Trainnig and Developement

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  • Topic: Human resource management, Human resources, Training and development
  • Pages : 21 (5220 words )
  • Download(s) : 7
  • Published : December 8, 2012
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Acknowledgement

First and for most, millions of thanks to Almighty ALLAH, the most merciful and gracious who gives us all the strength, patience, courage and integrity needed to finish this report. This report is part of our course. This has to be a great experience. Completion of a report like this requires the work of many people with diverse skills and wealth of talent and single minded dedication to see their tasks through to the end. We have done so with enthusiasm, tenacity and great care. In the process of the preparation of report, we received a lot of guidance from most learned, experienced and dedicated teacher Prof. Dr. Mr. Shaukat Malik. Let us admit that without his dedicated guidance and most useful advises the task was uphill. For all this we extend our gratitude and most sincere thanks. We are also thankful to all others who assisted us in completion of our assignment.

Preface

The requirement of report is to make the students of MBA aware of the practical expertise and to acquaint them with the real management process.

With an attention of grooming the best executives of future the report have been assigned. All of us were assigned in leading organizations of business arena to gain firsthand knowledge and insight into management and working. So when we were given the chance of selecting organizations, we opted for:

* Telenor
* Ufone
* Zong

Getting a chance for working on report proved to be very beneficial for us. We gained comprehensive insight into the working of above organizations. But nothing could have been possible without the cooperation and guidance of officers of these organizations.

This report has been prepared just in accordance with these practical exposures. It has been our endeavor to stipulate our experience that the reader may clearly understand the core concepts.

Contents page#
* Introduction………………………………………………5 * Training & development…………………………………6 * Methods & steps………………………………………....7 * orientation……………………………………………......9 * Evaluation of training ……………………………………10 * Performance appraisals………………………………….11 * Company profiles……………………………………......13 * Questionnaire…………………………………………....16 * Analysis of each company……………………………....19 * Conclusion……………………………………………….23 * Recommendations…………………………………….....24 * Reference………………………………………………...25

Executive summary
In the recent years the delving importance to training and development has caught immense necessity, keeping in mind the change in business climate. Managers are today more concerned to the people they employed then the kind profit they earn. By this way they can make it sure that the best person will fight and win the profits for the company on his own need. But still HRM is confronted with different issues regarding approaches and methodologies in training and development. So the managers are now focusing entirely on the six critical trends that should be taken into account, to wit: 1. Adopt a Performance Consulting Strategy

2. Measure Results to See Impact
3. Training Delivery Is Changing
4. Training Delivery Systems Are in Transformation
5. Your Customer Is the Individual Employee
6. Training is Delivered Just-in-time, as Needed
By adopting policy to encounter these trends managers can easily retaliate to the changing needs of the business climate. Training programs should be focused more on behavioral modifications rather than skill building, and should be geared towards adding value to the organization’s competitiveness. Skill building is easier than behavioral modification. It takes time to have employees who are highly motivated and are attuned to the positive corporate culture that...
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