Training Report

In: Business and Management

Submitted By gaurangipatel
Words 3907
Pages 16
TRAINING POLICY - MANAGEMENT TRAINEE
(POLICY No.SFPL/CORP-HR/04)

(Revised-w.e.f. 01 April 2012) Training is the corner stone of sound management. It is imperative on our part to impart appropriate training to the Management Trainees. Training is actively and intimately connected with all the personnel and managerial activities. If imparted effectively, it leads to: Increase in productivity Quality Improvement Fulfillment of future personnel needs. Improvement of Organizational Climate. Prevention of Obsolescence. Increase in employees’ efficiency and overall effectiveness.

An effective training generally fulfills the following objectives: Bridge the gap between institution and the industry. Provide motivation to the trainee to improve his/her job performance. Develop a willingness to change. Provide for active participation by the trainees. Provide feedback. Permit practice where appropriate.

OBJECTIVE OF SHEELA GROUP MANAGEMENT/TECHNICAL TRAINEE SCHEME: It is universal truth that fresh recruits who come directly from universities/institutes are having more theoretical knowledge and are not exposed to the practical application of the subject. It is, therefore, essential for any organization to mould them in a manner which suits our industry. The organization has, therefore, devised Management Trainee Scheme to achieve the objective to reducing the gap between institution and industry and to provide them an environment where they learn by doing practical things. SHEELA GROUP TRAINING SCHEME: Management Trainee Scheme has been designed to suit the needs of company at various hierarchical levels as well as varying functional backgrounds. The following shall be recruited as Management Trainees:1. 2. B.E./B. Tech./M.E./M/ Tech./M.C.A. M.B.A./PGDM/C.A./I.C.W.A.

DURATION OF TRAINING: The duration of training is 52 weeks (one year). Before completion of 52 weeks, their…...

Similar Documents

Training

...Chapter 7 Prevention of Sexual Harassment 7–1. Overview The prevention of sexual harassment is a commander’s responsibility. The EOA plays a pivotal role by assisting the commander with policy awareness, training, command climate assessments, complaints processing and overall advisory assistance concerning the prevention of sexual harassment. 7–2. Chain of command responsibilities Commanders and supervisors will— a. Ensure that assigned personnel (to include RC personnel under their jurisdiction) are familiar with the Army policy on sexual harassment. b. Publish and post written command policy statements for the prevention of sexual harassment. All statements will be consistent with Army policy. They will include the local command’s commitment to the Army’s policy against sexual harassment and will reaffirm that sexual harassment will not be tolerated. The statement will explain how and where to file complaints and will state that all complainants will be protected from acts or threats of reprisal. Each ACOM/ASCC/DRU, installation, separate unit, agency, and activity down to company, troop or battery level will publish a sexual harassment command policy statement. Units should coordinate these policy statements with the servicing staff judge advocate or legal advisor before publishing them. c. Continually assess and be aware of the climate of command regarding sexual harassment. Identify problems or potential problems. Take prompt, decisive action to......

Words: 36437 - Pages: 146

Project Report - Training and Development of Employees

...PROJECT REPORT - TRAINING AND DEVELOPMENT OF EMPLOYEES Objectives of the Project Report Training and Development of Employees Finding is the main objective of this project report and some of the sub-objective in this report. They are : * To know the effectiveness of the training programme conducted by the company. * To know whether employees are aware about their responsibilities and authorities or not. * To improve Organizational Climate and increase the morale of employees. * To know whether training programme is conducted successfully or not. * To know about the work culture of the organization. Training and Development of Employees : Training and Development of Employees : After employees have been selected for various positions in an organization, training them for the specific tasks to which they have been assigned assumes great importance. It is true in many organizations that before an employee is fitted into a harmonious working relationship with other employees, he is given adequate training. Training is the act of increasing the knowledge and skills of an employee for performing a particular job. The major outcome of training is learning. A trainee learns new habits, refined skills and useful knowledge during the training that helps him improve performance. Training enables an employee to do his present job more efficiently and prepare himself for a higher-level job. The essential features of training may be stated thus: * Increases......

