WLCI Programmes in HR

7/27/2019 WLCI Programmes in HR

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INTEGRATED PROJECTHR

Professional Diploma in Business Management

http://www.wlcibusiness.in
http://www.wlcibusiness.in/http://www.wlcibusiness.in/http://www.wlcibusiness.in/


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INTRODUCTION

Human resources is the set of individuals who make up the workforce of an

organization, business sector or an economy. "Human capital" is sometimes

used synonymously with human resources, although human capital typically

refers to a more narrow view; i.e., the knowledge the individuals embody and

can contribute to an organization. Likewise, other terms sometimes used

include "manpower", "talent", "labour"/"labor" or simply "people".

The professional discipline and business function that oversees an

organization's human resources is called human resource management

(HRM, or simply HR).

Human resource management, the field or department that handles the

management of an organization's workforce .It is responsible for the

attraction, selection,training, assessment, and rewarding of employees, while

also overseeing organizational leadership and culture, and ensuring

compliance with employment and labor laws

HR is a product of the human relations movement of the early 20th century,

when researchers began documenting ways of creating business value throughthe strategic management of the workforce. The function was initially

dominated by transactional work such as payroll and benefits administration,

but due to globalization, company consolidation, technological advancement,

and further research, HR now focuses on strategic initiatives like mergers and

acquisitions, talent management, succession planning, industrial and labor

relations, and diversity and inclusion and organization development.
http://en.wikipedia.org/wiki/Workforcehttp://en.wikipedia.org/wiki/Organizationhttp://en.wikipedia.org/wiki/Business_sectorhttp://en.wikipedia.org/wiki/Economyhttp://en.wikipedia.org/wiki/Human_capitalhttp://en.wikipedia.org/wiki/Human_resource_managementhttp://en.wikipedia.org/wiki/Human_resource_managementhttp://en.wikipedia.org/wiki/Employer_brandinghttp://en.wikipedia.org/wiki/Recruitmenthttp://en.wikipedia.org/wiki/Training_and_developmenthttp://en.wikipedia.org/wiki/Performance_appraisalhttp://en.wikipedia.org/wiki/Remunerationhttp://en.wikipedia.org/wiki/Leadershiphttp://en.wikipedia.org/wiki/Organizational_culturehttp://en.wikipedia.org/wiki/Labour_lawhttp://en.wikipedia.org/wiki/Human_relations_movementhttp://en.wikipedia.org/wiki/Payrollhttp://en.wikipedia.org/wiki/Employee_benefitshttp://en.wikipedia.org/wiki/Globalizationhttp://en.wikipedia.org/wiki/Mergers_and_acquisitionshttp://en.wikipedia.org/wiki/Mergers_and_acquisitionshttp://en.wikipedia.org/wiki/Talent_managementhttp://en.wikipedia.org/wiki/Succession_planninghttp://en.wikipedia.org/wiki/Industrial_relationshttp://en.wikipedia.org/wiki/Labor_relationshttp://en.wikipedia.org/wiki/Labor_relationshttp://en.wikipedia.org/wiki/Multiculturalismhttp://en.wikipedia.org/wiki/Inclusion_%28value_and_practice%29http://en.wikipedia.org/wiki/Inclusion_%28value_and_practice%29http://en.wikipedia.org/wiki/Multiculturalismhttp://en.wikipedia.org/wiki/Labor_relationshttp://en.wikipedia.org/wiki/Labor_relationshttp://en.wikipedia.org/wiki/Labor_relationshttp://en.wikipedia.org/wiki/Industrial_relationshttp://en.wikipedia.org/wiki/Succession_planninghttp://en.wikipedia.org/wiki/Talent_managementhttp://en.wikipedia.org/wiki/Mergers_and_acquisitionshttp://en.wikipedia.org/wiki/Mergers_and_acquisitionshttp://en.wikipedia.org/wiki/Mergers_and_acquisitionshttp://en.wikipedia.org/wiki/Globalizationhttp://en.wikipedia.org/wiki/Employee_benefitshttp://en.wikipedia.org/wiki/Payrollhttp://en.wikipedia.org/wiki/Human_relations_movementhttp://en.wikipedia.org/wiki/Labour_lawhttp://en.wikipedia.org/wiki/Organizational_culturehttp://en.wikipedia.org/wiki/Leadershiphttp://en.wikipedia.org/wiki/Remunerationhttp://en.wikipedia.org/wiki/Performance_appraisalhttp://en.wikipedia.org/wiki/Training_and_developmenthttp://en.wikipedia.org/wiki/Recruitmenthttp://en.wikipedia.org/wiki/Employer_brandinghttp://en.wikipedia.org/wiki/Human_resource_managementhttp://en.wikipedia.org/wiki/Human_resource_managementhttp://en.wikipedia.org/wiki/Human_capitalhttp://en.wikipedia.org/wiki/Economyhttp://en.wikipedia.org/wiki/Business_sectorhttp://en.wikipedia.org/wiki/Organizationhttp://en.wikipedia.org/wiki/Workforce


