The document discusses staffing, which refers to bringing the right employees into an organization. It covers the meaning, need, and importance of staffing. Staffing ensures optimal human resource utilization and job satisfaction. As organizations grow larger, staffing duties become more complex, requiring a dedicated human resources department. The stages of the staffing process include estimating needs, recruitment, selection, placement, training, and development. Recruitment can be internal through transfers or promotions, or external through various sources like advertisements, agencies, and campus recruitment. Selection involves screening applications, tests, interviews, references, and medical exams to choose the best candidates.
The document outlines the organizational structure and roles of Nepal's central health services. It describes three departments under the Ministry of Health: Department of Health Services, Department of Ayurveda, and Department of Drug Administration. The Department of Health Services has seven divisions that oversee areas like management, child health, and primary care. It also operates several centers for tuberculosis control, health training, public health laboratories, and AIDS/STD control. The organizational structure extends from the central level down to regional, district, and local health facilities. The central level determines resources and plans while lower levels provide services and refer patients within the network.
Swot analysis of safe motherhood program of Nepalsirjana Tiwari
The document provides an overview of Nepal's Safe Motherhood and Newborn Health Program, including its goals, strategies, activities and management. Some key points:
- The program aims to reduce maternal and neonatal morbidity and mortality through preventative activities and addressing factors that cause death during pregnancy, childbirth and postpartum.
- Major strategies include promoting birth preparedness, the Aama program to promote antenatal checkups and institutional delivery, and expanding emergency obstetric services.
- Key activities include distribution of birth preparedness packages, rural ultrasound programs, expansion of birthing centers and emergency obstetric care sites, and training of skilled birth attendants.
- The program is managed through planning
Organization Structure of Public Health System in Nepal.
Organization Profile (Structure, Functions, Roles, Responsibilities, ToR): http://bit.ly/HealthsystemsNepal
Organization Structure of Public Health System in Nepal | Health System Nepal | Current Health system of Nepal | Organization Structure of Nepalese Health System | Public Health System | Health Governance System in Nepal |Health Organization Profile | https://publichealthupdate.com |
More updates: https://publichealthupdate.com
The Basics of Monitoring, Evaluation and Supervision of Health Services in NepalDeepak Karki
This presentation has made to health workers who have more than two decades of experience of managing/implementing public health programs in Nepal, especially at district level and below.
The document summarizes the Nepal Health Service Act of 2053 (1997) and its amendments. It outlines the classes within the health service, how vacancies are fulfilled, restrictions on fulfillment, provisions for upgrade, upgradation criteria, appointment process, qualifications, probation, transfer, deputation, promotion criteria, nomination for study/training, salary and benefits, insurance, retirement, gratuity, pension, conduct rules, security of service, and punishments. The act governs administration, appointments, promotions, transfers, salaries and pensions for Nepal's public health service employees.
The document provides information about social health insurance in Nepal. It discusses Nepal's National Health Insurance Policy passed in 2014 that aims for universal health coverage. The Social Health Security Program was implemented in 2016 to provide health insurance coverage and access to services. Currently the program operates in 44 districts and has enrolled over 1.1 million people, providing annual benefits of up to 100,000 NPR per household. The program aims to expand nationwide by 2076 to further improve healthcare access and financial protection for citizens.
This document analyzes Nepal's human resources for health, including production, distribution, and skill mix of health workers. It finds that Nepal faces critical shortages of health workers, especially in rural areas. While pre-service training output has increased, distribution remains uneven, with vacancies as high as 38% for doctors and 10% for nurses. The skill mix is also inadequate, with many primary health centers and rural hospitals lacking essential cadres like doctors, nurses, and technicians. Recommendations include better coordinating training with needs, strengthening workforce data and monitoring, incentivizing rural hiring, and revising staffing norms to address gaps.
Unit 2 - CHSM - inter sectoral coordination part 3 pdfDipesh Tikhatri
This document discusses inter-sectoral coordination in health care. It defines coordination as planned teamwork between organizations to achieve common goals. Quality health services require coordination between health and other sectors like agriculture, education, and transportation. Coordination aims to strengthen unity of action and arrange work efficiently. It is important for effective resource use, improved services, and reduced duplication. Coordination can occur horizontally between organizations at the same level, vertically between levels of an organization, and inter-sectorally between different sectors. The document provides examples of coordination between the health sector and other sectors at national, provincial, district, and local levels.
The document outlines the organizational structure and roles of Nepal's central health services. It describes three departments under the Ministry of Health: Department of Health Services, Department of Ayurveda, and Department of Drug Administration. The Department of Health Services has seven divisions that oversee areas like management, child health, and primary care. It also operates several centers for tuberculosis control, health training, public health laboratories, and AIDS/STD control. The organizational structure extends from the central level down to regional, district, and local health facilities. The central level determines resources and plans while lower levels provide services and refer patients within the network.
Swot analysis of safe motherhood program of Nepalsirjana Tiwari
The document provides an overview of Nepal's Safe Motherhood and Newborn Health Program, including its goals, strategies, activities and management. Some key points:
- The program aims to reduce maternal and neonatal morbidity and mortality through preventative activities and addressing factors that cause death during pregnancy, childbirth and postpartum.
- Major strategies include promoting birth preparedness, the Aama program to promote antenatal checkups and institutional delivery, and expanding emergency obstetric services.
- Key activities include distribution of birth preparedness packages, rural ultrasound programs, expansion of birthing centers and emergency obstetric care sites, and training of skilled birth attendants.
- The program is managed through planning
Organization Structure of Public Health System in Nepal.
Organization Profile (Structure, Functions, Roles, Responsibilities, ToR): http://bit.ly/HealthsystemsNepal
Organization Structure of Public Health System in Nepal | Health System Nepal | Current Health system of Nepal | Organization Structure of Nepalese Health System | Public Health System | Health Governance System in Nepal |Health Organization Profile | https://publichealthupdate.com |
More updates: https://publichealthupdate.com
The Basics of Monitoring, Evaluation and Supervision of Health Services in NepalDeepak Karki
This presentation has made to health workers who have more than two decades of experience of managing/implementing public health programs in Nepal, especially at district level and below.
The document summarizes the Nepal Health Service Act of 2053 (1997) and its amendments. It outlines the classes within the health service, how vacancies are fulfilled, restrictions on fulfillment, provisions for upgrade, upgradation criteria, appointment process, qualifications, probation, transfer, deputation, promotion criteria, nomination for study/training, salary and benefits, insurance, retirement, gratuity, pension, conduct rules, security of service, and punishments. The act governs administration, appointments, promotions, transfers, salaries and pensions for Nepal's public health service employees.
The document provides information about social health insurance in Nepal. It discusses Nepal's National Health Insurance Policy passed in 2014 that aims for universal health coverage. The Social Health Security Program was implemented in 2016 to provide health insurance coverage and access to services. Currently the program operates in 44 districts and has enrolled over 1.1 million people, providing annual benefits of up to 100,000 NPR per household. The program aims to expand nationwide by 2076 to further improve healthcare access and financial protection for citizens.
This document analyzes Nepal's human resources for health, including production, distribution, and skill mix of health workers. It finds that Nepal faces critical shortages of health workers, especially in rural areas. While pre-service training output has increased, distribution remains uneven, with vacancies as high as 38% for doctors and 10% for nurses. The skill mix is also inadequate, with many primary health centers and rural hospitals lacking essential cadres like doctors, nurses, and technicians. Recommendations include better coordinating training with needs, strengthening workforce data and monitoring, incentivizing rural hiring, and revising staffing norms to address gaps.
Unit 2 - CHSM - inter sectoral coordination part 3 pdfDipesh Tikhatri
This document discusses inter-sectoral coordination in health care. It defines coordination as planned teamwork between organizations to achieve common goals. Quality health services require coordination between health and other sectors like agriculture, education, and transportation. Coordination aims to strengthen unity of action and arrange work efficiently. It is important for effective resource use, improved services, and reduced duplication. Coordination can occur horizontally between organizations at the same level, vertically between levels of an organization, and inter-sectorally between different sectors. The document provides examples of coordination between the health sector and other sectors at national, provincial, district, and local levels.
Sri Lanka has achieved strong health outcomes over and above what is commensurate with its income level. The country has made significant gains in essential health indicators, witnessed a steady increase in life expectancy among its people, and eliminated malaria, filariasis, polio and neonatal tetanus. The Sri Lanka HiT review presents a comprehensive overview of the different aspects of the country’s health system, and the background and context within which the health system is situated. The review also presents information on reforms to address emerging health needs such as the growing challenge of noncommunicable diseases (NCDs) and serving a rapidly ageing population
Comprehensive Field Practice (CFP) : District Health Service Management Mohammad Aslam Shaiekh
The document summarizes the activities and learnings of a group of public health students during their 30-day field placement in Surkhet District, Nepal. The group conducted various assessments of the district's health management system including a secondary data review, critical analysis using SWOT, an epidemiological study on major health issues, and a mini action project on plastic waste reduction. Key findings included gaps in safe motherhood services, increasing HIV trends, and issues with logistics management and data reporting. The placement helped the students gain important academic and management skills applicable to their public health careers.
The Role of Female Community Health Volunteers in Providing Key Family Planni...JSI
Female Community Health Volunteers (FCHVs) play a key role in providing family planning services in remote areas of Nepal. A survey of over 4,000 FCHVs found that they provide counseling on family planning and distribute condoms and pills. Many FCHVs also refer clients for other family planning services. Stakeholders perceive FCHVs as important for overcoming cultural barriers and improving access to family planning. The study concludes that continuing and adapting the FCHV program, with a focus on high-impact activities like family planning, maternal and child health, and nutrition, can help meet Nepal's changing health needs. Regular training and commodity supplies are also needed to support FCHVs' work.
FCHVs are trusted members of the community who have promoted positive behaviors related to safe motherhood, child health, family planning and other various health related areas. This slide covers a comprehensive ideas regarding the FCHVs, their functions, roles and status in Nepal.
