsibilities for identifying training needs, planning development activities, and evaluating their effectiveness. It also addresses resources for training, including budgeting, time allocation, and support for further qualifications. The goal is to ensure staff can achieve objectives and deal with changes through continuous learning opportunities.
This chapter discusses training, development, and organizational learning. It covers the purposes of training and development including new employee orientation. It describes how to assess training needs, design programs, and use various techniques like on-the-job training. Management development and organizational development are also discussed. The chapter concludes by addressing how to evaluate the effectiveness of training and development programs.
Training Program & its Effectiveness in Customer Service of GrameenphoneShaiful Islam (Shawn)
Did my Best to make it informative. Though I was working in an organization, I could complete my internship there. But I took Project to have the taste of everything. I need your feedback on this report to judge myself as I got very poor grade from my Supervisor.
Thanks.
This document is a project report on training and development at Sonia Forging. It includes details about the trainee such as name, course, and contact information. It discusses the objectives of studying training and development at the company. The methodology section explains that primary data was collected through questionnaires and observations, and secondary data was collected from sources like newspapers, magazines and the internet. The report provides background on the company's history, products, quality policies, and strengths. It aims to examine the effectiveness and impact of training on employees.
CEE Leadership Masterclass Series in Leading in a #Disrupted, #VUCA World
CEE in collaboration with FGD Academy is pleased to offer a series of Virtual Masterclass.
For further details visit: http://www.cee-global.com/masterclass/
Ten highly practical Leadership Masterclass programmes, dedicated to developing Leadership skills for Board, C-Suite and Senior Level Leaders operating in today’s VUCA world
This Series of Courses will leverage on best-in-class or thought-leadership concepts, tools and techniques to drive organisational & leadership excellence.
The Courses are designed to provide Business and HR leaders with a platform to develop from being good to great.
They are being offered in response to the market needs to ensure that their senior-level executives possess the right competencies and skills to successfully adapt to new realities when leading in a VUCA World.
Learning Outcomes:
• The context for leadership today’s VUCA business environment
• Understand the elements of Cognitive Readiness Competencies
• What is required to transform to be a ‘High-Performance Organisation’ (HPO)?
• How to transform your NextGen leaders to succeed in the VUCA world?
The CEE Masterclass Series is also available as customised in-company Leadership Development Workshops which are certified by The International Professional Managers Association (IPMA).
The programs incorporate a number of unique features and work on a number of levels. It is specifically aimed at enhancing and developing the skills, knowledge and behaviours of the participants.
The participants will develop their understanding of Leadership Effectiveness and how it will lead to a creation of a sustainable competitive advantage for their respective organisations through the development of an organisational climate that will contribute towards enhancing employee engagement and productivity.
For further information, contact us at enquiry@cee-global.com or visit our website at http://www.cee-global.com/masterclass/
The Overview of the CEE Executive Coaching Solutions could be found here: http://www.cee-global.com/executive-coaching/
The Centre for Executive Coaching (CEC), a wholly-owned division of CEE, delivers recognised certified professional coach training programme for individuals interested in entering the field of executive coaching, as well as executives seeking to become better managers and leaders as managerial coaches in their respective organisations.
Further information on CEC could be found here: http://www.cee-global.com/about-cec/
For initial 30 min complimentary coaching session for CEOs and C-Suite Leaders, email us at enquiry@cee-global.com
A study on Effectiveness of training with reference to Government Arts Colle...R.PRABHU R.RAJENDRAN
This document summarizes a study on the effectiveness of training programs for undergraduate students at a government arts college in Attur, India. The study surveyed 50 computer science students who participated in a 45-day training program. Key findings include:
- Over 80% of students strongly agreed that the training met their expectations and helped improve their communication skills.
- Around 60% strongly agreed that the program increased their motivation and confidence.
- The majority of students rated the trainer's knowledge, organization, and encouragement of participation as high.
- Most students reported being highly satisfied with the overall usefulness of the training program.
Training & development Suggestions and connclusions Refkin
The document discusses suggestions and conclusions from a study of training and development at MONDOVI MOTORS Ltd. It suggests that the company provide regular training programs for all employees periodically and in all departments. Training should include on-the-job and off-the-job components as well as computer, motivation, and skills-based programs. Evaluation of training effectiveness should utilize multiple methods. The conclusion is that regular training and development is needed to develop professional competence and meet changing business needs, but MONDOVI MOTORS Ltd's current programs are positive and beneficial, though still needing improvement.