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So we describe all the things under in three parts which are given below:

1. Talent acquisition is the ongoing cycle of processes related to attracting,sourcing, recruiting, and hiring (or placing) employees within an

organization. This includes elements of employment branding, outreach,

networking, and relationship building with potential candidate communities

to continually build and enhance the talent pool for an organization.

2. Talent management refers to the anticipation of required human capital the

organization needs at the time then setting a plan to meet those needs.[1]

The

field dramatically increased in popularity after McKinsey's research and

subsequent book on The War for Talent.[2]

Talent management in this context

does not refer to the management ofentertainers.

Talent Management is the science of using strategic HR to improve business

value and make it possible for companies and organizations to reach their

goals. Everything that is done to recruit, retain, develop, reward and make

people perform is part of Talent Management as well as strategic workforce

planning. A talent management strategy needs to be linked to the business

strategy to make sense.

The onl y person who is educated is the one who has learned how to learn and

change.

- Carl Rogers

3. Learning Services and Organization Development aims to drive strategic

learning and development through robust and rigorous solutions, enabling

individuals, teams, and organizations to achieve extraordinary results in

education, research, and patient care. The unit offers classes and workshops,

program development and consulting services.
http://en.wikipedia.org/wiki/Talent_management#cite_note-1http://en.wikipedia.org/wiki/Talent_management#cite_note-1http://en.wikipedia.org/wiki/Talent_management#cite_note-1http://en.wikipedia.org/wiki/Talent_management#cite_note-Article-2http://en.wikipedia.org/wiki/Talent_management#cite_note-Article-2http://en.wikipedia.org/wiki/Talent_management#cite_note-Article-2http://en.wikipedia.org/wiki/Entertainershttp://en.wikipedia.org/wiki/Entertainershttp://en.wikipedia.org/wiki/Talent_management#cite_note-Article-2http://en.wikipedia.org/wiki/Talent_management#cite_note-1


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Mail Bhavna Singh the offer letter:

Email with Offer Letter:

Date:

From: BRC Securities

To:

CC:

Sub: Letter of Offer for Area Sales Manager to Bhavna Singh

Dear Ms. Bhavna Singh

Further to our conversation during interview, we are glad to informyou that you have been selected for the Position ofArea Sales Managerin

our Bangalore office.

Please find your salary and remunerations details in attached offer letter.

Thanks:

Shikha Agarwal

Recruitment Team

BRC Securities

Off: 080.00000000


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Attachments:

Employment Offer Letter:

Date:To,

Bhavna Singh

45, 2nd

Floor

Urvashi Complex

Hydrabad-500001

Employee Code: 011200

Dear Bhavna,

BRC Securities is pleased to offer you an appointment in our organization as

Area sales manager with effect from Joining Date. You will be based in our

Bangalore office. The starting salary offered for this position is Rs 12,00,000

(Twelve Lacs) annually including your fixed and Performance linked

incentives as per the Annexure A. Apart from this you would be entitled for

mobile phone reimbursement and any local or outstation travel as per the

company policy. We are also offering you with joining bonus of Rs 150,000

payable in 3 installments (3 Months, 6 Months and 9 Months) under a

clause if you happen to leave the company within 1 year you have to re-paythe bonus to the company. However the structure of your compensation will

be altered / changed from time to time in line with policy and practices of the

company. Please find attached the CTC break up for your perusal.

We will also be buying your notice period at Rs.1, 00,000 / - For which you

have to forward me the copy of your resignation. The amount will be

reimbursed to you after you present the receipt for the same.

Your offer has been made based on information furnished by you. However if

there is a discrepancy in the copies of documents or certificates given by you

as a proof of above we retain the right to review our offer of employment.

We are offering 150,000 Rs as joining bonus in three equal and quarterly

installments. Please see their break-up below:

June 2013 :Rs. 50,000


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September 2013 :Rs. 50,000

December 2013 :Rs. 50,000

Employment as per this offer is subject to your being medically fit.