The document provides background information on Nepal's health system. Some key points:
- Nepal is transitioning to a federal democratic republic after a period of political instability and has set a goal to graduate from least developed country status by 2022.
- It faces challenges of poverty, inequality, and a high burden of disease. The health system provides services through a three-tier structure at the federal, provincial, and local levels.
- Financing comes from various sources including government spending which allocates a portion of its budget to health but this share has declined in recent years despite overall spending increases. Out-of-pocket costs remain high.
Health education and promotion in nepalAmrit Dangi
This document discusses the history of health promotion and education in Nepal. It outlines key initiatives from ancient times through the modern era. Some of the major developments include the use of Ayurveda practices in ancient times, plague elimination efforts by missionaries in medieval times, the introduction of vaccination and sanitation campaigns in the Rana regime, and the establishment of the National Health Education Information and Communication Centre in 1993 to coordinate health promotion programs. The document shows how health promotion has increasingly become a priority and systematic part of national health plans and policies over time in Nepal.
Understanding the concept of Universal Health Coverage (UHC) and how can we reach it, both globally and also in India. The presentation also includes HLEG report , which is the proposed architecture for India's guide to reach UHC.
Female Community Health Volunteers in Nepal: What We Know and Steps Going For...JSI
Presented by Leela Khanal, Project Director, JSI/Chlorhexidine Navi Care Program, at a USAID brown bag meeting on July 20, 2016.
The presentation shows the results of the recent Nepal Female Community Health Volunteer (FCHV) National Survey which was funded by USAID, UNICEF, and Save the Children, and conducted by Advancing Partners & Communities in partnership with the Ministry of Health and Population. It collected updated information on FCHV work profiles, the services they provide, and the support they receive from different levels of the health system. In addition, the survey set out to understand FCHV motivational factors, and how FCHVs are perceived by the communities that they serve. The ultimate goal of the survey was to identify possible suggestions for policy change or other strategies to sustain the FCHV program in Nepal.
This document provides an overview of health insurance in Nepal, including:
1) Health insurance in Nepal began in 2016 under the Health Insurance Board to provide universal health coverage. It aims to improve access to quality healthcare without financial hardship.
2) All Nepali citizens can enroll to receive benefits like coverage of medical expenses. Households and the government contribute premiums which are pooled to cover members' healthcare costs.
3) The program reimburses costs of services like outpatient and inpatient care, surgeries, and deliveries. It excludes some services like cosmetic procedures and injuries from personal conflicts.
This is just a short & simplified slide made easy for undergraduate level . Important things have been highlighted. Before classifying system,I felt that few terms have to be described, so I have put few extra slides in the beginning.
This document provides an overview of non-governmental organizations (NGOs) operating in Nepal, including their roles, activities, and areas of focus. It discusses several major NGOs such as the Family Planning Association of Nepal, Nepal Red Cross Society, Nepal Netrajyoti Sangh, Nepal Anti-Tuberculosis Association, and Nepali Technical Assistance Group. These NGOs work on issues like family planning, health, disease control, disability, and nutrition. They manage programs, hospitals, and community-based activities across the country.
Swot analysis of Safe motherhood, HIV & AIDS, ARI and Logistic Management Pro...Mohammad Aslam Shaiekh
The Acute Respiratory Tract Infection (ARI) program in Nepal aims to reduce childhood mortality from pneumonia through early diagnosis and treatment. The program trains female community health volunteers to diagnose pneumonia in children under 5 using an ARI timer and treat cases with antibiotics. It also educates mothers on the differences between cough/cold and pneumonia and the need for referral. While the program has increased access to care, analysis found low coverage of treatment at health facilities and by community health workers, suggesting the need for improved case management and coordination between levels of care.
This document outlines the components and purpose of conducting a situation analysis. It discusses the key elements of a situation analysis including epidemiological, socioeconomic, demographic, available community interventions, health resources, and attitudes/beliefs analyses. A situation analysis collects and assesses information to provide an adequate basis for health planning. It identifies problems, target populations, and why problems exist. The main purpose is to understand where an area or population is currently to inform future planning, monitoring, and evaluation. A practical exercise is assigned to write a two-page situation analysis on a public health problem.
Healthcare Delivery System in Federal Context of NepalSonali Shah
The document summarizes Nepal's health care system under its new federal democratic republic system. Some key points:
- Nepal transitioned to a federal system in 2015 to reduce disparities between rural and urban areas. Health care is now organized at the federal, provincial and local levels.
- The constitution guarantees citizens the right to free basic health services and emergency care. Health care provision and financing are managed at the federal level according to federal legislation.
- Nepal's health care system includes public, private, traditional and voluntary sectors. It has a primary, secondary and tertiary level referral system with health posts, primary health centers, district/zonal hospitals and central/regional hospitals.
- Key health programs
1. Health system development concerns how a country organizes its health sector functions including health services, workforce, financing, and policies.
2. Nepal has developed its health system over three historical periods from ancient to modern times, establishing hospitals, clinics, and public health programs at
Universal health coverage aims to ensure everyone has access to health services without facing financial hardship. World Health Day 2022's theme focuses on achieving universal health coverage for everyone everywhere. India's Ayushman Bharat program aims to achieve this through two pillars - providing basic health services through health centers and providing insurance coverage for serious illnesses for poor families. Realizing universal coverage requires addressing issues like inadequate resources, uneven quality of care, and high out-of-pocket costs that push people into poverty.
A presentation on health education, information and communicationsachinpokharel97
The National Health Education, Information and Communication Centre (NHEICC) is responsible for health promotion, education and communication programs in Nepal. It supports national health goals and SDGs through decentralized communication programs. Major activities of NHEICC include developing guidelines and materials, broadcasting messages, and supervising district-level production of IEC materials and health programming. In the last year, over 1 million print materials were distributed and over 80,000 broadcasts were aired. Issues include inadequate compliance with communication policies, limited focus on non-communicable diseases, and programs not reaching all areas. Recommendations include following the National Health Communication Policy, increasing demand generation and online dissemination, and providing adequate budgets.
The document summarizes Nepal's health care delivery system in the context of transitioning to a federal system. It describes the three levels of government - federal, provincial, and local - and how health care provision and financing will be organized at each level according to federal legislation. It also provides details on the different levels of Nepal's health care system from primary to tertiary care, and the services provided at each level. Major policies and reforms being implemented to improve the health system in federal Nepal are also mentioned.
This National Strategic Roadmap on Health workforce Provides comprehensive guidance to the federal, provincial and local levels on Health, Health education. HRH strategy envisions to ensure equitable distribution and availability of quality health workforce as per the country health service system to ensure universal health coverage. This strategy provides guidance to the government at all levels in the federal context to fulfill the constitutional right for the access to health services by each citizen through effective management of the health workforce.
The document discusses various aspects of staffing, including:
- Staffing involves bringing the right people into an organization and is key to its success.
- The stages of the staffing process include estimating manpower needs, recruitment, selection, placement, training and development.
- Recruitment can come from internal sources like transfers and promotions, or external sources like advertisements, employment agencies, campus recruiting.
- Selection involves screening applicants and may include tests, interviews, and background/reference checks to identify the best candidates.
- Training and development are important for improving employees' skills and preparing them for future roles. This benefits both individuals and the organization.
The document discusses staffing, which is the process of hiring and managing employees within an organization. It defines staffing and its key components, which include recruitment, selection, training, performance evaluation, career development, and compensation. The steps in the staffing process are outlined as manpower planning, recruitment from internal and external sources, selection, placement and orientation, training and development, performance appraisal, promotion and career planning, and compensation. Key aspects of recruitment, sources of recruitment, and manpower planning are also summarized.
Sri Lanka has achieved strong health outcomes over and above what is commensurate with its income level. The country has made significant gains in essential health indicators, witnessed a steady increase in life expectancy among its people, and eliminated malaria, filariasis, polio and neonatal tetanus. The Sri Lanka HiT review presents a comprehensive overview of the different aspects of the country’s health system, and the background and context within which the health system is situated. The review also presents information on reforms to address emerging health needs such as the growing challenge of noncommunicable diseases (NCDs) and serving a rapidly ageing population
Comprehensive Field Practice (CFP) : District Health Service Management Mohammad Aslam Shaiekh
The document summarizes the activities and learnings of a group of public health students during their 30-day field placement in Surkhet District, Nepal. The group conducted various assessments of the district's health management system including a secondary data review, critical analysis using SWOT, an epidemiological study on major health issues, and a mini action project on plastic waste reduction. Key findings included gaps in safe motherhood services, increasing HIV trends, and issues with logistics management and data reporting. The placement helped the students gain important academic and management skills applicable to their public health careers.
The Role of Female Community Health Volunteers in Providing Key Family Planni...JSI
Female Community Health Volunteers (FCHVs) play a key role in providing family planning services in remote areas of Nepal. A survey of over 4,000 FCHVs found that they provide counseling on family planning and distribute condoms and pills. Many FCHVs also refer clients for other family planning services. Stakeholders perceive FCHVs as important for overcoming cultural barriers and improving access to family planning. The study concludes that continuing and adapting the FCHV program, with a focus on high-impact activities like family planning, maternal and child health, and nutrition, can help meet Nepal's changing health needs. Regular training and commodity supplies are also needed to support FCHVs' work.
FCHVs are trusted members of the community who have promoted positive behaviors related to safe motherhood, child health, family planning and other various health related areas. This slide covers a comprehensive ideas regarding the FCHVs, their functions, roles and status in Nepal.
The document provides background information on Nepal's health system. Some key points:
- Nepal is transitioning to a federal democratic republic after a period of political instability and has set a goal to graduate from least developed country status by 2022.
- It faces challenges of poverty, inequality, and a high burden of disease. The health system provides services through a three-tier structure at the federal, provincial, and local levels.
- Financing comes from various sources including government spending which allocates a portion of its budget to health but this share has declined in recent years despite overall spending increases. Out-of-pocket costs remain high.