Presentation on Training &Development in L&T,ChennaiTania Dhar
(1) L&T Construction conducts site-based training programs called DESI (Diagnostically Evolved Site Intervention) to develop the skills of employees working at construction sites. (2) The study aimed to measure employee perceptions of the DESI program and assess whether it helped acquire knowledge/skills and improved performance. (3) Findings showed employees were generally satisfied with the training and felt it developed their soft skills, though some felt it took time to implement lessons. However, the results were limited by the study duration and sample size.
This document provides a project report submitted by Mr. Jiten H Menghani for his M.Com degree. The 3-page report includes a declaration signed by Menghani, an acknowledgements section thanking those who helped with the project, and a table of contents outlining the topics to be covered. The topics include introductions to human resource management and training and development. It also discusses the importance, objectives, and models of training, including the system model and instructional system development model.
This document is a project report submitted by MD Mujaffar to Madurai Kamaraj University for a Master's degree in Business Administration. The report examines training and development practices at Bilt Graphic Paper Projects Limited. It includes an introduction on human resource management and training concepts, an acknowledgements section, and outlines of future chapters on the company profile, conceptual framework, data analysis, conclusions, and bibliography. The overall aim is to analyze Bilt Graphic's training programs and evaluate their effectiveness in developing employee skills and performance.
This document is a summer training report submitted by Amrinder Singh, an MBA student at Surajmal College of Engineering and Management, for their internship at Axis Bank. The report includes declarations by the student and faculty guide, acknowledgements, preface, and outlines of upcoming chapters which will cover the introduction, literature review, company profile of Axis Bank, training and development practices at Axis Bank, research methodology, data analysis, findings, suggestions and conclusions.
Sam Houston State University lacked a formal professional development program for its 1,200 staff members. To address this need, the university's human resources department developed a new professional development program called the Learning Academies. The Learning Academies consist of in-person courses and an online library aimed at developing six core competencies for staff and additional competencies for managers. Since launching in 2014, the program has been well-attended and successful, leading to recognition for the university and increased value of the HR department.
This course will help you to Understand the essence of Financial Models and Improve your decision making processess and save time on financial analysis
This document provides information on induction and performance review methodology for graduate engineering trainees. It discusses the importance of induction in familiarizing new employees with an organization's culture, policies, and expectations. It outlines elements that should be included in an induction, such as information on the company, employee's role and department, policies and procedures. The document also defines performance review as the systematic evaluation of employee performance. It states that performance reviews help identify employee strengths and weaknesses, provide feedback, and inform compensation, promotion, and training decisions. Finally, it discusses different types of performance review methods and their suitability for different company cultures.
This report is uploaded with the intention to give an idea to the undergraduate regarding the contents of the internship report and how to prepare a good report.
Foster & Bridge Indonesia is a training and development company that focuses on serving individuals and corporations by developing human capital. The document provides information about Foster & Bridge Indonesia's training programs in 2017, including an overview of the company, biographies of facilitators, and descriptions of workshop programs. Key programs include business writing skills, business plan development, budgeting skills, change management, and courses in communication, customer service, leadership, and project management. The goal is to improve professional values and community in Indonesia.
This document contains frequently asked questions (FAQ) about the "Fellowship of Org Coaching & OD" program offered by World HR Board (WHRB) in 2015-16. The program is a 10-month general management program designed for young business leaders and individuals aspiring to start businesses or become CEOs. It involves 6 certification programs, 2 workshops per month in Dubai, and a guided project. The certifications cover areas like coaching, organizational development, business analytics, and strategy. Completing the program awards a Fellowship from WHRB and provides networking opportunities and career advantages. The selection process evaluates applicants' experience through interviews with an expert panel. The total cost is Rs. 210000 with 2 scholarships (1
Training and development is an important part of human resource management. It involves improving employee skills and organizational effectiveness through instruction and developing long-term goals. Training provides knowledge and skills for specific jobs, while development prepares employees for future roles. For human resource management, training and development creates a talented internal workforce, improves performance, and motivates employees to increase productivity and meet changing business needs. It is a vital tool for organizations to gain a competitive advantage through a skilled and knowledgeable labor force.
Benefits of training and development - Manu Melwin Joymanumelwin
Enhancing Employee Morale: Training facilitates the individual to get job security and job satisfaction. A satisfied employee has greater is his morale and will contribute to the firm's success and bring down employee absenteeism and turnover.
A project report on training and development in reliance moneyProjects Kart
The document is a summer training project report submitted by a student to the IIMHRD in Pune, India. It discusses training and development at Reliance Money in India. The report includes sections on an introduction to Reliance Money, the importance of training, objectives of training, different training methods used, and a methodology for the project. It aims to study the impact of training on skill development at Reliance Money.