Please sign and return duplicate copy of this letter in token of your

acceptance.

We congratulate you on your appointment and wish you a long and successful

career with us. We are confident that your contribution will take us further in

our journey towards becoming world leaders. We assure you of our support

for your professional development and growth.

On the day of your joining you are required to submit the following:

-Copy of salary certificate/latest pay slip from previous organization

-Experience and relieving letters of previous organizations

-Copies of educational certificates (10th

/12th

/Graduation/Post Graduation)

-5 Passport-sized photograph

-Copy of your PAN Card or Passport

-Id and residential proof copy

-2 Xerox copies of all documents mentioned above.

-Two Relatives Name & Address with telephone number, where in case of

emergency, the Company can contact.

-Two References with their complete details including name, address,telephone numbers, and profession (Must not be blood relations)

That after receiving of above said documents & your Duty Joining Report,

these set of information will be sent to our personnel department for

processing.


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Relocation writes up:

We are also going to give you Relocation Support from Hyderabad to

Bangalore as per validation and approval after reviewing supportedtransportation bills with the below mentioned clause.

There is a fixed amount for relocation [Rs.1, 00,000/-]

The expenses that will be covered in this amount are:

Travel expense for self and dependants [Air, Bus or Railway Ticket fare]

Transportation expenses for good to be shifted.

Initial accommodation for 2 weeks in the company guest house [330/5,

M.G.Road, Bangalore 560001]

Bills paid by you for any of the above mentioned expenses will be reimbursed

to you by the submission for the bill at our Bangalore office.

Please confirm your acceptance of this Offer and also the Date of Joining. All

other terms would be covered in the appointment letter which would be

handed over at the time of joining.

By:____________________________________ Date: 15th June 2013

Signature

XYZ

(Chief Executive Officer)

Works Office: 8th

floor, Mittal Tower

Bangalore560001

By:____________________________________ Date: __________________

Candidate Signature:

Name: Bhavna Singh


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Once Bhavna replies to the offer letter mail, the below mentioned

Appointment letter would be handed over to her at the Bangalore office and a

soft copy of the same will also be mailed to her. The write up of theappointment letter is stated below which can be taken as a print out on the

company letter pad.

Appointment Letter:

Date:

To,

Bhavna

45, 2nd

Floor

Urvashi Complex

Hydrabad-500001

Employee Code: 011200

Dear Bhavna,

I want to congratulate you on your appointment. You will receive a phone call

from my office to confirm this soonest, so please bear as this is due to the time

difference. We are satisfied working with you.

However, according to your resume, your work experiences are quite exciting.

And now your eligibility to work in our company has been confirmed in the

office by the Company's Management.You will be working with a world-class

team and with world-class technologies to help create a great platform forIndians worldwide. The experience you will gain will be without parallel. The

terms and conditions of the company which are as followed:


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1. You will be entitled to a basic salary of Rs. 45,000- per month and otherbenefits as applicable to your category of employees, details are given in

Annexure A.

2. Youre reporting and responsibilities will be advised to you by yourDepartmental Head or any person nominated by him.

3. It is expected that you will discharge your assigned responsibilities withhigh standard of performance, quality, integrity, and discipline.

4. You shall, while in the services of the company, devotes your full timeand attention exclusively for the Companys work and responsibilities

assigned to you. You shall not engage in any other commercial/business

pursuit, either part time or otherwise, for any monetary gains.

5. You shall be obliged to follow the work processes, technical standards,protocols and general instructions issued thereof, and service rules ofthe Company as in force and/or amended from time to time.

6. You shall automatically retire from the services of the company onattaining the age of 58 years.

7. Probation/Confirmation:You will initially be on probation, for 6 months, which may be extendedor reduced at the sole discretion of the Management. The appointment

is terminable either by the Management or by you without any notice or

payment in lieu thereof, during this period. On completion of the

probation period, till such time that you are intimated in writing about

your confirmation, you will be on probation.


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8. Medical Fitness:Your appointment is subject to:

The Management having the right to get you medically examined by

any certified medical practitioner during the period of your service. Incase you are found medically unfit to continue with the job, you will lose

your lien on the job.

9. If any information furnished or declaration given by you in regard toyour employment to the Company is found to be false or any material

information willfully suppressed, your appointment would be liable for

termination without any notice or compensation.

Your employment will be governed by these Terms of Service presently in

force at., Please sign the duplicate copy of the offer in acceptance of the offer,

at the bottom on all sheets and return to us.

We are pleased to have you on board. We are confident that your employment

with BRCSecurities will prove mutually beneficial. We wish you all success.