Health education and promotion in nepalAmrit Dangi
This document discusses the history of health promotion and education in Nepal. It outlines key initiatives from ancient times through the modern era. Some of the major developments include the use of Ayurveda practices in ancient times, plague elimination efforts by missionaries in medieval times, the introduction of vaccination and sanitation campaigns in the Rana regime, and the establishment of the National Health Education Information and Communication Centre in 1993 to coordinate health promotion programs. The document shows how health promotion has increasingly become a priority and systematic part of national health plans and policies over time in Nepal.
Understanding the concept of Universal Health Coverage (UHC) and how can we reach it, both globally and also in India. The presentation also includes HLEG report , which is the proposed architecture for India's guide to reach UHC.
Female Community Health Volunteers in Nepal: What We Know and Steps Going For...JSI
Presented by Leela Khanal, Project Director, JSI/Chlorhexidine Navi Care Program, at a USAID brown bag meeting on July 20, 2016.
The presentation shows the results of the recent Nepal Female Community Health Volunteer (FCHV) National Survey which was funded by USAID, UNICEF, and Save the Children, and conducted by Advancing Partners & Communities in partnership with the Ministry of Health and Population. It collected updated information on FCHV work profiles, the services they provide, and the support they receive from different levels of the health system. In addition, the survey set out to understand FCHV motivational factors, and how FCHVs are perceived by the communities that they serve. The ultimate goal of the survey was to identify possible suggestions for policy change or other strategies to sustain the FCHV program in Nepal.
This document provides an overview of health insurance in Nepal, including:
1) Health insurance in Nepal began in 2016 under the Health Insurance Board to provide universal health coverage. It aims to improve access to quality healthcare without financial hardship.
2) All Nepali citizens can enroll to receive benefits like coverage of medical expenses. Households and the government contribute premiums which are pooled to cover members' healthcare costs.
3) The program reimburses costs of services like outpatient and inpatient care, surgeries, and deliveries. It excludes some services like cosmetic procedures and injuries from personal conflicts.
This is just a short & simplified slide made easy for undergraduate level . Important things have been highlighted. Before classifying system,I felt that few terms have to be described, so I have put few extra slides in the beginning.
This document provides an overview of non-governmental organizations (NGOs) operating in Nepal, including their roles, activities, and areas of focus. It discusses several major NGOs such as the Family Planning Association of Nepal, Nepal Red Cross Society, Nepal Netrajyoti Sangh, Nepal Anti-Tuberculosis Association, and Nepali Technical Assistance Group. These NGOs work on issues like family planning, health, disease control, disability, and nutrition. They manage programs, hospitals, and community-based activities across the country.
Swot analysis of Safe motherhood, HIV & AIDS, ARI and Logistic Management Pro...Mohammad Aslam Shaiekh
The Acute Respiratory Tract Infection (ARI) program in Nepal aims to reduce childhood mortality from pneumonia through early diagnosis and treatment. The program trains female community health volunteers to diagnose pneumonia in children under 5 using an ARI timer and treat cases with antibiotics. It also educates mothers on the differences between cough/cold and pneumonia and the need for referral. While the program has increased access to care, analysis found low coverage of treatment at health facilities and by community health workers, suggesting the need for improved case management and coordination between levels of care.
This document outlines the components and purpose of conducting a situation analysis. It discusses the key elements of a situation analysis including epidemiological, socioeconomic, demographic, available community interventions, health resources, and attitudes/beliefs analyses. A situation analysis collects and assesses information to provide an adequate basis for health planning. It identifies problems, target populations, and why problems exist. The main purpose is to understand where an area or population is currently to inform future planning, monitoring, and evaluation. A practical exercise is assigned to write a two-page situation analysis on a public health problem.
Healthcare Delivery System in Federal Context of NepalSonali Shah
The document summarizes Nepal's health care system under its new federal democratic republic system. Some key points:
- Nepal transitioned to a federal system in 2015 to reduce disparities between rural and urban areas. Health care is now organized at the federal, provincial and local levels.
- The constitution guarantees citizens the right to free basic health services and emergency care. Health care provision and financing are managed at the federal level according to federal legislation.
- Nepal's health care system includes public, private, traditional and voluntary sectors. It has a primary, secondary and tertiary level referral system with health posts, primary health centers, district/zonal hospitals and central/regional hospitals.
- Key health programs
1. Health system development concerns how a country organizes its health sector functions including health services, workforce, financing, and policies.
2. Nepal has developed its health system over three historical periods from ancient to modern times, establishing hospitals, clinics, and public health programs at
Universal health coverage aims to ensure everyone has access to health services without facing financial hardship. World Health Day 2022's theme focuses on achieving universal health coverage for everyone everywhere. India's Ayushman Bharat program aims to achieve this through two pillars - providing basic health services through health centers and providing insurance coverage for serious illnesses for poor families. Realizing universal coverage requires addressing issues like inadequate resources, uneven quality of care, and high out-of-pocket costs that push people into poverty.
A presentation on health education, information and communicationsachinpokharel97
The National Health Education, Information and Communication Centre (NHEICC) is responsible for health promotion, education and communication programs in Nepal. It supports national health goals and SDGs through decentralized communication programs. Major activities of NHEICC include developing guidelines and materials, broadcasting messages, and supervising district-level production of IEC materials and health programming. In the last year, over 1 million print materials were distributed and over 80,000 broadcasts were aired. Issues include inadequate compliance with communication policies, limited focus on non-communicable diseases, and programs not reaching all areas. Recommendations include following the National Health Communication Policy, increasing demand generation and online dissemination, and providing adequate budgets.
The document summarizes Nepal's health care delivery system in the context of transitioning to a federal system. It describes the three levels of government - federal, provincial, and local - and how health care provision and financing will be organized at each level according to federal legislation. It also provides details on the different levels of Nepal's health care system from primary to tertiary care, and the services provided at each level. Major policies and reforms being implemented to improve the health system in federal Nepal are also mentioned.
This National Strategic Roadmap on Health workforce Provides comprehensive guidance to the federal, provincial and local levels on Health, Health education. HRH strategy envisions to ensure equitable distribution and availability of quality health workforce as per the country health service system to ensure universal health coverage. This strategy provides guidance to the government at all levels in the federal context to fulfill the constitutional right for the access to health services by each citizen through effective management of the health workforce.
The document discusses various aspects of staffing, including:
- Staffing involves bringing the right people into an organization and is key to its success.
- The stages of the staffing process include estimating manpower needs, recruitment, selection, placement, training and development.
- Recruitment can come from internal sources like transfers and promotions, or external sources like advertisements, employment agencies, campus recruiting.
- Selection involves screening applicants and may include tests, interviews, and background/reference checks to identify the best candidates.
- Training and development are important for improving employees' skills and preparing them for future roles. This benefits both individuals and the organization.
The document discusses staffing, which is the process of hiring and managing employees within an organization. It defines staffing and its key components, which include recruitment, selection, training, performance evaluation, career development, and compensation. The steps in the staffing process are outlined as manpower planning, recruitment from internal and external sources, selection, placement and orientation, training and development, performance appraisal, promotion and career planning, and compensation. Key aspects of recruitment, sources of recruitment, and manpower planning are also summarized.
STAFFING function of management detailed ppt.pptxVanshikaSodani
A PowerPoint presentation on staffing is a vital tool for communicating key concepts, strategies, and best practices related to the process of acquiring, deploying, and retaining human resources within an organization. Staffing is a critical function of human resource management that involves various stages such as recruitment, selection, training, development, and performance management. In this essay, I will outline a comprehensive plan for creating a PowerPoint presentation on staffing, covering essential topics, visual elements, and strategies for effective communication.
**Introduction to Staffing:**
The presentation should begin with an introduction to the concept of staffing, highlighting its importance in organizational success. This section should define staffing, explain its significance in achieving organizational objectives, and outline the main components of the staffing process.
**Key Components of Staffing:**
The next section should delve into the key components of the staffing process, including:
1. Recruitment: Discuss the methods and strategies for attracting a pool of qualified candidates. This may include internal and external recruitment methods, such as job postings, employee referrals, and recruitment agencies.
2. Selection: Explore the process of evaluating and choosing the best candidates for available positions. This involves screening resumes, conducting interviews, and assessing candidates' skills and qualifications.
3. Training and Development: Highlight the importance of ongoing training and development programs to enhance employees' skills, knowledge, and performance. Discuss various training methods, such as workshops, seminars, and online courses, as well as the benefits of investing in employee development.
4. Performance Management: Explain the process of setting performance goals, providing feedback, and evaluating employees' performance. Discuss the role of performance appraisals, feedback mechanisms, and performance improvement plans in driving employee productivity and engagement.
**Best Practices in Staffing:**
In this section, outline best practices and strategies for effective staffing, including:
1. Building a Talent Pipeline: Discuss the importance of proactively sourcing and nurturing talent to meet current and future organizational needs. This may involve cultivating relationships with potential candidates, maintaining a database of qualified candidates, and leveraging social media and networking platforms.
2. Diversity and Inclusion: Emphasize the importance of diversity and inclusion in the staffing process. Discuss strategies for promoting diversity in recruitment and selection practices, such as inclusive job descriptions, diverse interview panels, and unconscious bias training.
3. Employee Engagement: Highlight the link between staffing practices and employee engagement. Discuss the role of meaningful work, career development opportunities, and a positive work environment.
Staffing is the process of hiring qualified candidates for specific positions in an organization. It involves recruiting employees by evaluating their skills and knowledge and assigning them appropriate job roles. The key functions of staffing include obtaining qualified personnel, ensuring the right person is recruited for the right job, promoting optimal utilization of human resources, increasing job satisfaction, and ensuring continuity and growth of the organization. Effective staffing is important for the efficient performance of other management functions like planning, organizing, and controlling. It also enables effective use of technology and other resources through qualified personnel.
Recruitment and Selection
Recruitment :
Recruitment is a process of attracting candidates towards a job in an organization.
Selection :
Selection is a process of hiring right person for a right job at a right time at a right cost.
Selection follows recruitment.
Staffing- ppt class 12 business studiesPriyanka Rao
This document discusses staffing as an important part of human resource management. It defines staffing as the process of filling positions in an organization with suitable employees. The key aspects covered include:
1. The importance of staffing in obtaining competent employees, ensuring performance and growth, and optimizing human resource utilization.
