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BUSN3025 Seminar 1 Introduction To IHRMa-1
BUSN3025 Seminar 1 Introduction To IHRMa-1
BUSN3025 Seminar 1 Introduction To IHRMa-1
Low quality HR leads to low quality customer service. In the 21st century effective knowledge management translates into competitive advantage and profits.
Increased involvement in Complex employee mix employees personal life cultural, e.g. political, religious, personal taxation, ethical, voter registration, Educational and legal housing, childrens background education, Increased risks health, e.g. recreation and spouse emergency exits for employment serious illness personal security, kidnapping and terrorism
Human resource management, including socialization, training, and promotion via a hierarchy of ranks, job rotation, and appraisal systems that promote hard work, commitment, and competition among peers. Incremental planning and control that help a company expand little by little, focusing on new products and the relentless pursuit of operating improvements, rather than "grand designs" for competitive advantage. An extended family model that encourages and rewards commitment.
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Phases of training
Rapid Learning : An emerging form of content development, Rapid Learning helps to develop content in a short span of time using various tools Critical Training when the training requirement is critical and must be addressed immediately Minor change when the difference between what is known and what is new is minimal Short shelf life when the content in question has a very short shelf life Frequent updates when the content needs to be updated frequently.
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training process
Analyze
Inform Involve
Support
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Development
Leadership Lifecycle Programs Strategic Leaders Program (SLP)
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Programmes are also rolled out inhouse by TMTC, XLRI and IIMs for its officers. Development in managerial competencies and leadership elements etc higher education and also provides sponsorship for Masters/ Doctoral level programmes at world-class institutes
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Two institutions
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Orientation training for new recruits Management Development Programmes Functional training programmes In-company programmes for Tata Group employees Customised programmes for non-Tata group companies Business Simulation Games Language courses in Chinese (Mandarin) & French Window-on-the-World programme One year part-time (evening) certificate course in Foremanship & Supervision
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NOKIA
TRAINING AND DEVELOPMENT
We want employees to be able to develop at Nokia, both personally and professionally. We offer an integrated package of classroom training, on-the-job learning, individual coaching, and mentoring. We encourage people to learn through active participation by trying new roles at Nokia.
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To match local needs, training may be tailored and may also be available in local languages.
We operate training,
the
70-20-10
approach
to
where 70 percent of training is on-the-job learning (projects, assignments, and international transfers).
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Mentoring and coaching accounts for 20 percent, while only 10 percent of employee learning and development comes from traditional classroom training or e-learning. We encourage e-learning opportunities where possible as these are environmentally preferable and cost efficient.
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CONCLUSION
Different company have different approach and different strategy adopted. So we can say that different strategy adopted on the basis of level of standard and country culture etc.
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Thanks you
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