1. The document discusses the importance of training employees in organizations. It explains that training helps improve skills, productivity and safety.
2. Various types of training are described, including on-the-job training, off-the-job training, induction training, and refresher training. Both on-the-job and off-the-job methods are discussed.
3. Career development and management development programs are also covered. It is noted that career planning helps employees and organizations by improving performance and motivation.
Training and development at QAA aims to benefit both individuals and the organization. It is intended to improve work performance, facilitate understanding of factors affecting work, and support professional development. The policy outlines responsibilities for identifying training needs, planning development activities, and evaluating their effectiveness. It also addresses resources for training, including budgeting, time allocation, and support for further qualifications. The goal is to ensure staff can achieve objectives and deal with changes through continuous learning opportunities.
This chapter discusses training, development, and organizational learning. It covers the purposes of training and development including new employee orientation. It describes how to assess training needs, design programs, and use various techniques like on-the-job training. Management development and organizational development are also discussed. The chapter concludes by addressing how to evaluate the effectiveness of training and development programs.
Training Program & its Effectiveness in Customer Service of GrameenphoneShaiful Islam (Shawn)
Did my Best to make it informative. Though I was working in an organization, I could complete my internship there. But I took Project to have the taste of everything. I need your feedback on this report to judge myself as I got very poor grade from my Supervisor.
Thanks.
This document is a project report on training and development at Sonia Forging. It includes details about the trainee such as name, course, and contact information. It discusses the objectives of studying training and development at the company. The methodology section explains that primary data was collected through questionnaires and observations, and secondary data was collected from sources like newspapers, magazines and the internet. The report provides background on the company's history, products, quality policies, and strengths. It aims to examine the effectiveness and impact of training on employees.
CEE Leadership Masterclass Series in Leading in a #Disrupted, #VUCA World
CEE in collaboration with FGD Academy is pleased to offer a series of Virtual Masterclass.
For further details visit: http://www.cee-global.com/masterclass/
Ten highly practical Leadership Masterclass programmes, dedicated to developing Leadership skills for Board, C-Suite and Senior Level Leaders operating in today’s VUCA world
This Series of Courses will leverage on best-in-class or thought-leadership concepts, tools and techniques to drive organisational & leadership excellence.
The Courses are designed to provide Business and HR leaders with a platform to develop from being good to great.
They are being offered in response to the market needs to ensure that their senior-level executives possess the right competencies and skills to successfully adapt to new realities when leading in a VUCA World.
Learning Outcomes:
• The context for leadership today’s VUCA business environment
• Understand the elements of Cognitive Readiness Competencies
• What is required to transform to be a ‘High-Performance Organisation’ (HPO)?
• How to transform your NextGen leaders to succeed in the VUCA world?
The CEE Masterclass Series is also available as customised in-company Leadership Development Workshops which are certified by The International Professional Managers Association (IPMA).
The programs incorporate a number of unique features and work on a number of levels. It is specifically aimed at enhancing and developing the skills, knowledge and behaviours of the participants.
The participants will develop their understanding of Leadership Effectiveness and how it will lead to a creation of a sustainable competitive advantage for their respective organisations through the development of an organisational climate that will contribute towards enhancing employee engagement and productivity.
For further information, contact us at enquiry@cee-global.com or visit our website at http://www.cee-global.com/masterclass/
The Overview of the CEE Executive Coaching Solutions could be found here: http://www.cee-global.com/executive-coaching/
The Centre for Executive Coaching (CEC), a wholly-owned division of CEE, delivers recognised certified professional coach training programme for individuals interested in entering the field of executive coaching, as well as executives seeking to become better managers and leaders as managerial coaches in their respective organisations.
Further information on CEC could be found here: http://www.cee-global.com/about-cec/
For initial 30 min complimentary coaching session for CEOs and C-Suite Leaders, email us at enquiry@cee-global.com
A study on Effectiveness of training with reference to Government Arts Colle...R.PRABHU R.RAJENDRAN
This document summarizes a study on the effectiveness of training programs for undergraduate students at a government arts college in Attur, India. The study surveyed 50 computer science students who participated in a 45-day training program. Key findings include:
- Over 80% of students strongly agreed that the training met their expectations and helped improve their communication skills.
- Around 60% strongly agreed that the program increased their motivation and confidence.
- The majority of students rated the trainer's knowledge, organization, and encouragement of participation as high.
- Most students reported being highly satisfied with the overall usefulness of the training program.