2. Staffing being a function of HR management that involves hiring, retaining, and releasing employees to fill positions at all levels of the organization.
3. The typical staffing process which includes estimating needs, recruitment, selection, placement, orientation, training, and performance reviews.
4. The various internal and external sources used for recruitment and their merits and demerits.
5
The document discusses the staffing process, which includes manpower planning, job analysis, recruitment, selection, placement and orientation, training, performance appraisal, promotion and career planning, compensation, and separation. It explains each step in the staffing process and its importance for effective human resource management. Staffing ensures that the right people are hired for the right jobs and developed to maximize their performance and potential.
The Nature, Recruitment and Selection Process.pptxPantzPastor
The document discusses the nature and process of staffing or human resource management. It involves acquiring qualified human resources to fill organizational positions. The key steps in the staffing process include manpower planning, recruitment, selection, placement, orientation, training, performance appraisal, and career management. The human resource department is responsible for implementing these staffing functions and ensuring legal compliance.
Staffing is the process of determining and providing the necessary number and mix of personnel to meet an organization's demands. It involves human resource planning, recruitment, selection, training, performance evaluation, and compensation. Staffing is a core management function and is crucial for efficient performance, utilizing new technologies, developing employees, and optimizing human resources. It includes manpower planning to determine required jobs and skills, recruitment to attract candidates, selection to evaluate and hire the best candidates, and placement to integrate new employees.
This document provides an overview of human resource management (HRM). It defines HRM and discusses its nature, objectives, importance, and functions. The key functions of HRM include human resource planning, job analysis, recruitment, selection, induction, training, performance appraisal, compensation, and welfare. HRM aims to manage an organization's human resources effectively by hiring the right employees and motivating them to help the organization achieve its goals. It is a critical and continuous management process performed by all managers.
Edited final reportseema kumari 9888546117Icaii Infotech
The document discusses the recruitment and selection process within organizations. It begins by explaining the importance of human resource planning and management for organizational success. It then describes the key objectives and functions of human resource departments, including recruitment and selection. The next sections provide details on the recruitment process, including sources of recruitment both internal and external. It also discusses some common constraints on recruitment. Finally, it outlines the typical steps in a selection process, including application screening, testing, interviews and making a final job offer. The overall summary is that effective recruitment and selection processes are important for organizations to identify and hire the right employees.
Human Resource Management (HRM) deals with the recruitment and management of people within an organization. It focuses on issues related to compensation, hiring, performance management, training, benefits, motivation, and administration. HRM aims to develop people through work by applying management principles and functions. Decisions regarding employees must be consistent and influence organizational effectiveness and service quality. HRM functions apply to both business and non-business organizations. The nature of HRM is changing as more functions are outsourced or handled by line managers. HRM involves managerial functions like planning, organizing, directing, and controlling human resources. It also includes operative functions such as employment, development, compensation, maintenance of employee welfare, motivation, record keeping, and
This document discusses recruitment, including the meaning, purpose, importance, process, sources, and challenges of recruitment for organizations. Recruitment is defined as the process of finding and attracting qualified job applicants and involves identifying vacancies, developing job descriptions, advertising positions, managing responses, shortlisting candidates, interviewing, and making hiring decisions. The goal is to source and select the best candidates to help organizations achieve their objectives. Recruitment draws from both internal sources like transfers and promotions, as well as external sources like agencies and job boards. HR professionals face challenges in ensuring a timely, cost-effective recruitment process that adapts to global changes and strategic priorities.
Staffing is a core function of management that involves acquiring, developing, and retaining a company's workforce. It includes identifying human resource needs, recruiting and selecting candidates, training and developing employees, managing performance, and determining compensation. Staffing aims to ensure organizations have the right people in the right jobs to achieve goals. It is an ongoing process that is essential at all levels of management and impacted by internal company policies and external environmental factors.
Human resource management involves maximizing employee performance to achieve organizational goals. The major functions of HR are planning, staffing, employee development, and employee maintenance. These functions aim to ensure an adequate number of competent employees with the skills needed for organizational goals. The key HR functions include human resource planning, job analysis, staffing, orientation, training and development, performance appraisal, compensation, benefits administration, labor relations, and record keeping. HR aims to attract, select, develop and retain qualified employees through these functions.
The document discusses several aspects of human resource management in nursing including recruitment, selection, orientation, deployment and retention. It defines key terms and describes processes. For recruitment, it outlines internal and external sources and modern methods. Selection involves application, testing, interviewing and selection committee evaluation. Orientation and deployment aim to integrate new staff. Retention is important to maintain skills, experience and productivity within the organization.
Human resources refer to the individuals who comprise an organization's workforce. HR departments typically handle recruitment, compensation, training, and other employee-related matters. Recruitment involves attracting, screening, and selecting qualified applicants for jobs. It is influenced by factors like strategic plans, organizational policies, and recruitment criteria. Sources of recruitment can be internal, like promotions or transfers, or external, such as advertisements or employment agencies. The selection process includes steps like application reviews, interviews, background checks, and final selection. Effective recruitment and selection are important for organizations to hire suitable candidates and achieve their goals.
Organizational behavior notes for ma.pptSubhanAli78
This chapter discusses different perspectives on motivation in organizations. It begins by describing the nature of motivation and historical perspectives, including the traditional, human relations, and human resource approaches. It then explains need-based perspectives such as Maslow's hierarchy of needs, ERG theory, and Herzberg's dual-structure theory. Next, it covers process-based perspectives including equity theory, expectancy theory, and goal setting theory. Equity theory focuses on fairness, expectancy theory on effort-performance relationships, and goal setting theory on assigning challenging goals.
This document provides an overview of keynesian economic concepts including:
- Keynes believed that wages and prices are "sticky downward" and the economy could get "stuck" in a recession.
- Consumption is determined by disposable income and the marginal propensity to consume. The multiplier effect causes changes in autonomous spending like government spending to have amplified effects on income and output.
- Fiscal policy tools like changes in government spending and taxes can be used expansionary to address a recessionary gap or contractionary to address an inflationary gap due to their multiplier effects. However, there are concerns about crowding out and policy lags.
consumption function macro economics.pptSubhanAli78
This document summarizes theories of consumption, including Keynes' absolute income hypothesis and the puzzles it posed for empirical data. It discusses alternatives like Duesenberry's relative income hypothesis and Fisher's intertemporal choice theory. It also reviews studies by Kuznets, Smithies, and others analyzing consumption-income data and attempts to reconcile findings with Keynesian theory.
Energy resources and its uses its impact.pptSubhanAli78
The document discusses various energy resources and their uses. It notes that most developed countries rely on energy for industry, domestic use, and transportation. It evaluates different energy sources based on their renewability, availability, efficiency, environmental impacts, and other factors. It outlines that 16% of energy comes from renewable sources like geothermal, wind, water, solar, and biofuels, while 84% is from non-renewable sources like fossil fuels and nuclear power. The document stresses that improving energy efficiency and transitioning to more renewable resources are needed to address the growing energy demand in a sustainable way.
principles of economics the cost of production.pptSubhanAli78
This document presents information from a chapter on the costs of production in economics. It discusses key concepts like production functions, total revenue, total costs, and different types of costs. It provides examples to illustrate production functions and the relationship between marginal product and diminishing returns. The document seeks to explain costs of production and how firms determine profit maximization at the margin. It compares accounting profit and economic profit, and discusses how costs differ between the short and long run for firms.
BUSINESS LEVEL STRATEGY THERE USES...pptSubhanAli78
The document discusses various strategic management concepts including Porter's views on strategy, the three generic strategies of overall cost leadership, differentiation, and focus. It explains how each strategy can provide competitive advantage and improve competitive position against the five forces. The document also discusses combination strategies, the industry lifecycle model, and implications of strategic choices at different lifecycle stages. Grand strategies like mergers and diversification are briefly introduced at the end.
The document discusses pricing strategies and economic concepts related to pricing. It covers factors that influence pricing decisions, such as costs, demand, and competition. It also discusses different market structures including perfect competition, monopoly, oligopoly and monopolistic competition. For each market structure, it examines how firms make pricing decisions and maximize profits. The document also covers topics such as price discrimination, cartels, multi-product pricing, and the impact of the internet on pricing and market structures.
The document discusses pricing strategies and economic concepts related to pricing. It covers factors that influence pricing decisions, such as costs, demand, and competition. It also describes different market structures including perfect competition, monopoly, oligopoly and monopolistic competition. For each market structure, it discusses how firms make pricing decisions and maximize profits. The document also covers topics like price discrimination, pricing for multi-product firms, and pricing strategies for online businesses.
This document discusses how to calculate GDP, including nominal GDP, real GDP, and the GDP deflator. Nominal GDP is the total value of goods and services using current prices, while real GDP uses constant prices to eliminate the effect of inflation. The GDP deflator measures inflation by dividing nominal GDP by real GDP. Using an example economy, the document demonstrates how to calculate these measures for different years and determine the growth rates of real GDP and inflation rates between years.
This document discusses strategic planning and implementation for multinational corporations (MNCs). It covers the basic steps in strategic planning which include environmental scanning, internal resource analysis, setting strategic planning goals, and implementation. Implementation involves selecting countries and locations, production, financing, and strategies for emerging markets, international new ventures, and born-global firms. The document also discusses tensions between pressures for global integration versus national responsiveness and different approaches to strategic planning such as economic, political, quality, and administrative coordination imperatives.
This document outlines the key topics covered in Chapter 1 of Principles of Management Second Edition. It defines management and organizations, describes the management process and functions, discusses different manager levels and roles, and examines the changing nature of management and challenges managers face.
