JOB TRAINING METHODS AND PROCESS: STUDY ON A IT FARM
Institute of Information Technology
Submitted to
Shaheen Ahmed Chowdhury
Assistant Professor
Dept. of Marketing
University of Dhaka
Submitted by
Tanvir Ahmed Khan-BIT0305
Arif Ibne Ali-BIT0308
Nadia Nahar-BIT0327
Ahmad Tahmid-BIT0332
Date of Submission: 3rd December, 2012
Introduction:
Sending employees to training opportunities, or bringing opportunities into the company, actually infuses a business with new ideas and creative ways of solving old problems. Sometimes, just getting employees out of the day-to-day grind of their everyday work schedule is enough to jump-start energy and encourage employees to recommit to their jobs and the company. But learning new skills and interacting with new and different people has a direct impact on the productivity and development of the work environment.
Training is one of the major activities of the largest organizations including IT/ Software Firm. As we are conducting Training procedures running on IT firm, we need to judge the training methods that applied in the generic Software or IT firm.
Background of the Study:
The IT sector is growing at a very fast pace and is expected to earn a revenue of US $87 billion by 2008. In 2006, it has earned revenue of about US $ 40 billion with a growth rate of 30%. IT sector is expected to generate 2.3 million jobs by 2010, according to NASSCOM (National Association of Software and Service Companies)
With this rapid expansion of IT sector and coming up of major players and new technologies like SAP, the need of human resource development has increased.
According to the recent review by Harvard Business Review, there is a direct link between training investment of the companies and the market capitalization. Those companies with higher training investment had higher market capitalization. It clearly indicates that the companies which have successfully implemented training programs have been able to deliver
Submitted to
Shaheen Ahmed Chowdhury
Assistant Professor
Dept. of Marketing
University of Dhaka
Submitted by
Tanvir Ahmed Khan-BIT0305
Arif Ibne Ali-BIT0308
Nadia Nahar-BIT0327
Ahmad Tahmid-BIT0332
Date of Submission: 3rd December, 2012
Introduction:
Sending employees to training opportunities, or bringing opportunities into the company, actually infuses a business with new ideas and creative ways of solving old problems. Sometimes, just getting employees out of the day-to-day grind of their everyday work schedule is enough to jump-start energy and encourage employees to recommit to their jobs and the company. But learning new skills and interacting with new and different people has a direct impact on the productivity and development of the work environment.
Training is one of the major activities of the largest organizations including IT/ Software Firm. As we are conducting Training procedures running on IT firm, we need to judge the training methods that applied in the generic Software or IT firm.
Background of the Study:
The IT sector is growing at a very fast pace and is expected to earn a revenue of US $87 billion by 2008. In 2006, it has earned revenue of about US $ 40 billion with a growth rate of 30%. IT sector is expected to generate 2.3 million jobs by 2010, according to NASSCOM (National Association of Software and Service Companies)
With this rapid expansion of IT sector and coming up of major players and new technologies like SAP, the need of human resource development has increased.
According to the recent review by Harvard Business Review, there is a direct link between training investment of the companies and the market capitalization. Those companies with higher training investment had higher market capitalization. It clearly indicates that the companies which have successfully implemented training programs have been able to deliver
References: i.1. Training and Development in IT/Software Development Industry: http://traininganddevelopment.naukrihub.com/training-scenario/it/ i.2. MIT Training and Development: http://web.mit.edu/training/trainers/ i.3. Oxford Journal: i. The effects of general and firm-specific training on wages and performance: evidence from banking : http://oep.oxfordjournals.org/content/64/1/151.full?maxtoshow=&hits=10&RESULTFORMAT=&fulltext=Training&searchid=1&FIRSTINDEX=0&resourcetype=HWCIT ii. Quick Job Entry or Long-Term Human Capital Development? The Dynamic Effects of Alternative Training Schemes: http://restud.oxfordjournals.org/content/early/2012/06/25/restud.rds022.full?maxtoshow=&hits=10&RESULTFORMAT=&fulltext=Training&searchid=1&FIRSTINDEX=0&resourcetype=HWCIT