Training & development Suggestions and connclusions Refkin
The document discusses suggestions and conclusions from a study of training and development at MONDOVI MOTORS Ltd. It suggests that the company provide regular training programs for all employees periodically and in all departments. Training should include on-the-job and off-the-job components as well as computer, motivation, and skills-based programs. Evaluation of training effectiveness should utilize multiple methods. The conclusion is that regular training and development is needed to develop professional competence and meet changing business needs, but MONDOVI MOTORS Ltd's current programs are positive and beneficial, though still needing improvement.
Presentation on Training &Development in L&T,ChennaiTania Dhar
(1) L&T Construction conducts site-based training programs called DESI (Diagnostically Evolved Site Intervention) to develop the skills of employees working at construction sites. (2) The study aimed to measure employee perceptions of the DESI program and assess whether it helped acquire knowledge/skills and improved performance. (3) Findings showed employees were generally satisfied with the training and felt it developed their soft skills, though some felt it took time to implement lessons. However, the results were limited by the study duration and sample size.
This document provides a project report submitted by Mr. Jiten H Menghani for his M.Com degree. The 3-page report includes a declaration signed by Menghani, an acknowledgements section thanking those who helped with the project, and a table of contents outlining the topics to be covered. The topics include introductions to human resource management and training and development. It also discusses the importance, objectives, and models of training, including the system model and instructional system development model.
This document is a project report submitted by MD Mujaffar to Madurai Kamaraj University for a Master's degree in Business Administration. The report examines training and development practices at Bilt Graphic Paper Projects Limited. It includes an introduction on human resource management and training concepts, an acknowledgements section, and outlines of future chapters on the company profile, conceptual framework, data analysis, conclusions, and bibliography. The overall aim is to analyze Bilt Graphic's training programs and evaluate their effectiveness in developing employee skills and performance.
This document is a summer training report submitted by Amrinder Singh, an MBA student at Surajmal College of Engineering and Management, for their internship at Axis Bank. The report includes declarations by the student and faculty guide, acknowledgements, preface, and outlines of upcoming chapters which will cover the introduction, literature review, company profile of Axis Bank, training and development practices at Axis Bank, research methodology, data analysis, findings, suggestions and conclusions.
Sam Houston State University lacked a formal professional development program for its 1,200 staff members. To address this need, the university's human resources department developed a new professional development program called the Learning Academies. The Learning Academies consist of in-person courses and an online library aimed at developing six core competencies for staff and additional competencies for managers. Since launching in 2014, the program has been well-attended and successful, leading to recognition for the university and increased value of the HR department.
This course will help you to Understand the essence of Financial Models and Improve your decision making processess and save time on financial analysis
COMGENTE es una comunidad virtual que brinda apoyo técnico a las Secretarías de Educación de Colombia en la implementación del programa nacional de uso de medios y tecnologías. La comunidad provee información relevante, permite la interacción entre participantes y ofrece recursos como foros, documentos y un blog para compartir noticias.
El documento describe las características básicas de las redes Wi-Fi, incluyendo los estándares 802.11b y 802.11g, los cuales operan en la banda de 2.4 GHz y alcanzan velocidades máximas de 11 Mb/sg y 54 Mb/sg respectivamente. También define conceptos clave como el punto de acceso, la dirección MAC, la dirección IP, la máscara de subred, la puerta de enlace y los servidores DNS los cuales permiten a los dispositivos conectarse e identificarse en una red Wi-Fi
Este documento discute los trabajos del futuro según varios estudios. Se prevé que para 2050 habrá más personas mayores de 50 años que jóvenes debido al envejecimiento de la población y las tasas más bajas de natalidad. Los empleos del futuro incluirán investigación científica, atención médica, ingeniería y tecnología. La tecnología avanzará rápidamente y requerirá una fuerza laboral altamente capacitada. La globalización también aumentará la demanda de trabajadores móviles.
Este documento describe las causas internas y externas de la independencia de Chile. Entre las causas externas se encuentran las ideas de la Ilustración y la Revolución Francesa, así como la invasión de España por Napoleón en 1808. Las causas internas incluyen la conciencia criolla, el sentimiento nacionalista y las disputas entre criollos y peninsulares por puestos de gobierno. El documento concluye que la independencia de Chile fue el resultado de múltiples factores internos y externos.
Los generadores eólicos convierten la energía cinética del viento en energía eléctrica a través de sus aspas o palas. Sirven como una alternativa de energía para cuando se agote la energía nuclear y para aportar energía a la red eléctrica. Funcionan haciendo girar sus aspas debido a su forma aerodinámica cuando el viento alcanza cierta velocidad.