The document discusses unemployment, human resource development, structural changes in Pakistan, poverty, and income distribution. It notes that unemployment rose from 5.4% in 1990 to 6% in 2014 according to official figures, though actual unemployment was likely higher. It emphasizes the importance of investing in human capital through education, health, and nutrition to support economic growth. It outlines structural reforms Pakistan undertook in the 1980s through agreements with the IMF and World Bank, including privatization, reducing subsidies and inflation, and increasing exports. The document states poverty decreased from 46% in 1970-71 to 21.4% in 1985-86 but then rose to 36.5% by 2008-09 and 38% by 2015-16, showing that
The document is an introductory chapter about management from a textbook. It defines key terms like manager, management, and organization. It describes the functions of management as planning, organizing, leading, and controlling. It also discusses the roles and skills required of managers, including interpersonal, informational, and decisional roles as well as technical, human, and conceptual skills. Finally, it explains why studying management is important due to its universality in organizations and the rewards and challenges of being a manager.
This document summarizes leadership theories and models discussed in Chapter 16 of a management textbook. It begins by defining leaders and leadership, then compares early theories like the University of Iowa, Ohio State, and University of Michigan studies. Contingency theories covered include Fiedler's model, situational leadership theory, and the path-goal model. Contemporary issues discussed are leader-member exchange theory, transformational leadership, and ethical leadership. The document concludes by reviewing twenty-first century views of leadership concepts like power, trust, empowerment across cultures, and becoming an effective leader.
This document outlines 17 qualities that a good businessman should possess in order to be successful. Some of the key qualities mentioned include the ability to plan, activate workers, make courageous decisions, cooperate with employees, make quick decisions, be hardworking, take initiative, have business knowledge, and have leadership and negotiation skills. Maintaining discipline, evaluating performance, having foresight, and possessing an honest and graceful personality are also listed as important traits.
The document discusses pricing, including defining price, the goals of pricing, and pricing strategies. It begins by defining price as the amount charged for a product or service. The goals of pricing include gaining market share, return on investment, and meeting competition. Pricing strategies discussed include cost-based pricing, demand-based pricing, competition-based pricing, and combinations of strategies. The document also covers pricing policies, the product life cycle, psychological pricing techniques, break-even analysis, and factors affecting pricing decisions.
The Law of Equi-Marginal Utility states that consumers will allocate their limited income across different goods in a way that equalizes the marginal utility per rupee spent. Specifically:
1) Consumers will distribute their income so that the marginal utility derived from the last rupee spent on each good is equal.
2) They will continue reallocating spending until marginal utility per rupee is equal across all goods, reaching an equilibrium that maximizes total satisfaction.
3) This equilibrium is expressed as: Marginal Utility of Good X / Price of X = Marginal Utility of Good Y / Price of Y.
This document discusses organizational culture and the external environment. It defines organizational culture as shared meanings and beliefs that influence how members act. Culture is established through values, symbols, stories, and rituals. Strong cultures strongly influence members but can constrain managers. The external environment comprises factors outside an organization that impact its performance, including specific stakeholders and the general economic, social, political, and technological conditions. Managing stakeholder relationships and understanding environmental uncertainty are important for managers.
This document discusses the key factors that influence consumer behavior: cultural factors like culture, social class, and trends; social factors such as reference groups, family, and social roles; personal factors like age, lifestyle, and personality; and psychological factors including motivation, perception, learning, and beliefs. It provides examples of how these various factors shape consumer decisions and can be leveraged by marketers to better target products and messaging to different consumer segments.
Consumer behavior reflects all decisions made by individuals or groups regarding the acquisition, consumption, and disposal of products and services over time. It includes not only purchasing behaviors but also how products are used and disposed of. Consumer behavior can involve multiple people and changes over time based on psychological and cultural influences. Studying consumer behavior is important for marketers to inform decisions around segmentation, targeting, positioning, and the marketing mix. It also benefits consumers and regulators.
The digital marketing industry is changing faster than ever and those who don’t adapt with the times are losing market share. Where should marketers be focusing their efforts? What strategies are the experts seeing get the best results? Get up-to-speed with the latest industry insights, trends and predictions for the future in this panel discussion with some leading digital marketing experts.
The digital marketing industry is changing faster than ever and those who don’t adapt with the times are losing market share. Where should marketers be focusing their efforts? What strategies are the experts seeing get the best results? Get up-to-speed with the latest industry insights, trends and predictions for the future in this panel discussion with some leading digital marketing experts.
The Forgotten Secret Weapon of Digital Marketing: Email
Digital marketing is a rapidly changing, ever evolving industry--Influencers, Threads, X, AI, etc. But one of the most effective digital marketing tools is also one of the oldest: Email. Find out from two Houston-based digital experts how to maximize your results from email.
Key Takeaways:
Email has the best ROI of any digital tactic
It can be used at any stage of the customer journey
It is increasingly important as the cookie-less future gets closer and closer
As 2023 proved, the next few years may be shaped by market volatility and artificial intelligence services such as OpenAI's ChatGPT and Perplexity.ai. Your brand will increasingly compete for attention with Google, Apple, OpenAI, and Amazon, and customers will expect a hyper-relevant and individualized experience from every business at any moment. New state-legislated data privacy laws and several FTC rules may challenge marketers to deliver contextually relevant customer experiences, much less reach unknown prospective buyers. Are you ready?Let's discuss the critical need for data governance and applied AI for your business rather than relying on public AI models. As AI permeates society and all industries, learn how to be future-ready, compliant, and confidentlyscaling growth.
Key Takeaways:
Primary Learning Objective
1: Grasp when artificial general intelligence (""AGI"") will arrive, and how your brand can navigate the consequences. Primary Learning Objective
2: Gain an accurate analysis of the continuously developing customer journey and business intelligence. Primary Learning Objective
3: Grow revenue at lower costs with more efficient marketing and business operations.
In this dynamic session titled "Future-Proof Like Beyoncé: Syncing Email and Social Media for Iconic Brand Longevity," Carlos Gil, U.S. Brand Evangelist for GetResponse, unveils how to safeguard and elevate your digital marketing strategy. Explore how integrating email marketing with social media can not only increase your brand's reach but also secure its future in the ever-changing digital landscape. Carlos will share invaluable insights on developing a robust email list, leveraging data integration for targeted campaigns, and implementing AI tools to enhance cross-platform engagement. Attendees will learn how to maintain a consistent brand voice across all channels and adapt to platform changes proactively. This session is essential for marketers aiming to diversify their online presence and minimize dependence on any single platform. Join Carlos to discover how to turn social media followers into loyal email subscribers and ultimately, drive sustainable growth and revenue for your brand. By harnessing the best practices and innovative strategies discussed, you will be equipped to navigate the challenges of the digital age, ensuring your brand remains relevant and resonant with your audience, no matter the platform. Don’t miss this opportunity to transform your approach and achieve iconic brand longevity akin to Beyoncé's enduring influence in the entertainment industry.
Key Takeaways:
Integration of Email and Social Media: Understanding how to seamlessly integrate email marketing with social media efforts to expand reach and reinforce brand presence. Building a Robust Email List: Strategies for developing a strong email list that provides a direct line of communication to your audience, independent of social media algorithms. Data Integration for Targeted Campaigns: Leveraging combined data from email and social media to create personalized, targeted marketing campaigns that resonate with the audience. Utilization of AI Tools: Implementing AI and automation tools to enhance efficiency and effectiveness across marketing channels. Consistent Brand Voice Across Platforms: Maintaining a unified brand voice and message across all digital platforms to strengthen brand identity and user trust. Proactive Adaptation to Platform Changes: Staying ahead of social media platform changes and algorithm updates to keep engagement high and interactions meaningful. Conversion of Social Followers to Email Subscribers: Techniques to encourage social media followers to subscribe to email, ensuring a direct and consistent connection. Sustainable Growth and Minimized Platform Dependence: Strategies to diversify digital presence and reduce reliance on any single social media platform, thereby mitigating risks associated with platform volatility.
Dive deep into the cutting-edge strategies we're employing to revolutionize our web presence in the age of AI-driven search. As Gen Z reshapes the digital realm, discover how we can bridge the generational divide. Unlock the synergistic power of PPC, social media, and SEO, driving unparalleled revenues for our projects.
The advent of AI offers marketers unprecedented opportunities to craft personalized and engaging customer experiences, evolving customer engagements from one-sided conversations to interactive dialogues. By leveraging AI, companies can now engage in meaningful dialogues with customers, gaining deep insights into their preferences and delivering customized solutions.
Susan will present case studies illustrating AI's application in enhancing customer interactions across diverse sectors. She'll cover a range of AI tools, including chatbots, voice assistants, predictive analytics, and conversational marketing, demonstrating how these technologies can be woven into marketing strategies to foster personalized customer connections.
Participants will learn about the advantages and hurdles of integrating AI in marketing initiatives, along with actionable advice on starting this transformation. They will understand how AI can automate mundane tasks, refine customer data analysis, and offer personalized experiences on a large scale.
Attendees will come away with an understanding of AI's potential to redefine marketing, equipped with the knowledge and tactics to leverage AI in staying competitive. The talk aims to motivate professionals to adopt AI in enhancing their CX, driving greater customer engagement, loyalty, and business success.
Efficient Website Management for Digital Marketing ProsLauren Polinsky
Learn how to optimize website projects, leverage SEO tactics effectively, and implement product-led marketing approaches for enhanced digital presence and ROI.
This session is your key to unlocking the secrets of successful digital marketing campaigns and maximizing your business's online potential.
Actionable tactics you can apply after this session:
- Streamlined Website Management: Discover techniques to streamline website development, manage day-to-day operations efficiently, and ensure smooth project execution.
- Effective SEO Practices: Gain valuable insights into optimizing your website for search engines, improving visibility, and driving organic traffic to your digital assets.
- Leverage Product-Led Marketing: Explore strategies for incorporating product-led marketing principles into your digital marketing efforts, enhancing user engagement and driving conversions.
Don't miss out on this opportunity to elevate your digital marketing game and achieve tangible results!
Gokila digital marketing| consultant| Coimbatoredmgokila
Myself Gokila digital marketing consultant located in Coimbatore other various types of digital marketing services such as SEM
SEO SMO SMM CAMPAIGNS content writing web design for all your business needs with affordable cost
Digital Marketing Services | Techvolt Software :
Digital Marketing is a latest method of Marketing techniques widely used across the Globe. Digital Marketing is an online marketing technique and methods used for all products and services through Search Engine and Social media advertisements. Previously the marketing techniques were used without using the internet via direct and indirect marketing strategies such as advertising through Telemarketing,Newspapers,Televisions,Posters etc.
