{draw:g} {draw:g} {draw:g} Contents {text:bookmark-start} Executive Summary {text:bookmark-end} Training and development is a vital part of HRM and is incomplete without proper performance management. The article discusses the training and development in detail as practiced at HSBC Bank in Pakistan. It is conducted in four steps. First Training need analysis is done where the existing skills and knowledge of employees are evaluated and then training requirements are assessed. Then in the second step appropriate program is designed to fulfill the training requirements and in the third step that training is conducted. In the fourth and last step the employees are again evaluated to check the effectiveness of the program. The training …show more content…
This involves discussion on the type of training that will be given to the employee. The design for training of each employee is different. For example, a training program of a cashier is much different than a person who looks after accounts. Sometimes there are also cross training programs, where employees are provided on the job training on different jobs that are there within a bank’s branch. This usually happens when a branch is small. Hence an employee working in a branch has the skills of doing all the jobs. {text:bookmark-start} Delivery {text:bookmark-end} This is the actual delivery of the program. Employees in the cross training program spent at least six month in getting trained for every job in the branch. The purpose of cross training is to have flexibility in the operations of the branch. Most of the training is on the job, but certain jobs require training off the job. Sometimes employees are also sent abroad. This usually happens in high level jobs. {text:bookmark-start} Evaluation {text:bookmark-end} An assessment is conducted after the program to determine how much the program is effective. A post performance appraisal is conducted where employees are interviewed as well as observed by their supervisors. If any deficiencies are found, employees are sent for training again. {text:bookmark-start} The Training and Development Program {text:bookmark-end} Using this cycle, HSBC puts a very specific
The first three days a company begins their operation the bank will be contacting then so they can open an account. The bank also uses this policy and practice when it comes to managing and developing their employees. The Bank feels that training is extremely important. The bank feels that the training and developing will build up their employees so they are able to perform to their best ability. The bank feels that learning is a win-win situation. The employees succeed in life and also on the job (Shukla-Pandey, 2012).
When the organization invests in training and development to improve the knowledge and skills of its employees, the investment is expected to yield productive and effective employees. The programs could be focused on individual performance or team performance depending on the development need identified by a training needs analysis which helps in the creation and implementation of training and management development programs. In the view of Grobler, Warnich, Carrel, Elbert and Hatfield (2004:345), training needs have to be determined first.
What is a training program? A training program are programs created for teaching employees in particular skills. Employee training is an essential in maintaining a great staff and keeping everyone communicating. Having a training program that is well created to establish and achieve maximum results. The requirements of the training program are recognized during a training needs analysis (TNA). When a training program is executed properly, it would increase total production and provide the understanding, skills and approaches the employee would need to have a successful performance. The paper would reflect the creation of a two-part training program for twenty employees which would cover the training necessity to push the
Training is an important facet of developing and managing human resources at any organization. Training should improve not only organizational efficiency and employee productivity but it must also improve employee skills and make employees feel valued. At Clapton Commercial Construction (“CCC”) Company’s Arizona location, it is important for the company to hire and retain good employees. To that end training and development should be essential and consistently provided to employees at all levels of the organization. Training program should be designed so that it is tailored to the particular function the employees perform in the company, and also so that the company as a whole works as a
As a part of our study, we tried to understand the training method adopted by various organizations for different classes of employees under different verticals. In essence, unlike the other facets of HR, training and development methodologies do not differ much across verticals in an organization. However, the methodologies vary as per the type of employee who is undergoing the program.
Most organizations do not follow-up on the benefits of training as regards staff performance. As a result of this they don’t take training and development as an important factor in organizational growth and survival. Most manages do not know how to assess the return on investment in training, nor are they equipped with the necessary management tools to monitor the decision making process of such investment. It has been discovered that training and development budget is the first cut when the organization is faced with difficulties because most of them are of the opinion that investment in the area of training and development is not linked to the bottom line of the business. Globalization and rapid technological development has changed the conditions for companies and increased competition in the world markets. The quality of a company’s human resources is the key driver for sustained top-level performance. It has become crucial to continually invest in human resource development in order to guarantee success in the global market. As earlier said, managers engage in minimal training thereby not giving quality training to their employees, this in turn affects the overall outcome of the training and the performance of the staff. Most organizations that have a competitive image see more reasons to train their workers than those who are on the lower rung of the ladder of recognition, but training and development is still needed to create a niche. In the light of the above,
Human Resource Management (HRM) is the terminology used to illustrate formal systems devised for the management of people within an organization. It is the method of managing an organization or company that is directly related to the employees of that particular organization. The success of a business often rely heavily on the performance of managing human resource. Maximizing the desires and benefits of an organization and helping a business grow by rewarding employees to help motivate and push them in their performance is one of the main aim of HRM. By doing this, it will have a positive impact on both the company and it’s entire organization.
It is necessary for human resource management to have a proper human resource planning. “Human resource planning involves planning that assure a firm’s needs for employees”, says Madura. She also includes that human resource planning consists of three tasks which are forecasting staffing needs, job analysis (Madura, 2007). Recruiting and selecting the right employee is not enough. There is a necessity to provide continuous training and development to the employees to be more productive and efficient. With great training, it enables the employees to be more innovative, creative, motivated and thus increase their working performance. Training can be through various types such as on the job training, off the job training, job rotation and scholarships.
When the process of recruitment is complete, the next tasks involve developing the personnel through exposure and training. The process of training and personnel development has the objective of enabling the employees to develop necessary skills for optimal performance of their respective roles. Therefore, the human resource development manager has to come up with effective schedules for training and developing the newly recruited
According to Decenzo and Robbins (1994), “Human Resource Management is a process of procuring, developing and maintaining the performance level of the employees to achieve the organizational goals in an efficient and effective manner”. The HRM practices of recruiting and selecting employees, training them for their job, evaluating their
The HR development has to ensure every organization has the skills of development, knowleage and experience in order to keep the long-term and short-term ambitions of learning and developing by themselves.
Introduction: HRM plays a vital role in supporting business strategies while taking any business decisions at higher level of organizations. Human Resource Management which can make the effective use of human resource in order to enhance organizational performance and as a strategic business partner, human resources management can justify adequate funding for human resources activities. This assignment aims to investigate different human resource management issues. It will also provide us a clear view about the role and importance of HRM in achieving organisational effectiveness. It discusses about the formulation and implementation of HR strategies along with the contemporary issues impacting SHRM.
The Saudi Arabia Ministry of Foreign Affairs has a five year applied strategic plan (ASP) to develop the performance of its human resources. This ASP is put in place to help senior leaders establish a better outcome form new hired employees at the ministry. The purpose of this ASP is to draft a roadmap for new employees to enroll in training and gain techniques. The foundation of this plan is training for employees on learning new techniques. That the human resources (HR) applied strategic plan is in place, but not very efficient to accomplish their goals. A re-examination is needed.
The general objective of the study is to investigate the effects of training and development programmes to employees
This research focuses on the impact of training and development on employees’ performance in the banking industry using Zenith bank plc as a case study.