Una traslación mueve todos los puntos de una figura la misma distancia en la misma dirección sin cambiar su tamaño o forma. Una reflexión crea la imagen especular de una figura al reflejarla sobre una línea. Una rotación gira una figura alrededor de un punto fijo a un ángulo determinado sin cambiar su tamaño o forma.
READ ON HOW TO FUTURE PROOFING TODAY’S SECURE SYSTEMS Gregory McNulty
Cryptography is a fundamental building block of secure system design that security architects use as part of a layered approach to keep information private, and protect systems against fake communications. Potential attacks against networks and systems can be achieved by subverting communications and introducing havoc using specially constructed false messages. These types of attacks are safeguarded against when using proper modern cryptography to check the authenticity of messages and guard their privacy.
Este documento trata sobre el estrés y la autoestima. Explica que el estrés es una respuesta fisiológica a estímulos que sobrepasan la capacidad normal de una persona y puede tener causas laborales, sociales o de la vida diaria. También habla sobre los síntomas y formas de combatir el estrés, así como la diferencia entre eustrés y distrés. Por otro lado, define la autoestima como la valoración propia y explica que una baja autoestima puede deberse a factores en la infancia o compararse con los demás. Final
CERTIFIED RECRUITMENT ANALYST (CRA) "Quality hiring decisions build profitable and successful companies; bad employees tear them down". You can join this training programme by sending your request to hiba.mazroui@ajyal-hr.com. Please share this with your friends who might be interested to join.
Train the trainer public program course brochure 2012 by i trainingexpertiTrainingExpert
This 3-day training workshop aims to equip participants with the skills needed to be an exceptional trainer. Through interactive exercises and the use of Neuro-Linguistic Programming concepts, participants will learn how to design and deliver effective trainings, apply various training techniques and strategies, and evaluate training programs. The workshop is suitable for individuals looking to improve their training skills and provides practical sessions, training resources, and a certificate upon completion. It costs RM 3500 per participant and is claimable under Malaysia's human resource development fund scheme.
This document provides information about a 2-day course on "Managing Administrative Functions" held in Lagos, Nigeria from February 23-24, 2015. The course aims to equip administrators with the knowledge and skills needed to remain competent in rapidly changing work environments. Participants will learn about administrative and management responsibilities, developing office procedures, critical thinking and communication skills. The fee for the course is N105,000 per participant, and organizations can also request in-house training.
This document provides information about a 2-day course on "Managing Administrative Functions" held in Lagos, Nigeria from June 11-12, 2015. The course aims to equip administrators with the knowledge and skills needed to remain competent in rapidly changing work environments. Participants will learn about administrative and management responsibilities, developing office procedures, critical thinking and communication skills. The fee for the course is N105,000 per participant, and organizations can also request in-house training.
100 Hours / 2 Months - HRDNET™ Advanced Certificate Course of Proficiency in ...HRDNET
100 Hours / 2 Months - HRDNET™ Advanced Certificate Course of Proficiency in Core HR Practices
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1. www.hrdnet.in/HR30.pdf
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This document advertises and provides information about a "Train the Trainer" course offered by Ross Group Consulting. The course aims to teach facilitation, delivery, and leadership skills needed to work as a corporate or contract trainer. It consists of over 25 modules covering topics like adult learning theory, questioning techniques, and diversity management. Upon completing the course, participants will receive certification and access to agencies that can help them find training jobs and contracts. The document outlines the benefits and job opportunities of becoming a trainer, and encourages interested individuals to register for the upcoming classes.
The document provides an overview of programs offered by Transformational Synergies International (TSi), which include in-house, on-site, tailored, and one-on-one programs that are customized to meet client needs while developing skills for the 21st century global environment; it also lists contact information for TSi and requests interested parties to contact TSi to design a customized program.
Sherif Abd El-Hakim Zaki is seeking a career opportunity in marketing, sales, or human resources. He has a Master's in Business Administration and a Bachelor's degree in Commerce. His experience includes 7 years as a Section Head in human resources and roles in sales at Zara. He has various training and certificates in areas like communication, leadership, and human resources management.
1) LeAP is a leadership accelerator program that aims to develop the mindset, self-awareness, and leadership behaviors of high performers through experiential learning opportunities, coaching, and customized reports.
2) The program addresses issues that new managers and leaders face such as high expectations, pressure to perform, and the need to motivate complex teams in a diverse workforce.