List of Services offered in Digital Marketing |Techvolt Software :
Techvolt Software offers best Digital Marketing services for promoting your products and services through online platform on the below methods of Digital marketing
1. Search Engine Optimization (SEO)
2. Search Engine Marketing (SEM)
3. Social Media Optimization (SMO)
4. Social Media Marketing (SMM)
5. Campaigns
Importance | Need of Digital Marketing (Online Promotions) :
1. Quick Promotions through Online
2. Generation of More leads and Business Enquiries via Search Engine and Social Media Platform
3. Latest Technology development vs Business promotions
4. Creation of Social Branding
5. Promotion with less investment
Benefits Digital Marketing Services at Techvolt software :
1. Services offered with Affordable cost
2. Free Content writing
3. Free Dynamic Website design*
4. Best combo offers on website Hosting,design along with digital marketing services
5. Assured Lead Generation through Search Engine and Social Media
6. Online Maintenance Support
Free Website + Digital Marketing Services
Techvolt Software offers Free website design for all customer and clients who is availing the digital marketing services for a minimum period of 6 months.
With Regards
Gokila digital marketer
Coimbatore
Mastering Local SEO for Service Businesses in the AI Era is tailored specifically for local service providers like plumbers, dentists, and others seeking to dominate their local search landscape. This session delves into leveraging AI advancements to enhance your online visibility and search rankings through the Content Factory model, designed for creating high-impact, SEO-driven content. Discover the Dollar-a-Day advertising strategy, a cost-effective approach to boost your local SEO efforts and attract more customers with minimal investment. Gain practical insights on optimizing your online presence to meet the specific needs of local service seekers, ensuring your business not only appears but stands out in local searches. This concise, action-oriented workshop is your roadmap to navigating the complexities of digital marketing in the AI age, driving more leads, conversions, and ultimately, success for your local service business.
Key Takeaways:
Embrace AI for Local SEO: Learn to harness the power of AI technologies to optimize your website and content for local search. Understand the pivotal role AI plays in analyzing search trends and consumer behavior, enabling you to tailor your SEO strategies to meet the specific demands of your target local audience. Leverage the Content Factory Model: Discover the step-by-step process of creating SEO-optimized content at scale. This approach ensures a steady stream of high-quality content that engages local customers and boosts your search rankings. Get an action guide on implementing this model, complete with templates and scheduling strategies to maintain a consistent online presence. Maximize ROI with Dollar-a-Day Advertising: Dive into the cost-effective Dollar-a-Day advertising strategy that amplifies your visibility in local searches without breaking the bank. Learn how to strategically allocate your budget across platforms to target potential local customers effectively. The session includes an action guide on setting up, monitoring, and optimizing your ad campaigns to ensure maximum impact with minimal investment.
From Hope to Despair The Top 10 Reasons Businesses Ditch SEO Tactics.pptxBoston SEO Services
From Hope to Despair: The Top 10 Reasons Businesses Ditch SEO Tactics
Are you tired of seeing your business's online visibility plummet from hope to despair? When it comes to SEO tactics, many businesses find themselves grappling with challenges that lead them to abandon their strategies altogether. In a digital landscape that's constantly evolving, staying on top of SEO best practices is crucial to maintaining a competitive edge.
In this blog, we delve deep into the top 10 reasons why businesses ditch SEO tactics, uncovering the pain points that may resonate with you:
1. Algorithm Changes: The ever-changing algorithms can leave businesses feeling like they're chasing a moving target. Search engines like Google frequently update their algorithms to improve user experience and provide more relevant search results. However, these updates can significantly impact your website's visibility and ranking if you're not prepared.
2. Lack of Results: Investing time and resources without seeing tangible results can be disheartening. The absence of immediate results often leads businesses to lose faith in their SEO strategies. It's important to remember that SEO is a long-term game that requires patience and consistent effort.
3. Technical Challenges: From site speed issues to complex metadata implementation, technical hurdles can be daunting. Overcoming these challenges is crucial for SEO success, as technical issues can hinder your website's performance and user experience.
4. Keyword Competition: Fierce competition for top keywords can make it hard to rank effectively. Businesses often struggle to find the right balance between targeting high-traffic keywords and finding less competitive, niche keywords that can still drive significant traffic.
5. Lack of Understanding of SEO Basics: Many businesses dive into the complex world of SEO without fully grasping the fundamental principles. This lack of understanding can lead to several issues:
Keyword Awareness: Failing to recognize the importance of keyword research and targeting the right keywords in content.
On-Page Optimization: Ignorance regarding crucial on-page elements such as meta tags, headers, and content structure.
Technical SEO Best Practices: Overlooking essential aspects like site speed, mobile responsiveness, and crawlability.
Backlinks: Not understanding the value of high-quality backlinks from reputable sources.
Analytics: Failing to track and analyze data prevents businesses from optimizing their SEO efforts effectively.
6. Unrealistic Expectations and Timeframe: Entrepreneurs often fall prey to the allure of quick fixes and overnight success. Unrealistic expectations can overshadow the reality of the time and effort needed to see tangible results in the highly competitive digital landscape. SEO is a long-term strategy, and setting realistic goals is crucial for success.
#SEO #DigitalMarketing #BusinessGrowth #OnlineVisibility #SEOChallenges #BostonSEO
Mastering Local SEO for Service Businesses in the AI Era"" is tailored specifically for local service providers like plumbers, dentists, and others seeking to dominate their local search landscape. This session delves into leveraging AI advancements to enhance your online visibility and search rankings through the Content Factory model, designed for creating high-impact, SEO-driven content. Discover the Dollar-a-Day advertising strategy, a cost-effective approach to boost your local SEO efforts and attract more customers with minimal investment. Gain practical insights on optimizing your online presence to meet the specific needs of local service seekers, ensuring your business not only appears but stands out in local searches. This concise, action-oriented workshop is your roadmap to navigating the complexities of digital marketing in the AI age, driving more leads, conversions, and ultimately, success for your local service business.
Key Takeaways:
Embrace AI for Local SEO: Learn to harness the power of AI technologies to optimize your website and content for local search. Understand the pivotal role AI plays in analyzing search trends and consumer behavior, enabling you to tailor your SEO strategies to meet the specific demands of your target local audience. Leverage the Content Factory Model: Discover the step-by-step process of creating SEO-optimized content at scale. This approach ensures a steady stream of high-quality content that engages local customers and boosts your search rankings. Get an action guide on implementing this model, complete with templates and scheduling strategies to maintain a consistent online presence. Maximize ROI with Dollar-a-Day Advertising: Dive into the cost-effective Dollar-a-Day advertising strategy that amplifies your visibility in local searches without breaking the bank. Learn how to strategically allocate your budget across platforms to target potential local customers effectively. The session includes an action guide on setting up, monitoring, and optimizing your ad campaigns to ensure maximum impact with minimal investment.
As the call for for skilled experts continues to develop, investing in quality education and education from a reputable https://www.safalta.com/online-digital-marketing/best-digital-marketing-institute-in-noida Digital advertising institute in Noida can lead to a a success career on this eve
Capstone Project: Luxury Handloom Saree Brand
As part of my college project, I applied my learning in brand strategy to create a comprehensive project for a luxury handloom saree brand. Key aspects of this project included:
- *Competitor Analysis:* Conducted in-depth competitor analysis to identify market position and differentiation opportunities.
- *Target Audience:* Defined and segmented the target audience to tailor brand messages effectively.
- *Brand Strategy:* Developed a detailed brand strategy to enhance market presence and appeal.
- *Brand Perception:* Analyzed and shaped the brand perception to align with luxury and heritage values.
- *Brand Ladder:* Created a brand ladder to outline the brand's core values, benefits, and attributes.
- *Brand Architecture:* Established a cohesive brand architecture to ensure consistency across all brand touchpoints.
This project helped me gain practical experience in brand strategy, from research and analysis to strategic planning and implementation.
Are you struggling to differentiate yourself in a saturated market? Do you find it challenging to attract and retain buyers? Learn how to effectively communicate your expertise using a Free Book Funnel designed to address these challenges and attract premium clients. This session will explore how a well-crafted book can be your most effective marketing tool, enhancing your credibility while significantly increasing your leads and sales while decreasing overall lead cost. Unpacking practical steps to create a magnetic book funnel that not only draws in your ideal customers, but also keeps them engaged. Break through the noise in the marketing world and leave with a blueprint that will transform your sales strategy.
The Secret to Engaging Modern Consumers: Journey Mapping and Personalization
In today's digital landscape, understanding the customer's journey and delivering personalized experiences are paramount. This masterclass delves into the art of consumer journey mapping, a powerful technique that visualizes the entire customer experience across touchpoints. Attendees will learn how to create detailed journey maps, identify pain points, and uncover opportunities for optimization. The presentation also explores personalization strategies that leverage data and technology to tailor content, products, and experiences to individual customers. From real-time personalization to predictive analytics, attendees will gain insights into cutting-edge approaches that drive engagement and loyalty.
Key Takeaways:
Current consumer landscape; Steps to mapping an effective consumer journey; Understanding the value of personalization; Integrating mapping and personalization for success; Brands that are getting It right!; Best Practices; Future Trends
In this humorous and data-heavy Master Class, join us in a joyous celebration of life honoring the long list of SEO tactics and concepts we lost this year. Remember fondly the beautiful time you shared with defunct ideas like link building, keyword cannibalization, search volume as a value indicator, and even our most cherished of friends: the funnel. Make peace with their loss as you embrace a new paradigm for organic content: Pillar-Based Marketing. Along the way, discover that the results that old SEO and all its trappings brought you weren’t really very good at all, actually.
