The document discusses training and its importance for employees and organizations. It defines training as the process of increasing an employee's knowledge and skills for a particular job. Training is important for dealing with environmental changes, organizational complexity, and maintaining good human relations. It improves productivity, quality, safety, and reduces learning time and turnover. The document outlines different on-the-job and off-the-job training methods such as coaching, lectures, simulations and case studies.
This presentation is about the business staffing.
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This topic is about the management of human resource in a efficient way for the betterment of an organization and how it can be used to stabilize and economically power the employee as well as the organization.
Meaning of performance appraisal, objectives of performance appraisal, methods of performance appraisal and limitations. Principles and techniques of wage fixation, job evaluation, compensation -meaning of compensation, objectives of compensation.
Training and development, Staffing, Human resources development, HRM, on the job training, in house training, vestibule training, the difference between recruitment and selection, the difference between training and development
This presentation is about the business staffing.
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This topic is about the management of human resource in a efficient way for the betterment of an organization and how it can be used to stabilize and economically power the employee as well as the organization.
Meaning of performance appraisal, objectives of performance appraisal, methods of performance appraisal and limitations. Principles and techniques of wage fixation, job evaluation, compensation -meaning of compensation, objectives of compensation.
Training and development, Staffing, Human resources development, HRM, on the job training, in house training, vestibule training, the difference between recruitment and selection, the difference between training and development
Advantages of the training and development for the employeesIJLT EMAS
In this era where competition is increasing day by day
in the corporate world training and development has become one
of the important key to achieve success. Training is an important
subsystem of Human Resource Development. It is a specialized
function and is one of the fundamental operative functions for
known resource management. Development is a long-term
educational process utilizing a systematic and organized
procedure by which managerial personnel get conceptual and
theoretical knowledge. Basically, it is an attempt to improve the
current or future employee performance of the employee by
increasing his or her ability to perform through learning, usually
by changing the employee’s attitude or increasing his or her
skills and knowledge. These types of training and development
programs help in improving the employee behavior and attitude
towards the job and also uplift their morale. Thus, employee
training and development programs are important aspects which
are needed to be studied and focused on. This paper focusses on
the advantages of the training and development for the
employee’s.
Unit 4 training and development (CHAPTER 4 HUMAN RESOURCE MANAGEMENTMAHUA MUKHERJEE
CBCS CALCUTTA UNIVERSITY HUMAN RESOURCE MANAGEMENT TRAINING AND DEVELOPMENT
various types of training
concept of development
human resources development
Running Head TRAINING AND DEVELOPMENT PROPOSALTRAINING AND DE.docxagnesdcarey33086
Running Head: TRAINING AND DEVELOPMENT PROPOSAL
TRAINING AND DEVELOPMENT PROPOSAL
11
Training And Development Proposal
Katrina A. Kinlow
Dr. T.A. Swinney
335 – Training and Development
February 1, 2015
Training and Development Proposal
Introduction
Computer Aided Design
Solution
s is a small business that has been started to provide solutions to design problems. The scope of the business ranges from design of machinery and structures like buildings to household vessels. The design program has to be taught to individuals to enable them to inductively participate competently in the market of design solutions. I always get invited to offer consulting services in this field. I will draw heavily from my experience when I provide training and development services to this business. There are numerous challenges to be overcome for one to be successful as I will show herein.
Training Methods to Be Used
Good learning and development initiatives in the Design field always feature a combination of many methods that, blended together, produce one effective training program. Below are some of the ways of delivering training and development activities for the consulting services.
Orientation
Orientation will familiarize the new trainees with the field of Computer Aided Design. It will be conducted through training manuals, a one-on-one meeting with a consultant who will give a lecture. Newcomers will receive information on our company's history and strategic position, the key people in authority at the business, the structure of departments and how they contribute to the overall mission of the enterprise, and the employment policies, rules, and regulations.
Lectures
Lecturers are a verbal method of presenting information; lectures are mainly useful in situations when the goal is to impart the same information to a large number of people at one time.