3) LeAP uses a proprietary assessment tool, multi-source feedback, workshops, and ongoing coaching to help more than 500 Indian professionals successfully transition to new leadership roles.
CHARTERED PERSONAL EXECUTIVE ASSISTANT - CPEA - MARCH 2016 NAIROBI KENYADerick Odhiambo
This document advertises a 5-day training conference on project management and leadership skills for executive assistants. The conference will be held from February 29th to March 4th, 2016 at the Intercontinental Hotel in Nairobi, Kenya. Attendees will learn time management, communication, finance management, and technology skills to help advance their careers. Upon completing the training and passing an exam, attendees will receive the Chartered Personal Executive Assistant (CPEA) certification, which is recognized in over 150 countries. The training will be led by an expert facilitator with extensive experience in business, accounting, and management.
This document is a resume for Mohamed Mohsen Abd El-Mageed, a human resources professional with over 8 years of experience in areas such as recruitment, training, employee relations, and change management. He currently works as a Business Development and Quality Controller for Tash-eel service center, a vendor for the UAE Ministry of Labor. Prior experience includes roles as an HR Supervisor and Training Manager at Samaya Hotel in Dubai and as an HR Consultant and Trainer at an English language training center. He holds relevant certifications in areas like training, food safety, and first aid.
Employee training,
Training need assessment
Training methods
Training evaluation
Cross-cultural training,
Designing executive development programme
Techniques of executive development
Career planning and development
Manoj Mahantan is seeking a career opportunity. He has over 4 years of experience in human resources and administration roles. Currently, he is the Assistant Registrar of HR & Administration at AP Goyal Shimla University. Previously he held roles in HR at Vardhman Textiles Ltd. He has experience managing payroll, talent management, employee relations, and training & development. He is looking to take on more responsibility and continue his career progression.
The ESSEC & MANNHEIM Executive MBA program provides participants with an international education to advance their careers. The 18-month program is delivered in partnership between ESSEC Business School in France and Mannheim Business School in Germany. It includes core business courses, study trips to Asia and the US, and opportunities to network with a diverse international cohort of peers through shared courses and company visits. The program aims to give participants leadership skills and a global perspective to take on senior roles through tracks focused on career development, leadership training, and strategic consulting projects.
This document announces a coaching and counseling skills workshop for line managers, business managers, owners, and HR professionals. The workshop will teach participants how to address poor performance, conflicts, and employee issues through effective coaching and counseling. It will cover the differences between coaching and counseling, characteristics of good coaches and counselors, and techniques for conducting meaningful counseling and coaching sessions. The workshop aims to help participants develop their employees' potential and improve performance through skills like active listening and feedback. It will be held on November 26th in Lahore and November 19th in Karachi, and will be led by an experienced HR professional.
A two day workshop to equip you with all the fundamental knowledge necessary to be an effective project manager. Presented by an accomplished Instructor, certified PMP®. Includes 6 months of follow up services from our senior management team. Conducted in English and/or Arabic. Available as an in house course customized for you OR a public course
Henk van der Kruit is an authority on personal achievement, sales, and values-centered living. He inspires audiences through powerful and positive messages that motivate people to improve personally and professionally. His approach combines training, coaching, and consulting to help individuals and organizations achieve desired results. Evaluation of training programs is important to assess effectiveness and make continuous improvements.
PROTRAINING is a leading provider of training and team building solutions in the Middle East established in 2003. They design customized development programs that drive business success through investing in people. PROTRAINING uses engaging and fun methods like games, role plays and simulations to effectively train clients in a memorable way and achieve higher retention rates. They have a team of experienced facilitators and work with many major companies in the region.
1. www.informa-mea.com/hradmin
Certi cate In
HR Administration
Develop Skills And Techniques To Ensure The Smooth Running Of
HR’s Administrative Processes
On This Course, You Will:
1. Deliver a high level of service to both the operational HR
team and the wider business
2. Design and implement e ective HR procedures and
administrative systems to support business needs and
deliver business results
3. Provide administrative support concerning employee
matters, ensuring alignment with company values and
goals
4. Produce all employment related processes including
recruitment, selection, training, sickness etc.
5. Develop your interpersonal communication skills so that
you can successfully deal with di cult situations
An Essential Course For HR Administrators And Assistants
Led by
Anne McDougall
26 – 29 March 2017
Venue TBC, Dubai, UAE
2. www.informa-mea.com/hradmin
The George Washington University School of Business,
Informa’s Academic Partner, is dedicated to excellence: in
its teaching and research about management, in the
public and private sectors, within the United States and
internationally.