Sincerely,

BRC Securities

Accepted

Shiraz Khan

(DirectorHR) Bhavna Singh


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Annexure: A- Salary and Work Timings:

(The salary break up for 12 lacs CTC is also mentioned below)

1. Cost to Company- 12, 00,000.00Rs. Per Annum.

Sr.No. Particulars Per Annum Per Month

1. Basic Salary 540,000.00 45,000.00

2. HRA 278,400.00 23,200.00

3. Special Allowance 335,892.00 27,991.00

4. Transport Allowance 18,000.00 1500.00

Gross Pay 11,72,292.00 97,691.00

5. Provident Fund 48,000.00 4,000.00

6. ESI

Net Pay (Before Tax) 11,24,292.00 93,691.00

Add Employee Contribution

7. Provident Fund 48,000.00 4,000.00

8. ESI

Annual Benefit

9. Gratituity 24,624.00 2,052.0010. Accident Insurance

Premium

3,084.00 257.00

Total CTC 12,00,000.00 1,00,000.00

2. Variable Incentives Incentives as per corporate

structure

3. Working Timings As per location norms


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Pre joining check list:

The following things are considered while preparing a pre joining checklist:

Date/Place/Time

Name of Reporting manager

Mob- no of HR (For any type assistant)

Assign Mentor

Explaining the vision and mission of the organization

Hand book (explaining all HR policies)

Welcome mail from HR, Generally sent 2 days before the Date of

joining

Confirmation call, It is made 4 days before the date of joining of the

candidate to ensure that there is no drop out.

Job title

Explaining the job responsibility

Arrange to have Business Cards, phone, Computer and E-mail in place

on Day 1


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Activity with Date and Procedure:

ACTIVITY Date To General

Procedure

Email confirmation for

selection

5/6/2013

Bhavna On Day of

release offer

letter

Confirmation Call 5/6/2013

Bhavna On Day of

release offer

letter

Information Call [Reg

Relocation details]

Bhavna 3 Days after the

offer is being

released

2nd

Confirmation call25/6/2013 Bhavna 5 days before the

DOJ

Preparation of work

station 27/6/2013

System

Admin

3 days prior of

the DOJ

Welcome mail from HR28/6/2013 Bhavna 2 days before the

DOJ

Email id and employee id

generation1/7/2013

IT

Admin

On The Day Of

Joining

Handing over the

Appointment Letter1/7/2013 Bhavna On The Day Of

Joining


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Identify and create Specific Performance Measures for the Sales

Function

Performance measures:

I t is not possible to manage what you cannot control and you cannot control

what you cannotmeasure! (Peter Drucker)

Performance measurement is a fundamental principle of management. The

measurement of performance is important because it identifies current

performance gaps between current and desired performance and provides

indication of progress towards closing the gaps. Carefully selected key

performance indicators identify precisely where to take action to improve

performance. This paper deals with the identification of key performance

indicators for the sales function.

Key Result Areas for the Sales function are as follows:

1) New Business Acquisition :Increase awareness of the product and services e.g. Join and participate in no less

than three professional associations and organizations that my best prospects and

customers belong to Purchase the mailing list of these associations andorganizations and send either a postcard or a letter of introduction. Join and

participate in no less than three networking groups. Obtain referrals from all my

new customers.


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2) Lead Generation:Qualify prospects and produce quality leads for sales representatives (cold

calling, land pad follow up, Marketing campaigns)

3) Customer CareAttend to all customer complaints in an effective and efficient manner

4) Negotiation SkillsTo negotiate the terms of an agreement and closing sales efficiently and

smoothly

5) Customer RetentionTo optimize retention of existing business by maintaining at least an 95% of

customers

6) Product Knowledge

Remain informed and up to date with regards to Industry related news,

Opposition activity, product knowledge and continuously strive to develop

own skills and knowledge in order to perform optimally


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Key Result Areas with Corresponding Critical Behavior:

Key Result Areas Corresponding Critical Behavior

New Business Acquisition Communication Skills, Social Networking,

Decision Making

Lead Generation Market Research, Convincing, Initiative

and Risk Taking, Quality and Result

Orientation

Customer Care Problem Solving, Judgment,

Responsiveness to Internal and External

Customers, Politeness, Helpful, Apologetic

(if there is something wrong)

Negotiation Skills Communication and Influence, Flexibility,

Listening, Research, Assertive.