In this respectful and life-affirming service—erm, session—join Ryan Brock (Chief Solution Officer at DemandJump and author of Pillar-Based Marketing: A Data-Driven Methodology for SEO and Content that Actually Works) and leave with:
• Clear and compelling evidence that most legacy SEO metrics and tactics have slim to no impact on SEO outcomes
• A major mindset shift that eliminates most of the metrics and tactics associated with SEO in favor of a single metric that defines and drives organic ranking success
• Practical, step-by-step methodology for choosing SEO pillar topics and publishing content quickly that ranks fast
2. Introduction
The success of any organisation doesn’t
depend upon the physical and financial
resources but it depends upon the
utilization of these resources by human
resources. So, hardworking efficient
people are the most important asset of an
organisation for its success. Staffing
function is concerned with the bringing
right and efficient people in the
organisation
3. Meaning
Staffing is a managerial function of
filling and keeping filled positions in
the organisation structure which is
achieved by identifying number of
employees required followed by
recruitment, selection, placement,
promotion, appraisal and
development of personnel.
4. Need and Importance of staffing
Staffing function gives more emphasis on the human
elements such as attitude, aptitude, commitment,
loyalty while selecting the right person for the right
job.
Researches on various aspects of staffing such as
recruitment, selection, compensation, incentives,
training and development are utilized for better
results.
Staffing function has been assumed on greater
importance these days because of rapid development
of technology, increasing size of organisation and
complicated behaviour of human beings.
It ensures the optimum utilization of human
resources by way of avoiding surplus of workforce
and prevents under utilization of personnel.
5. Need and Importance of staffing
It avoids disruption of work by
indicating in advance the shortage of
personnel.
This function improves the job
satisfaction and morale of the
employees through objective
performance appraisal and fair
rewarding system.
All other resources will become waste if
there is no right kind of personnel
working in the organisation
6. Staffing as part of Human
Resource Management
In small organisation, no doubt, the
number of personnel will be less as
well as the volume of staffing
activities and its complexity will be
limited to certain extend (i.e.
confined to recruitment, selection,
compensation and welfare). So, it
will be possible for all the line
mangers to perform all duties related
to employees in small organisations.
7. Staffing as part of Human
Resource Management
But, as organisations grow into large size and number
of persons employed increases, the duties related to
human resources will become more complex and the
volume of human resource activities will extended to
large extend such as Estimation of human resource
requirement, Recruitment, Selection, Training,
Development, Maintenance, Compensation,
Incentive plans, Protecting health and physical
conditions, Liaison with government and trade
unions, Providing social security, welfare
activities, Review and audit of personnel policies
etc. So, separate department called as human resource
department consisting of specialized experts is very
much required in large organisation.
8. Evolution of Human Resource
Management
The evolution of human resource management can
be understood from the following points.
Due to the emergence of industrial revolution,
trade union activities became very active.
The trade union activities forced the management
to appoint a separate person, called as Labour
welfare officer, who will act as a link between
employer and employees and his role was limited
up to the welfare of employees only.
Then, due to the introduction of factory system,
large number of labourers was employed under
one roof which further forced the management to
appoint one more person known as personnel
officer who was given responsibility of
Recruitment, Selection and Placement of persons
9. Evolution of Human Resource
Management
Then, as a final stage, due to the importance of
human relation approach and frequent changes
taking place in the various factors of business
environment, the employees had to be trained,
developed and updated to latest knowledge in
order to take the challenges of the organisation.
So, this requirement of human relation approach
led to replacement of personnel manager to
human resource manager who has to be assisted
by various experts in different fields such as
Sociology, Psychology, Economy, Anthropology,
Technology etc. All were collectively grouped
under a department called as “Human Resource
Management
10. Brief explanation of various
stages in staffing process
1. Estimating the manpower requirements:-
For the purpose of understanding the
manpower requirements, the organisation has to do
two analysis such as workload analysis and workforce
analysis.
Workload analysis means the assessment of
number and type of human resources necessary for
the performance of various jobs and accomplishment
of objectives.
Workforce analysis would reveal the number
and type of human resource presently available within
the organisation as well as helps to understand
whether the organisation is overstaffed or
understaffed. A situation of overstaffing will make the
organisation to for employee removal or transfer
whereas a situation of understaffing would
necessitates the organisation to start the recruitment
process
11. Brief explanation of various
stages in staffing process
Here, the important thing is that before
going for recruitment stage, organisation
has to develop the two important
statements mentioned below:
Job Description which consists of the
nature and characteristics of the various
jobs.
Desirable profile of the occupant of the
job which consists of desirable
qualifications, experiences, personality
etc.
12. 2. Recruitment
Recruitment is defined as the process of
searching for prospective employees and
stimulating them to apply for jobs in the
organisation.
The organisation has to disclose
the contents of job description and
desirable profile of the occupant
developed in the previous stage in the
advertisement called “situation vacant”.
The advertisement may be displayed in
the Factory gate or in print media or
flashed in electronic media. Both internal
sources and external sources of
recruitment should be explored.
13. 3. Selection
Selection is the process of choosing from
among the pool of prospective job
candidates developed at the stage of
recruitment.
Selection serves two important
purposes mentioned below:
Organisation gets best among the
available
Enhances the self-esteem and prestige of
those selected.
Selection involves the series of tests
and interviews, employment contract
which is a statement containing the terms
and conditions of employment.
14. 4. Placement and Orientation
Placement means putting the selected
candidates on right job. It is the
process of matching the candidates
with the most suitable jobs. The
placement is done after considering
various factors such as skills required,
location of job, employees knowledge,
marital status, home town, interest
etc.
15. Placement and orientation
Orientation means introducing and
familiarizing newly appointed candidates
through following manners:
Brief presentation about the history of the
company
Introduction of superiors, subordinates
and his colleagues
Taken around the work place
Familiarizing the policies, rules and
regulations
Various facilities available.
16. 5. Training and Development
Training means act of improving
knowledge and skills for doing a specific
job. The employees are imparted training
to improve their performance and to
update their knowledge to match the
requirement of external environment.
Development means growth of a
person in all respects. It is a process by
which managers and executives acquire
not only skills and competence of present
job but also the capabilities for future
tasks of increasing difficulty and scope
17. THREE ASPECTS OF STAFFING
Following three aspects of staffing
will be discussed in details
Recruitment
Selection
Training and Development
18. 1. RECRUITMENT
Meaning and Definition:-
Recruitment means inducing or
attracting more and more candidates to
apply for vacant job positions in the
organisation.
Recruitment has been defined as
the process of searching for prospective
employees and stimulating them to apply
for jobs in organisation.
19. Process of Recruitment
The various activities involved in the
process of recruitment are given below:
Identification of the different sources of
labour supply
Assessment of their validity
Choosing the most suitable source or
sources
Inviting applications from the prospective
candidates
20. Sources of Recruitment
There are two important sources of
recruitment:
Internal source of recruitment
External source of recruitment
21. 1. Internal source of recruitment
It means the filling up of vacant job
positions of the organisation by using
the existing employees of the
organisation and no outsiders are
permitted.
Two methods of internal
source of recruitment have been
discussed below
22. (a) Transfer
Transfer involves shifting of an employee from
one job to another or from one department to
another or from one shift to another without any
substantive change in the status, responsibilities
and salary. Mainly the place of working is
changed. E.g.: Transfer of clerk from
Accounts department to Purchase department.
Transfer can be used in the organisation
for following purposes;
Shortage of suitable personnel in one branch or
department may be filled through transfer from
other branch or department
To avoid the termination of employees as an act
of punishment
To remove individual problems and grievances
To train the employees for learning different jobs
23. (b) Promotion
Promotion refers to the shifting of
employee from the lower job position to
the higher job position carrying higher
responsibilities, increasing authority level,
status, prestige, pay and facilities.
The main objective of promotion
is to improve the motivation, loyalty and
satisfaction level of the employees.
24. Merits of Internal source of
recruitment
A promotion at higher level may lead to a chain of
promotion at lower levels. This motivates the
employees, which lead to increase the commitment
level, loyalty and satisfaction of employees.
It simplifies the process of selection and placement
It is a more reliable way of recruitment since the
candidates are already known to the organisation.
People recruited within organisation do not need
orientation program.
Shortage of personnel can be adjusted by transferring
personnel from surplus department.
It is more economical and fewer amounts spent in
training as well
25. Demerits of Internal source of
recruitment
The scope of induction of fresh talent
and infusion of new blood will be
reduced.
Frequent transfers may reduce the
productivity of employees
Employees may become lethargic if they
are sure of time bound promotion.
A new enterprise can not use the internal
source and no organisation can fill all its
vacancies from internal sources.
There will be only limited choice
26. 2. External sources of
recruitment
When the candidates from outside
the organisation are invited to fill the
vacant job position, then it is known
as external recruitment
Common methods of external
sources of recruitment is
discussed in the following slides
27. 1. Direct Recruitment
Sometimes the organisations paste notice
specifying the details of jobs available at
the gate of their office, factory or
workshop. The people who are interested
in those jobs walk in for interview. This
method is inexpensive and suitable for
unskilled or semi skilled job positions, e.g.
Sweeper, peon, casual workers etc.
Generally, they are paid remuneration on
daily wage basis
28. 2. Casual callers
Generally, large organisations maintain an
application file consisting of unsolicited
applications which the job seekers leave
with reception as well as the applications
of suitable candidates who were not
selected in previous year’s selection
process. This application file is considered
as waiting list. Whenever there is a job
vacancy, the suitable candidates from the
waiting list are called It is also an
inexpensive
29. 3. Advertisement
The most common and popular method of
external recruitment is advertising in
newspapers and trade and professional
journals. Through advertisement, more
information about the organisation and job
can be given. It gives the management
wider range of candidates.
For the job of an accountant, the
advertisement can be given in chartered
accountant journal and for unskilled and
lower rank positions, the advertisement can
be given in local or regional newspapers.
But, for senior positions and skilled jobs,
advertisement is given in national level
reputed newspapers
30. 4. Employment exchanges
Employment exchanges act as middlemen
between job seekers and the organisation
having vacant job positions. The job
seekers leave their Bio-Data with the
employment exchanges and when
organisation approach employment
exchanges, suitable candidates are sent.