The school has a 75 year history of preparing men and
women for leadership in both the public and private
sectors. Known internationally for its dedication to
academic excellence, the school draws students from all
parts of the United States and around the world.
Beyond rst class teaching and scholarship, the school’s
faculty o ers practical experience in the issues and
challenges confronting business and government. Its
research centres link faculty and students with US and
international business and government organisations.
Recent distance learning initiatives have expanded the
school’s global reach.
Course Requirements And Certi cates
Delegates must meet two criteria to be eligible for an
Informa/GW Certi cate of Completion for a course:
1. Satisfactory attendance – delegates must attend all
sessions of the course. Delegates who miss more than 2
hours of the course sessions will not be eligible to sit the
course assessment
2. Successful completion of the course assessment
Delegates who do not meet these criteria will receive an
Informa Certi cate of Attendance. If delegates have not
attended all sessions, the Certi cate will clearly state the
number of hours attended.
Course Assessment
Knowledge con rmation and personal assessment to
include:
• Group discussions
• Quiz
• Final exam (multiple choice paper)
Who Should Attend
This course is especially designed and developed for HR
professionals requiring specialised knowledge and skills.
The course is intended for individuals who are either new
or have little experience in HR, but have a keen interest
in developing a career in the human resources
profession. HR administrators and assistants will certainly
bene t from attending the course.
Anne McDougall conducts learning
programmes and solves organisations’
challenges for clients in Africa, China, Europe,
the Middle East and the United Kingdom.
A motivational trainer and speaker, Anne
is well known for her Communications and
Management Skills programmes.
She has a Master’s Degree in Learning and Development from
the University of She eld in the UK and knows exactly how to
build con dence and get people to access their true potential.
Her courses are fun! How else can people learn?
By giving delegates “simple tools for busy people”, she enables
them to persuade, negotiate, in uence and build trust with
colleagues and clients. This trust, in turn, enables teams to work
together constructively, to solve problems and cooperate to
provide great products and services for their customers.
Anne is a quali ed Voice and Speech coach and helps people
improve their vocal technique, control nerves, write scripts and
hold an audience of one to a thousand totally enthralled. As a
presenter herself, she uses the skills daily.
Memberships of the International Association of Business
Communicators and the American Society of Training and
Development keep Anne up to date with all the developments in
her eld. Her clients can be assured that all her material includes
the latest research and developments in the subjects she is
presenting.
Her book “Brain Teasers for Trainers”, published by Gower, has
been a great success world wide. And her second book, “Writing
Emails and Letters”, which is being published by Amazon was
written for second language writers and speakers.
Anne’s clients range from Novartis in China to the large Oil and
Gas companies in the Middle East, the Telecom companies of
Africa and Egypt to the European Commission in Brussels.
What Past Delegates Said About
Anne’s Courses
“I love Anne’s guidance and positivity, I have
learned so much from this training”
Sino Salony Matthew, HR Assistant, Nimr Automative, UAE
“This course can put you on the right track to move
on, and lights up a lot of hidden information.”
Hassan Naddaf, Human Resources and IT Manager,
Boom Construction, Qatar
“I learned new things which give me the courage to
voice my ideas.”
Marites Rambac, HR Administrator, Bayer International SA, UAE
“This course is really valuable and includes
meaningful material. I recommend that even senior
sta attend.”
Mohamed Taha Yousef Fattah, Training Coordinator
Abu Dhabi Investment Council, UAE
“Anne McDougall is the best. She made the course
challenging and it is really an honour to have met
her. She is a very inspiring person.”
Mouza Al Qubaisi, Technical O cer, Zonescorp, UAE
“Anne always provided examples from real life
and incorporated video as well as other visuals in
addition to stories which helped us a lot”
Amal Al Harthy, HR Admin O cer,
Oman Airport Management Company, Oman
Meet Your Expert Course Director
3. www.informa-mea.com/hradmin T: +971 4 335 2437 E: register-mea@informa.com
Course Timings
Registration will be at 7.30 on Day One. Course sessions will start promptly at 8.00 and end at 14.30. There will be two short breaks for
refreshments and lunch will be served at the end of each day’s session.
Course Overview
HR administrators often function as the rst point of contact for
employee enquiries and requests. This course provides a ‘best
practice’ approach to the key administrative activities and on
the practical application of key HR administrative activities. The
course leader will provide you with the insight, knowledge and
skills to manage potentially sensitive issues and situations with
tact, discretion and con dence.
Gain an overall understanding of Human Resources as it relates
to an organisation’s goals and strategic objectives. You will
examine the issues of Human Resources Management and its
various functions, activities and processes.