Case Study
The Case study method of training is a non-directed method of study where trainees are given practical case reports with similar situations and facts as the current situation to analyze. The case report includes a thorough description of a simulated or real-life situation.
Role Playing
Students assume a role outside of their current role and responsibilities and play out that role within a group. A facilitator creates a scenario that is to be acted out by the participants under the guidance of the facilitator. While the situation might be contrived, the interpersonal relations are genuine. In addition, participants receive immediate feedback from the facilitator and the scenario itself, allowing better understanding of their behavior.
Computer-Based Training
This method of training will involve the use of computers and computer-based instructional materials as the primary medium of instruction. Computer-based training programs will be useful to structure and present instructional materials, as well as facilitate the learning process for the trainee.
Elements of Training and Developmen.
The Future of Training and Development - Joseph F Valencia MBAJoseph Valencia
This is a chapter full of valuable information on where the training and development arena is headed. It is critical that the training and development students have an understanding of these trends, for they will have a great effect on the major issues in training and development.
Introduction of Organisation Behaviour
Nature and Scope of OB
Challenges and opportunities for OB
Organization Goals
Models of OB
Impact of Global and Cultural diversity on OB.
Factories Act,1948 (6) Hazardous Process & Employment of Young PersonsMs. Shery Asthana
Section 41A: Constitution of Site Appraisal Committees
Section 41B: Compulsory disclosure of information by the occupier
Section 41C: Specific responsibility of the occupier in relation to hazardous processes
Section 41D: Power of Central Government to appoint an Inquiry Committee
Section 41E: Emergency standards
Section 41F: Permissible limits of exposure of chemical and toxic substances
Section 41G: Workers’ participation in safety management
Section 67:- Prohibition of Employment of Young Children
Section 68:- Non-Adult Workers to Carry Tokens
Section 69:- Certificate of Fitness
Section 70:- Effect of Certificate of Fitness Granted to Adolescent
Section 71:- Working hours for Children
Section 72:- Notice of Period of Work for Children
Section 73:- Register of Child Workers
Section 74:- Hours of work to Correspond with Notice Under Section 72 and Register Under Section 73
Section 75:- Power to Require Medical Examination
Section 76:- Power to Make Rules
Section 77:- Certain other provision of law not barred
Section 51: Weekly Hours
Section 52: Weekly Holidays
Section 53: Compensatory Holidays
Section 54: Daily Hours
Section 55: Rest Intervals
Section 56: Spread Over
Section 57: Night Shifts
Section 58:Prohibition of overlapping shifts
Section 59: Overtime and Extra Wages
Section 60: Double Employment
Section 61: Notice of Periods of Work for Adults
Section 62: Register of Adult workers
Section 63: Hours of work to correspond with notice under section 61 and register under section 62
Section 64:- Power to make Exemption Rules
Section 65:- Powers to make Exempting Orders
Section 66: Further Restrictions on Employment of Women
Vedic Period (1500 BC to 500 BC)
Buddhist Period (600 B.C and last for about 1200 years till 600A.D)
Medieval Period (Mughal Era)
Policy Framework of Education in Pre-Independent Period (British Era 1835 to 1948)
Policy Framework of Education in Post Independent Period
Introduction of Promotion Management
Integrated Marketing Communication
Communication Development process
Budget Allocation decision in Marketing Communication
Promotion Mix
Advertising- Meaning, Objective
Advertising Budget
Fundamental of sales Promotion
Public Relations
Direct Marketing
Rural Marketing
Digital and Mobile Marketing
Safety Measures (Under the Factories Act, 1948), Section 21: Fencing the Machinery
Section 22: Work on or Near Machinery in Motion
Section 23: Employment on Dangerous Machines
Section 24: Devices for Cutting off Power
Section 25: Self-Acting Machinery
Section 26: Casing of New Machinery
Section 27: Prohibition of Employment of Women and Children Near Cotton-Openers
Section 28: Hoist and lifts
Section 29: Lifting machines, chains, ropes and lifting tackles
Section 30: Revolving machinery
Section 31: Pressure plant
Section 32: Floors, stairs and means of Access
Section 33: Pits, sumps, opening in floors, etc
Section 34: Excessive weights
Section 35: Protection of eyes
Section 36: Precautions against dangerous fumes, gases
Section 36 (A): Precaution regarding the use of portable electric light
Section 37: Explosive or Inflammable Dust or Gas
Section 38: Precautions in case of fire
Section 39: Power to require specifications of defective parts or tests of stability
Section 40: Safety of building and machinery
Section 40(A): Maintenance of buildings
Section 40(B): Safety officers
Section 41: Power to make rules
The Team Member and Guest Experience - Lead and Take Care of your restaurant team. They are the people closest to and delivering Hospitality to your paying Guests!