Words: 7821 - Pages: 32

Report on Training & Development

...also influences their employees various steps,like gives their employees various training and knowledge’s .For this reason these employee more motivated and ready to make much more contribution to the organization Mainly we focus this report how to maintain and what types of methods follow in training and development process. We also focus five steps. How to evaluated their employees performance appraisal. And tried to our best think,what types of training and development process should be followed for their employees increasing knowledge and skills. We are acquired more experience to research and analysis this report, that help us future job performance. We also learn various things. We collecting data and some valuable information by internet from Nestle Bangladesh Ltd. Official web-site,friend and annual report. We create these report by Microsoft office 2003. Finally,We thanked those people who are help through valuable information.Also special thanks our honorable Teacher Ayesha Bintte Saifullah for her guideline. INTRODUCTION 1.1: Background of the Report An employee might more knowledgeable and skilful by training and development program or process that maintaining an effective level job performance. So it acts an important role in HR department. As a part of BBA program, our Human Resources practices in Bangladesh course teacher Ayesha Binte Safiullah assigned us to prepare a report on HRM process and practice process in a multinational organization as......

Words: 3113 - Pages: 13

Training

...IMPACT DOES TRAINING HAVE ON EMPLOYEE COMMITMENT AND EMPLOYEE TURNOVER? SCOTT BRUM University of Rhode Island Training is of growing importance to companies seeking to gain an advantage among competitors. There is significant debate among professionals and scholars as to the affect that training has on both employee and organizational goals. One school of thought argues that training leads to an increase in turnover while the other states that training is a tool to that can lead to higher levels of employee retention (Colarelli & Montei, 1996; Becker, 1993). Regardless of where one falls within this debate, most professionals agree that employee training is a complex human resource practice that can significantly impact a company’s success. The training industry as a whole has shown significant growth through the years. Statistics indicate that investment in training is continuing to grow as more and more companies realize its importance. In 1995, $7.7 billion was spent on the wages and salaries of in-house company trainers and $2.8 billion was spent on tuition reimbursement (Frazis, Gittleman, Horrigan, Joyce, 1998). The American Society for Training and Development found that in 2004, the average annual training expenditure per employee was $955, which is an increase of $135 per employee from the previous year. The number of formal learning hours per employee also rose from 26 hours in 2003, to 32 hours in 2004 (atsd.com, 2005). As the investment in various training......

Words: 7802 - Pages: 32

Training

...IMPACT DOES TRAINING HAVE ON EMPLOYEE COMMITMENT AND EMPLOYEE TURNOVER? SCOTT BRUM University of Rhode Island Training is of growing importance to companies seeking to gain an advantage among competitors. There is significant debate among professionals and scholars as to the affect that training has on both employee and organizational goals. One school of thought argues that training leads to an increase in turnover while the other states that training is a tool to that can lead to higher levels of employee retention (Colarelli & Montei, 1996; Becker, 1993). Regardless of where one falls within this debate, most professionals agree that employee training is a complex human resource practice that can significantly impact a company’s success. The training industry as a whole has shown significant growth through the years. Statistics indicate that investment in training is continuing to grow as more and more companies realize its importance. In 1995, $7.7 billion was spent on the wages and salaries of in-house company trainers and $2.8 billion was spent on tuition reimbursement (Frazis, Gittleman, Horrigan, Joyce, 1998). The American Society for Training and Development found that in 2004, the average annual training expenditure per employee was $955, which is an increase of $135 per employee from the previous year. The number of formal learning hours per employee also rose from 26 hours in 2003, to 32 hours in 2004 (atsd.com, 2005). As the investment in various training......

