Embed Size px x x x x Post on Aug 45 views. Category: Documents 3 download. Ganesh Raja, Professor B. Murthy, Dr.
|Published (Last):||17 December 2016|
|PDF File Size:||17.1 Mb|
|ePub File Size:||16.49 Mb|
|Price:||Free* [*Free Regsitration Required]|
Embed Size px x x x x Post on Aug 45 views. Category: Documents 3 download. Ganesh Raja, Professor B. Murthy, Dr. Without your knowledge and assistance this study, research, and internship would not have been successful. All your valuable information combined with good environment and facilities has motivated me throughout my project and internship.
In addition, I would also like to thank my beloved family for their understanding and endless love, throughout studies and all phase of life. Topic Page no. Since every job has become quite technical and specific to each organization, we find there are fewer employees whose qualifications meet the company requirements.
Training Needs or Training Needs Analysis is the process of identifying the gaps related to training and look into each aspects of a domain, so that certain skills and concepts can be easily identified and an individual can be trained accordingly.
How to identify training needs? However, there are some cardinal rules which should be followed while identifying the training needs for each employee. Companies should not assume that different employees will require the same training or expect to achieve unrealistic goals, with or without training. In addition, imposing training on unwilling employees is also simply ruled out. To meet training needs successfully, companies should focus on critical activities and periodically review the outcomes of training.
For the both the topics the research methodology involved are questionnaire. The questionnaire are surveyed among the said sample size which is 30 in both the cases, collected and the analysis is done on the excel sheet. With help of this analysis graphs are plotted and conclusions are drawn.
It is an Indian state owned oil and gas company, headquarters in Mumbai, India. It is Indias largest commercial enterprise; ranking 83rd on the Future Globe lists in Recently Indian Oil has also introduced a new business line of supplying LNG liquefied natural gas by cryogenic transportation. This is called "LNG at Doorstep". MISSION To achieve international standards in all aspects of energy and diversified business with focus on customer delight through value of products and services and cost reduction.
To maximize creation of wealth, value and satisfaction for the stake holders. To attain leadership in developing, adopting and stimulating state of art technology for competitive advantage. To provide technology and services through sustained Research and Development. To foster a culture of participation and innovation for employees growth and contribution. To cultivate high standards of business ethics and total quality management for a strong corporate identity and brand equity.
To help enrich the quality of life of the community and preserve ecological balance and heritage through a strong environment conscience. Indian Oil Corporation Limited also faces competition from Essar Oil has a global portfolio of onshore and offshore oil and gas blocks, with about 35, sq km available for exploration. In marketing, the company operates a network of over 1, retail outlets across India, with another under various stages of commissioning. Human resource management refers to the policies, practices and system that influence employees behavior, attitudes and performance.
Human Resource practices play a key role in attracting, motivating, rewarding and retaining employees. To be effective, training must play a strategic role in supporting the business. Training refers to a planned effort by a company to facilitate employees learning of job related competencies.
These competencies include knowledge, skills, or behaviors that are critical for successful job performance. The goal of training is for employees to master the knowledge, skill, and behaviors emphasized in training programs and to apply them to their day to day activities.
For a company to gain a competitive advantage, its training has to involve more than just skill development. Many companies have adopted this broader perspective, which is known as high leverage training. High Leverage Training is linked to strategic business goals and objectives, uses an instructional design process to ensure the training is effective and compares or bench.
Guide Me On How To Design HR Competency Framework & Samp
Trainers and Coaches spend an enormous amount of time and effort in helping these executives develop the right skills and mind-sets so that they are able to practice delegation in a manner that is befitting their level and context in the organisation. Unfortunately, there is a popular notion within organizations that more managers and leaders need help with overcoming their tendency to micro manage. As a corollary, it is believed that abdication is seldom an issue and developmental challenge and has therefore received very little attention among trainers, coaches and even thought leaders. In other words there is an assumption that a vast majority of executives are taking more charge than they should and that we do not have as much of a problem with people not taking charge at all. My experience tells me that this is a huge fallacy. My first point is that executives in organisation suffer from both problems — micro management and abdication. My second point is that there is a certain correlation between organisational hierarchy and the prevalence of this problem in an interesting way.
iocl final report
View Larger Image. Ask Seller a Question. Publisher: McGraw Hill Education. This is an exhaustive reference for building organizational competency in order to meet challenges that exist in the present day work environment. This book, written by an eminent human resources specialist, contains very valuable material on competency, the competency mapping process, assessment centers as well as behavioral descriptions. It is a treasure chest of templates for assessments, interview questionnaires, metrics and more importantly concepts, that explain to a professional the know-how to integrate various hrm activities with a competency based system.
Ganesh Chella's Blog, page 2