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Oprah Winfrey: A Leader in Media, Philanthropy, and Empowerment | CIO Women M...CIOWomenMagazine
This person is none other than Oprah Winfrey, a highly influential figure whose impact extends beyond television. This article will delve into the remarkable life and lasting legacy of Oprah. Her story serves as a reminder of the importance of perseverance, compassion, and firm determination.
Modern Database Management 12th Global Edition by Hoffer solution manual.docxssuserf63bd7
https://qidiantiku.com/solution-manual-for-modern-database-management-12th-global-edition-by-hoffer.shtml
name:Solution manual for Modern Database Management 12th Global Edition by Hoffer
Edition:12th Global Edition
author:by Hoffer
ISBN:ISBN 10: 0133544613 / ISBN 13: 9780133544619
type:solution manual
format:word/zip
All chapter include
Focusing on what leading database practitioners say are the most important aspects to database development, Modern Database Management presents sound pedagogy, and topics that are critical for the practical success of database professionals. The 12th Edition further facilitates learning with illustrations that clarify important concepts and new media resources that make some of the more challenging material more engaging. Also included are general updates and expanded material in the areas undergoing rapid change due to improved managerial practices, database design tools and methodologies, and database technology.
Artificial intelligence (AI) offers new opportunities to radically reinvent the way we do business. This study explores how CEOs and top decision makers around the world are responding to the transformative potential of AI.
1. Prepared by Ms. Shery Asthana
Asst. Prof. (Greater Noida Institute of Management)
2. Training
• Training constitutes a basic concept in human resource
development.
• It is concerned with developing a particular skill to a desired
standard by instruction and practice.
• Training is a highly useful tool that can bring an employee into
a position where they can do their job correctly, effectively,
and conscientiously.
• Training is the act of increasing the knowledge and skill of an
employee for doing a particular job.
• Dale S. Beach defines training as ‘the organized procedure by
which people learn knowledge and/or skill for a definite
purpose’. Training refers to the teaching and learning
activities carried on for the primary purpose of helping
members of an organization acquire and apply the
knowledge, skills, abilities, and attitudes needed by a
3. Need for Training
1. Environmental changes: Mechanization, computerization, and automation
have resulted in many changes that require trained staff possessing
enough skills. The organization should train the employees to enrich them
with the latest technology and knowledge.
2. Organizational complexity:
With modern inventions, technological upgradation, and diversification
most of the organizations have become very complex. This has aggravated
the problems of coordination. So, in order to cope up with the complexities,
training has become mandatory.
3. Human relations:
Every management has to maintain very good human relations, and this has
made training as one of the basic conditions to deal with human problems.
4. Change in the job assignment:
Training is also necessary when the existing employee is promoted to the
higher level or transferred to another department. Training is also required
to equip the old employees with new techniques and technologies.
4. Importance of Training
(i) Higher Productivity:
It is essential to increase productivity and reduce cost of production for
meeting competition in the market. Effective training can help increase
productivity of workers by imparting the required skills.