Words: 7802 - Pages: 32

Training

...RE: Different methods of training(A) On the Job Training Methods On the job training methods are by far the most commonly used in training for all levels of personnel. The object of on the job training is to bring the employees to at least a minimum acceptable standard of performance in the shortest possible lime. The worker by these methods learns to master the operations involved on the actual job situation under the supervision of his immediate loss who has to carry the primary burden of conducting this training. Various methods of on the job training are as follows:- (1) On specific Job—The most common or formal on the job training programme is training for specific job. Current practice in job training has been strongly influenced by the war time training within industry which was first designed to improve the job performance through job instruction training. There are following methods of training: (A) Experience—This is the oldest method of on-the- job training. But as a sole approach, it is wasteful, time consuming and inefficient. It has been observed that it should be followed by other training methods to make it more effective. In a survey, it was found that they kept up to date through a variety of activities which were largely unrelated to formal continuing education courses. On the job, problem-solving and colleague interactions were prompted as being most important for professional growth by 62 per cent respondents. (B) Coaching-On-the-job coaching......

Words: 2481 - Pages: 10

My Weekly Report in My Training in Pizza Hut Sm Cebu

...Joanna Paula Uy Gonzales BSHRM 2 1st Week of December I was very excited that finally I can have my OJT because in my imagination having an OJT is fun, but it was wrong, because it is not an easy job. On my first day of my training I was oriented by Ms. Emily Roma the Manager of Pizza Hut SM Cebu. She was a very strict manager because she wants that everything is perfect. So as a trainee I feel frighten to her. On my first week, I can really feel the pain in my legs and feet. On that first week of my OJT I wanted to quit, because I feel exhausted after my shift. But I pursue to continue to have my OJT because it is for my own good. Ms. Emily assigned me at making the pizza which is pretty cool for me because I really want putting toppings in the pizza. At first it is quite hard for me because I don’t know the flavors of the pizza yet. Kuya Hammer and Kuya Jason are the one who taught me what toppings that to be put in a certain flavor of the pizza and its standard amount, like mozzarella cheese, ham, pineapple, etc. 2nd Week of December It is already the second week of my trainee but still I didn’t memorize yet the flavor of the pizza but I really try my best to know them all. So I always keep on asking to Kuya Hammer and Kuya Jason what pizza flavor they are making. The first flavor I know is the “ALOHA” which has a mozzarella cheese, diced ham, spiced ham, and pineapple....

Words: 280 - Pages: 2

Summer Training Report

...A Summer Training Report “FINANCIAL RATIOS ANALYSIS” AT ALOK INDUSTRIES LIMITED VAPI (FROM 10TH MAY 2010 TO 10TH JULY 2010) FOR THE PARTIAL FULFILLMENT TO DEGREE OF MASTER OF BUSINESS ADMINISTRATION Department of Business and Industrial Management, Veer Narmad South Gujarat University Surat Submitted to: - Submitted by:- Ms. NAMRATA KHATRI. DHAVAL SHAH, (MENTOR & FACULTY MEMBER, MBA (FT), SEM II, DBIM,VNSGU) DBIM, VNSGU PREFACE In this development and changing world, I feel proud for being a student of MBA full time course offered by DEPARTMENT OF BUSINESS AND INDUSTRIAL MANAGEMENT, VEER NARMAD SOUTH GUJARAT UNIVERSITY, SURAT. This report states about the all the departments and their workings policies at the ALOK INDUSTRIES LTD, PROCESSING PLANT BALITHA, TALUKA PARDI, VALSAD Finance and Function of Finance are the part of Economic activities. As this report also include the Financial Ratio Analysis which checks upon the efficiency of the firm. Ratios indicate the trend or progress or downfall of the firm and are aid to measure financial solvency. This project start with industry analysis, introduction of the company and organization, four major departments of the firm they are finance, marketing, production and human resource. Which are included in general training part and specific research......