Thus, employment exchanges help to
match personnel demand and supply.
Government employment exchanges
charge no fees whereas private
employment exchanges charge
commission.
31. 5. Placement agencies and
management consultants
In technical and professional areas,
private agencies and professional bodies
appears to be doing remarkable work on
selecting suitable personnel from external
sources. These agencies compile Bio-Data
of a large number of candidates and
provide the organisation specialized and
efficient people who can occupy
managerial, technical and professional job
positions. These agencies are having
many experts who are specialized in
manpower requirements and charge fees
or commission for their services
32. 6. Campus recruitment
Many big organisations maintain a close
liaison with the universities, colleges,
management institutes and vocational
schools to recruit qualified personnel for
technical, professional and managerial
jobs. Senior managers of organisations
visit various professional institutions to
prefer fresh graduates, because they can
be molded according to the requirement of
the organisation. E.g. MBAs, Computer
programmers, Engineers are generally
selected in campus recruitment
33. 7. Recommendations of
employees
Many firms encourage their employees to
recommend the names of their relatives,
friends and other known people to fill the
vacant job positions. The organisations
prefer such recommendations by trusting
the goodwill of the present employees.
The organisations can catch hold of
existing employees if there is any problem
with the new employee recommended by
him.
34. 8. Labour Contractors
The contractors are the people who keep
in touch with the labour in villages and
rural areas and whenever there is vacancy
or requirement for labour in factory or in
construction site, they bring the labourers
from villages as well as from outskirts of
city areas and supply them to
businessmen. The labour contractors
charge commission for the same. This
method is suitable only for unskilled
workers and labourers.
35. 9. Web publishing
In internet, there are certain
websites specifically designed and
dedicated for the purpose of
providing information about both job
seekers and job openings in various
organisations. These websites can be
visited by job seekers as well as by
the companies. E.g. Naukri.com,
Monster.com, Jobstreet.com etc.
36. Merits of External source of
recruitment
With external recruitment fresh and new
talent come to the organisation.
Through external recruitment the
organisation gets wider choice.
By using external recruitment the
management can get qualified and
trained persons.
Through external recruitment when
outsiders join the organisation, this
develops a competitive spirit in existing
employees of organisation.
37. Demerits of external recruitment
The morale of existing employees goes
down or falls.
the new employees may not adjust in
the rules and regulations of the
organisation which means more chances
of turnovers
It is expensive as to invite the outsider
to apply for the job, companies have to
bear heavy burden of advertising.
External recruitment takes long time to
select suitable personnel
38. 2. SELECTION
Meaning:-
Selection can be defined as
discovering most promising and most
suitable candidate to fill up the
vacant job position among the pool
of prospective job candidates
developed at the stage of
recruitment.
39. Process of selection
In selection, the number of rejected
applicants is generally more than the
selected candidates that are why
selection is considered as a negative
process. The important steps in the
process of selection are as follows;
40. 1. Preliminary Screening
The selection process begins with
screening and detailed investigation of the
applicants. While scrutinizing the
applications, the managers compare the
qualifications and capabilities specified in
application form with the requirement of
vacant job position. The applications
proving the match between both only will
be considered for the next stage in
selection and the remaining unsuitable
applications will be rejected.
41. 2. Selection Tests
The types of test to be conducted depend on the
requirement of the organization. The common types
of tests conducted by the organizations are given
below:
(a) Intelligence test: This is one of the
important psychological test used to measure the
level of IQ, person’s learning ability or the ability to
make decisions and judgments, person’s alertness in
terms of reasoning, memory, comprehension etc.
(b) Aptitude test: These tests are designed to
measure the potential of individuals to acquire new
skills, capacity to develop in future.
(c) Personality test: This test provides clues to
a person’s emotional balance, his/her reactions,
maturity and value system etc. It has to be designed
and implemented with utmost care.
(d) Interest test: Interest test is used to know
the pattern of interest or involvement of a person in a
particular kind of work.
42. 3. Employment interview
Interview is a formal, in-depth
conversation conducted to evaluate
the applicants’ suitability for the job.
There are some qualities which can
be judged only through a face-to –
face talk with candidates. The
interviewer is to seek information
about the interviewee by asking job
related and general questions
43. 4. Reference and Background
checks
Many employers request names,
addresses and telephone numbers of
references of at least two responsible
persons for the purpose of verifying
information and gaining additional
information on an applicant. Previous
employer, University professors,
known persons can act in references
44. 5. Selection decision
The personnel department will send
the list of the selected candidates
who have passed tests, interviews
and reference checks. But, the final
selection has to be made by the
concerned departmental manager.
Because, it is he who is responsible
for the performance of the new
employee.
45. 6. Medical Examination
After the selection decision, the
candidate is required to undergo
medical fitness test conducted by the
panel of doctors prescribed by the
organization. If the result of medical
fitness is positive, then only job offer
will be given.
46. 7. Job Offer
Job offer is made through a letter of
appointment. Such a letter generally
contains date by which the appointee
must report on duty. The appointee
must be given reasonable time for
reporting.
47. 8. Contract of Employment
It is a written document consisting of
job title, duties, responsibilities, date
when continuous employment starts
and the basis of calculating service,
rates of pay, allowances, working
hours, leave rules, grievance
procedures, disciplinary procedures
etc. It has to be signed by the
employee
48. 4. TRAINING AND
DEVELOPMENT
Meaning of Training:-
Training is the process of
improving the job knowledge and
skills of employees so as to enable
them to perform well. It is an
organized activity wherein people
acquire knowledge and skills for
doing a specific job
49. Meaning of Development:-
Development is the process by which
managers and executives acquire not
only skills and competence in their
present jobs but also capabilities for
future tasks of increasing difficulty
and scope. It refers to overall growth
of the employees.
50. Distinction between Training and
Development
TRAINING
1. Teaching technical
skill only
2. Suitable technical
staff
3. Development of
skills already
possessed by the
employees
4. Focuses on present
requirement of
organization
5. Superior takes
initiative
DEVELOPMENT
Teaching technical,
human and conceptual
skills.
Suitable for
managerial staff
Development of
hidden qualities of
employees
Focuses on future
requirement of
organization.
Individual takes
initiative
51. Benefits of Training and
Development
Training is systematic learning always better
than hit and trial methods which lead to
wastage of efforts and money.
It enhances employee productivity both in
terms of quantity and quality, leading higher
profits.
It equips the future manager who can take over
in case of emergency
It increases employee confidence and reduces
absenteeism and employee turnover
It helps in obtaining effective response to fast
changing environment.
Improved skills and knowledge lead to better
career of the individual.
52. Benefits of Training and
Development
Increased performance by the
individual helps him to earn more.
It makes the employee more
efficient to handle machines which
will reduce the accidents.
It increases the satisfaction and
morale of employees
53. Training methods
The methods of training are broadly
categorized into two groups:
1. On the job training methods
2. Off the job training methods
54. 1. On the job training methods
This is a method of learning by doing and
suitable only for technical jobs. The
advantage of this method is that the
employees can understand practical
problems. The disadvantage is that it may
lead to wastage of resources. This method
should not be recommended in case the
training involves the handling of very
expensive machines.
Types of on the job training methods:-
The various types of on the job
training methods are discussed below
55. (a) Apprenticeship programmes
In this method, there will be a master
worker (trainer) who guides the workers
on the skills of the job and demonstrates
the job also. The trainees will observe the
demonstration carefully and learning the
skills gradually. After getting the
confidence, the trainees start taking up
the job and the master worker becomes
the observer. When trainee becomes
perfect, the master worker leaves by
handing over the full charge of job
position to the trainee workers. The period
of training may vary from 2 to 5 years.
56. (b) Coaching
Under this method, the superior or senior
manager will take the role of coach. The
superior and trainees together will set
mutually agreed goals. Then, the superior
suggests the trainees how to achieve the
goals by giving guidance and instructions.
The performance of the trainees will be
reviewed periodically by the superior. The
superior will suggest required changes in
behavior and performance of the trainees
in order to overcome their weaknesses
and makes their strength more strong
57. (c) Internship training
The educational institutions and the
corporate sectors enter into an agreement
according to which the institutions send
their candidates to various companies so
that they can practice the theoretical
knowledge acquired by them. The
organizations will get people with fresh
ideas and latest knowledge and the
companies have to pay very less amount
of stipend.
58. (d) Job rotation
Under this method, the employees are
shifted from one job to another job for
short intervals in order to make them
aware of the requirements of all the job
positions. Further, they may be even
shifted from one department to another
department so that trainees get broader
understanding of all parts of the business
and how organization as a whole
functions. This method allows the trainees
to interact with other employees
facilitating future cooperation. Further, the
organization finds it easier at the time of
promotions, replacements or transfers.
59. 2. Off the job training methods
These methods are used away from
the work place. It involves learning
before doing. The various methods of
off the job training methods are
discussed below:
60. (a) Class room lectures and
conferences
It is a highly structured way to
convey a message or specific
information, rules, procedures or
methods. The use of audio-visuals or
demonstrations can make a formal
classroom presentation more
interesting
61. (b) Films
Films can provide information and
demonstrate skills that are not easily
represented by the other techniques.
It is generally used in conjunction
with conference discussions.
62. (c) Case study
Under this method, managers
discuss real problems that they have
faced and trainees are asked to
study, analyze the problems and
develop alternative solutions, select
what they believe to be the best
solution. The case study provides the
bridge between the theoretical
knowledge and its practical
implications
63. (d) Computer modeling
It stimulates the work environment
by programming a computer to
imitate some of the realities of the
job and allows learning to take place
without the risk or high costs that
would be incurred if a mistake were
made in real life situation
64. (e) Vestibule training
Vestibule school means duplicate model of
organization. When the expensive and
delicate machineries are involved then
employers avoid using on the job methods
of training. A dummy model of machinery
is prepared to give training instead of
using original machinery. Actual work
situations are created and employees use
the same materials and equipments.
65. (f) Programmed instructions
Under this method, a learning
package is prepared to give general
instructions and specific skills. The
information is broken into sequence
of meaningful units.