Synopsis on Training and Development Project Report by krb13351


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   Chanpreet S Grover                                            Jaspreet Arora
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                  Research Methodolog y

          The information has been collected through carrying
out a detailed study on the topic and by visiting call centers

Primary research:

        Primary    research   has   been   collected   by   visiting
various call centers and asking them the questions related to
the topic. For this purpose a questionnaire was also prepared
and filled in. I meet with the team leaders of the call centers.
Their answers are framed properly and used in the project.

Secondary research:

              Secondary research was collected by searching the
web pages of various sites. The names of the sites have been
given in the references. References have been also taken from
the “Human Resources Management Book” also.

      Taking a look at the wo rld of human beings is a rewarding
experience.      Contrasts           abound     in     this     world.        Beauty    is
juxtaposed with ugliness, mercy with cruelly and compassion
with indifferences, health with disease, happiness with misery,
industriousness        with    laziness       and      affluence      with      poverty.
These     contrasts     remain        so,    despite    the     passage        of   time,
sweeping       political      and      economic        changes        and       cultural
differences. Contrast notwithstanding, one thing is certain – it
is the people who make an organization a success or allow it to
be domed. To manage them, motivate them and attract them is
ever easy.

        What     makes         all    that     appeal         easy       is     “HUMAN

      It is a management function that helps managers’ recruits,
select,   trains      and     develop       members       for    an      organization.
Obviously, HRM is concerned with the people’s dimensions in
the organizations. HRM understands the organizations are not
mere bricks, mortars, machineries or inventories. They are
people. W ho staff and manage the operations. It involves the
applications of mana gement’s functions and principles. These
are   applied    to    acquisitioning,         developing,        maintaining          and
training employees.
     The scope of HRM is indeed vast. All major activities in
the working life of a worker – from the time of his or her entry
into an organ ization until he or she leaves – comes under the
preview of the HR.

     HRM refers to a set of programs; functions and activities
designed and carried out in order to maximize both employees
as well as organization effectively.
                        79 pages report

C h a pt e r 1   T r a i ni n g a n d De v e l o pm e nt

C h a pt e r 2   H ow t o I d e nt i f y T r a i ni n g N e e d s

C h a pt e r 3   T r a i ni n g P r o c e s s & M e t ho d s o f Tr a i ni n g

C h a pt e r 4   O bj e c t i v e s of T r a i ni n g

C h a pt e r 5   E f f e c t i v e ne s s a n d E v a l ua t i o n of
                 T r a i ni n g

C h a pt e r 6   F ol l ow u p of Tr a i ni ng

C h a pt e r 7   C a s e S t u d y o n C a l l Ce nt e r
                    1. 3G
                    2 . Ai r S a ha r a

C h a pt e r 8   Conclusion

C h a pt e r 9   An n e x u r e Q ue s t i o n na i r e
C h a pt e r 1 0     B i bl i o gr a p h y

                       EXECUTIVE SUMM ARY

        Training      and     development         activities     are    designed,
considerable costs not withstanding, to impact specific skills,
abilities and knowledge. Distinction is often made between
training    and       education        and   between           these    two   and
development, training refers to imparting specific skills.

        Training refers to imparting specific skills. Ed ucation is
process     of     theoretical    learning   in    classroom.         Development
refers to learning opportunities designed to help employees
grow and         evolve a vision about the future.

        All the three form a part of training and development only
target groups pf emplo yees differ. Training is confined to shop -
floor    workers      and    development      is     meant      for    executives.
Education, of course, is need for all employees, irrespective of
their hierarchy.
     Skills, education, development, ethics, attitudinal changes
and decisions- making skills must go into any programme of
training and development.

     A programme of training and development is important as
it lends stability and flexibility to an organization, besides
contributing to its capacity to grow.

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