Words: 14361 - Pages: 58

Summer Training Report

...A REPORT ON (A STUDY ON FINANCIAL PERFORMANCE OF ORIENTAL STRUCURAL ENGINEER’S PVT. LTD.) By: VISHAL (ORIENTAL STRUCTURAL ENGINEER’S PVT. LTD.) (Date: 2ND JUNE TO 31st JULY) A REPORT ON (A Study on Financial Performance of Oriental Structural Engineer’s Pvt. Ltd) By (Vishal) (PGDM) A report submitted in partial fulfillment of The requirements of PROGRAMME (2013-2015) Delhi school of Business-VIPS, Technical Campus Company Guide: C.A Anand Shukla Faculty Guide: Dr.Indira Bharadwaj Company Name: OSE Pvt. Ltd. College name: Delhi school of Business Designation: DGM-Finance Designation: Associate Professor, Finance DECLARATION I hereby declare that this project report “A STUDY ON FINANCIAL PERFORMANCE OF ORIENTAL STRUCTURAL ENGINEER’S PVT. LTD.” is my own work, to the best of my knowledge and belief. It contains no material previously published or written by another person nor material which to a substantial extent has been accepted for the award of any other degree or diploma of any other institute, except where due acknowledge has been made in the text. Name: Vishal Roll No.201301021 Date: 31-07-14 PGDM-2013-2015 CERTIFICATE This is to certify......

Words: 11438 - Pages: 46

Practical Training Report

...get this type of knowledge is through on the job training. By working as an intern, we can see the good, the bad, and the ugly about a job, which will help us decide if we have chosen the right major. Since we still studying, we can always change majors if you find out you aren't suited for a particular field. Objectives/Purpose of Industrial Training Currently I’m completing my Diploma in International Business at the MARA Professional College at Seri Iskandar, Ipoh. I’m in my 3rd year and therefore I have to conduct a 3 month internship. The reason I do my internship is because I wanted to benefit from experience from the work place of the international business world and to learning, improve and develop new sets of skills. One of my main goals is to improve my English. Another goal is that I’m planning to study the workplace environment. This is why I choose to follow my internship abroad; to learn and develop new sets of skills and to experience working abroad. The reason I choose SA Kargo for my internship is because that the company itself is an international freight forwarding and it is the best to practice my previous international business studies. It seemed convenient for me knowing that one of my relatives is nearby, someone who can help me and show me the way in Shah Alam while doing my internship. In this internship report I will describe my experiences during my internship period. The internship report contains an overview of the internship company......

Words: 6255 - Pages: 26

Training

...Unit 9 – Training This document is a report regarding on training in the business world and this report includes the following: * Expected outcomes * Process of identifying needs * Training methods used * Costs and benefits of training methods used * Constraints (factors affecting training methods used) * Appropriateness and an evaluation of training programmes Training refers to acquiring job specific skills and abilities, learned at work or somewhere else and provides employees with new skills and knowledge. There are 3 methods of training that can be used in the business and these are: * Induction * On-the-job training * Off-the-job training Induction Training is a programmed designed to introduce new employee to their job and it is used to explain the roles of the staff, familiarise the worker with their job, explain the procedures used in the business, make the employee as efficient as possible and encourage the new workers to be committed to the organisation. During the training, the new workers will have the opportunity to; ask questions, find out what goes on and where to go, meet the people they will be working with and familiarise themselves with the workplace. On-the-job Training is where a worker remains at their usual place of work and learns how to do their job (e.g. doctors). The advantages of this type of training are that, it is easy to organise, specific to the job and the business and it is relatively cheap....

Words: 4999 - Pages: 20

Training

...Training consists of planed programs designed for individuals, group and or organizations to improve performance, in turns that implies that measurable changes knowledge, skills, attitudes and social behavior. “When we examine the training enterprise as a whole, it is clear that training issues can be addressed from at least two perspectives. At the structural level, we can examine issues such as the following, among others: the aggregate level of expenditures by the various providers of training (e.g., federal, state, and local governments, educational institutions, private-sector businesses), the degree of cooperation among the providers, incentives (or lack of incentives) for providing training, who gets training, and the economic impact of training.4 These are macro-level concerns.” This means that before beginning a training, the company examine each of their employees and everything else from the government that is in charge and the laws that makes them work legally and everything else. In the United States there a few training trends that suggest the time and the money that could be budgeted from a company for the next decade. These contains automation, continuing worker displacement, acquisitions, downsizing. In 2004 for an example 87% of US employees worked in service based industries, which they had major challenges as for: 1. Hyper competition 2. A power shift to the customer 3. Collaboration across organizational and geographic boundaries 4. The need......