Course Outline
Day One
The Role Of HR Administration In Your Organisation
• The role and scope of HR in the organisation
• HR department structure
• HR functions and range of activities
• HR practices, responsibilities and objectives
Bringing Creativity To The HR Administration Role
• Creating an awareness of your company’s vision, mission and
values
• How to ensure sta stay engaged
• Creating a culture of trust
Practical Exercises
Advantages And Disadvantages Of HR Systems
• Manual for 5 – 30 people
• Oracle
• SAP
Practical Exercises
Developing A “Can Do” Attitude For Your Customers
• How to give your customers what they want
• Selling the bene ts of an HR department
• Seeing the larger impact of your role and being a role model
• Reconciling disputes: roles, rights and resources
Practical Exercises
Summary And Questions
Day Two
The Stages Of Recruitment And Record Keeping
It is important to get recruitment right as it is the people who will
make or break your organisation
Stage One: Why Should Anyone Want To Work For Your
Organisation?
• How/where to nd the best people
• Your image and using it to attract the business
• Getting involved in recruitment fairs and sixth form colleges
Practical Exercises
Stage Two: Job Analysis
• Planning and conducting the job analysis
• Developing job descriptions and job speci cations
• Uses and application of job analysis information
Practical Exercises
Stage Three: Things To Do Before And During The Interview
• CVs, application forms, person speci cations
• Selecting and administering selection tests
• Processing applications and short-listing candidates
Practical Exercises
Stage Four: Interviewing Skills
• Developing guidelines for successful interviewing
• How to prepare
• Using WASP to get you started
• Questions to ask/avoid
• Recording your options
Practical Exercises
Stage Five: Record Keeping For Recruitment
• Engagement procedures: contracts of employment and
written particulars, references, induction, checklists
• Maternity procedures: maternity leave and pay
• Termination: notice periods, termination reports, exit
interviews
Practical Exercises
Certi cate In HR Administration
26 – 29 March 2017 Venue TBC, Dubai, UAE
4. General Record Keeping
• Maintaining records, systems and libraries
• Security, con dentiality and access to records
• Understanding the audit role in record keeping
• How to prepare updated reports
Practical Exercises
Summary And Questions
Day Four
Developing Interpersonal And Communication Skills
E ective Face-To-Face Communication
• Interacting con dently and positively with others
• Using listening and questioning e ectively
• Increasing your visibility in the organisation
• How to project the image of HR
Practical Exercises
Developing Interpersonal Communication Skills In HR
• Understanding what makes people who they are and how to
adjust your messages to suit di erent personality types
• Using the “Personality Triangle” to improve relationships
• Building/maintaining great relationships
Practical Exercises
How To Use Feedback To Create Awareness And Growth
• Giving and receiving constructive feedback
• How to give developmental feedback
• Measuring your success
Practical Exercises
Emotional Intelligence (EI) And How To Use It To Give A
Great Service – Questionnaire
The Power Of Positive Thinking
• Handling con ict to achieve win-win outcomes
• How to motivate yourself and others
• Raising your pro le and adding value in a climate of change
Practical Exercises
Summary And Questions
Tracking Key Internal HR Records
• Application form
• O er of appointment letter
• Medical reports
• Copies of certi cates/quali cations
• Security-check reports
• Acceptance of o er letter
• Promotion letters
• Sta reports/appraisal forms
• Disciplinary correspondence
• Salary increment forms
• Appeals/petitions
• Requests and responses regarding special leave
• Change of name documents
• Personal/service record card
• Retirement noti cations
Practical Exercises
Summary And Questions
Day Three
Orientation, Training And Performance Appraisal
Orientation
• When should it be done and by whom?
• Documents to give out during orientation
• Cultural awareness training
Practical Exercises
Carrying Out Training Administration
• Linking training to your business plan
• Training process and methods
• Coordination of training
• Training evaluation and training plans
Practical Exercises
Developing Training Databases And Building A Resource
Library
• Setting up a trainer database
• Building relationships with training consultancies
• Setting up and managing budgets for a resource library
Practical Exercises
Performance Appraisal
• Administering the performance appraisal process
• Methods for appraising performance
• How to do a fair appraisal when bonus and increments are
linked
• Problems of performance appraisal
• Clarifying employee rights – where equal opportunities and
discrimination t in
Practical Exercises
Would you like to run this course in-house?
The in-house training division of Informa
Tel: +971 4 407 2624 Email: cts@informa.com
www.informa-mea.com/cts