(ii) Quality Improvement:
The customers have become quality conscious and their requirement keep
on changing. To satisfy the customers, quality of products must be
continuously improved through training of workers.
(iii) Reduction of Learning Time:
Systematic training through trained instructors is essential to reduce the
training period. If the workers learn through trial and error, they will take a
longer time and even may not be able to learn right methods of doing work.
5. (iv) Industrial Safety:
Trained workers can handle the machines safely. They also know the use of
various safety devices in the factory. Thus, they are less prone to industrial
accidents.
(iv) Reduction of Turnover and Absenteeism:
Training creates a feeling of confidence in the minds of the workers. It gives
them a security at the workplace. As a result, labour turnover and absenteeism
rates are reduced.
(vi) Technology Update:
Technology is changing at a fast pace. The workers must learn new techniques
to make use of advance technology. Thus, training should be treated as a
continuous process to update the employees in the new methods and
procedures.
7. On the Job Training
1. Job Rotation:-This training method involves movement of trainee from one
job to another gain knowledge and experience from different job
assignments. This method helps the trainee understand the problems of
other employees.
2. Coaching:-Under this method, the trainee is placed under a particular
supervisor who functions as a coach in training and provides feedback to
the trainee. Sometimes the trainee may not get an opportunity to express
his ideas.
3. Job instructions:-Also known as step-by-step training in which the trainer
explains the way of doing the jobs to the trainee and in case of mistakes,
corrects the trainee.
4. Committee assignments:-A group of trainees are asked to solve a given
organizational problem by discussing the problem. This helps to improve
team work.
5. Internship training:-Under this method, instructions through theoretical
and practical aspects are provided to the trainees. Usually, students from
the engineering and commerce colleges receive this type of training for a
small stipend.
8. Off the Job Training
1. Case study method:
Usually case study deals with any problem confronted by a business which
can be solved by an employee. The trainee is given an opportunity to analyse
the case and come out with all possible solutions. This method can enhance
analytic and critical thinking of an employee.
2. Incident method:
Incidents are prepared on the basis of actual situations which happened in
different organizations and each employee in the training group is asked to
make decisions as if it is a real-life situation. Later on, the entire group
discusses the incident and takes decisions related to the incident on the basis
of individual and group decisions.
3. Role play:
In this case also a problem situation is simulated asking the employee to
assume the role of a particular person in the situation. The participant
interacts with other participants assuming different roles. The whole play will
be recorded and trainee gets an opportunity to examine their own
performance.
9. 4. In-basket method:
The employees are given information about an imaginary company, its activities and
products, HR employed and all data related to the firm. The trainee (employee under
training) has to make notes, delegate tasks and prepare schedules within a specified
time. This can develop situational judgments and quick decision making skills of
employees.
5. Business games:
According to this method the trainees are divided into groups and each group has to
discuss about various activities and functions of an imaginary organization. They will
discuss and decide about various subjects like production, promotion, pricing etc. This
gives result in co-operative decision making process.
6. Grid training:
It is a continuous and phased programme lasting for six years. It includes phases of
planning development, implementation and evaluation. The grid takes into
consideration parameters like concern for people and concern from people.
7. Lectures:
This will be a suitable method when the numbers of trainees are quite large. Lectures
can be very much helpful in explaining the concepts and principles very clearly, and
face to face interaction is very much possible.
10. 8. Simulation:
Under this method an imaginary situation is created and trainees are asked to act
on it. For e.g., assuming the role of a marketing manager solving the marketing
problems or creating a new strategy etc.
Vestibule Training:-
9. Management education:
At present universities and management institutes gives great emphasis on
management education. For e.g., Mumbai University has started bachelors and
postgraduate degree in Management. Many management Institutes provide not
only degrees but also hands on experience having collaboration with business
concerns.
10. Conferences:
A meeting of several people to discuss any subject is called conference. Each par-
ticipant contributes by analyzing and discussing various issues related to the topic.
Everyone can express their own viewpoint.