Words: 1287 - Pages: 6

Industrial Training Technical Report Format

...INDUSTRIAL TRAINING TECHNICAL REPORT FORMAT Nigerian students studying science based courses in their 300 & 400 level depending on their course of study are supposed to embark on industrial training for a period of 3 months to one(1) year and this carries about 3-6 units in their second semester credit load. After the industrial training (I.T) period each student is supposed to write a technical report of his or her I.T experience this bears 25% of the total siwes marks. ALLOTMENT OF MARKS AS APPROVED BY ITF Log book Record/ Presentation: 25 marks Technical Report: 25 marks Attitudinal Observation: 10 marks Employers Report: 25 marks Oral interview by department (I.T defence): 15 marks. This makes technical report a major issue in gaining good grades from siwes. In writing a technical report the following format should be used COVER PAGE : This should contain the students name, department, matriculation Number, period of attachment (dates should be quoted), your employers name and location. DEDICATION PAGE for example . I dedicate this report to the almighty God. ACkNOWLEDGEMENT eg I will like to acknowledge my parents for their immense support, my lecturers and all who have contributed to this point in the success of my accademic pursuit. TABLE OF CONTENTS this should contain the afore mentioned and four chapters. CHAPTER 1 : This should contain the introduction, brief history of the firm where training was carried out and organisational chart. CHAPTER 2 :......

Words: 295 - Pages: 2

Report of the Practical Training

...Федеральное агентство по образованию ФГОУ СПО «Челябинский колледж информатики, информационных технологий и экономики» Отделение «Информационные технологии» ОТЧЕТ о прохождении квалификационной практики (стажировки) по специальности 080802.51 __________________________________________ Место прохождения практики: _____________________________ Руководитель практики от предприятия: _____________________________ _____________________________ Руководитель практики от ЧКИИТиЭ: _____________________________ Челябинск, 2011 Содержание Введение 1 Структура предприятия 2. Архитектурное построение персональных компьютеров. 3 График работы 4 Должностная инструкция «Техника-программиста» 4.1 Общая цель должности 4.2 Требования к квалификации 4.3 Должностные обязанности 4.4 Права 4.5 Ответственность 5 Производство и производительность 5.1 Производство 5.2 Производительность 6 Порядок расследования несчастных случаев на производстве 7 Предварительный каскад УНЧ Заключение Введение В соответствии с учебным планом я походил производственную практику в обществе с ограниченной ответственностью “Люкс Вода” С 24-го мая 2010-го года по 3-тие июля 2011-го года. Я был принят для прохождения производственной практики в штат общества на должность техника-программиста. Совместно с руководителем практики непосредственно в обществе был составлен план осуществления работы, который я успешно выполнил. В процессе прохождения производственной практики я: -......

Words: 3473 - Pages: 14

Training

...Learning and Development Identified Training needs: Some of the training needs we identified based on the case study were as follows: 1. Gender Sensitivity Training 2. Job skill training 3. Safety Training. Some of the methods that might be used to identify training needs are: 1. Surveys 2. Interviews- gender sensitivity training 3. Skill Matrix Gender sensitivity: Identifying the needs: We have used the interview format to identify this. Since the interview will be dealing with a very emotional and sensitive information, the interviewer must be chosen carefully and have good listening skills. All information must be kept confidential, and the interviewee will be assured of this. The interview will be semi-structured. Some questions are: 1. Do you think men and women with equal efficiency can do all kinds of work? 2. Are women paid less as compared to their male counterparts? 3. Do you feel your work is not taken seriously and/or your say is not considered in decisions by male colleagues? (ask a female employee) 4. Have you ever been sexually harassed at the workplace? 5. Do you think women cannot be good bosses? (ask a male employee) 6. Are women given flexibility in work hours? Training method : Class-room teaching What will be covered: * Getting to know each other-Expectations & Anxieties-To analyze perceptions and Understanding, * Causes of Misunderstandings * Understand the perception men and women have about...

Words: 1560 - Pages: 7