Customer Retention Honesty and Integrity, Customer

Satisfaction, Loyalty, Relationship

Building, Empathetic

Product Knowledge Continuous Learning, Presentation


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The Process that the Organization will follow for a High Potential

Development for Bhavna:

High Potential Development Plan:

Objective is to identify and develop high-potential talent in sales, marketing

and operations. High potential assessment is an important process of an

organization especially for the purpose of employees for future strategic

positions and roles. Next step is development of these high potentialemployees. Talent is found at all levels of the organization i.e. at junior or

senior levels. Development of these high potential is essential for future

performance and business. High Potential Development Program also gives

top talented managers the skills and strategies they need to handle the

challenges related to moving into new and increasingly complex management

roles and responsibilities.

We define high-potential talent as an area sales manager ( bhavna) who is

assessed as having the ability, organizational commitment, and motivation to

rise to and succeed in more senior positions in the organization. The process

by which a development plan is done is given below:


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The organizations potential development plan for Bhavna is as follows:

A.On the job:

Project work

Critical incident analysis

On-the-job debriefs

Acting in higher duties.

B.Relationships:Coaching

Mentoring

Networking

Alumni associations.

C.Self-study:Reading books about the sales and its operations

Internet/library research

Courses

Online courses

Conferences

D.Other options:Case studies

Study groups

Debates (about the issues faced by the sales executives etc)

Online communities, team sites, social networks.


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The tools that the Organization will use to Identify and

Measure High Potential Talent:

1. Defining the Purpose:Objective of the Department: To develop high-potential talent in sales

operations. The reason for the objective is because emergence of new

competitors in the market and to reduce the attrition rate and identify the

higher performance

2. Creating Performance Measures:a. Annual employee-engagement scores.

b. Number of developmental milestones achieved versus plan at years three,

five and seven.

c. Time between promotions and standard norms.

3. Build the Blueprint:The Blue print is the plan and the process which the organization will follow

to identify the high potential among the employees


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Identify the Training:

Training and development -- or "learning and development" as

many refer to it now -- is one of the most important aspects of ourlives and our work. (Many people view "training" as an activity that

produces the result or outcome of "learning" -- and learning is

typically viewed as new knowledge, skills and competencies or

abilities.) In our culture, we highly value learning. Yet, despite our

having attended many years of schooling, many of us have no idea

how to carefully design an approach to training and development.

This topic provides an extensive range of information about training

and development, including depicting how the many aspects oftraining and development relate to each other. Also, explains how

training and development can be used, informally or formally, to

meet the nature and needs of the reader.

Training Need Analysis:

Training need arises when there is a gap identified between the existing action

and the required action. To bridge the gap training is given. Any organization,

in order to motivate its employees does a performance appraisal every year, in

this if a employee fails to perform, the organization analyzes and evaluates hiswork and identify his requirement, once identified the employee will be put

through the training so that the employee performs better next time.

In other words Training needs is the shortage of skill or abilities which could

be reduced or eliminated by means of training and development. It hinders

employees in the fulfillment of their job responsibilities or prevents an

organization from achieving its objectives. They may be caused by lack of

skills, knowledge or understanding or arise from the change in the workplace.

The purpose of a training needs assessment is to identify performance

requirements or needs within an organization in order to help direct resources

to the areas of greatest need, those that closely relate to fulfilling the

organizational goals and objectives, improving productivity and providing

quality products and services.


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:Objectives of Sales Training Program:


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Before we go ahead and analyze possible training needs for the Area sales

Managers, let us discuss their required skill set and competencies.

Functional Training Needs (Knowledge)

*TA (Target Competency Level minus Actual Competency Level on a Scale

of 110)

*Training requirement will be based on the significant effect of Competency

on Job performance.

Functional Training Needs (Knowledge)TRAINING

COMPETENC

Y

COMPETENCY

DESCRIPTION

GAP

ANALY

SIS

(T-A)

TRAINING

REQUIRED

Customer

Relationship

Management

Involves high focus on

the customer driven

approach, requiring use

of tools and systems

orientated to a complete

multi-level customer

analysis, including

purchase attitude and

techniques capable of

anticipating customer

behavior.

5.

5

Training on these

concepts shall be

delivered by using

case study analysis

which will help a

store manager to

understand the trend

the past results of

various decisions

taken by

organizations with in

the same domain as

ABC.


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Staff

Management

Comprehensive

overview of the Sales

management.

Focus on Selection ,Job

Rotation

Team Management.

4.

5

Training by subjectmatter expert will be

given to gain clarity

of concepts for a

week, followed by a

written assessment.

Accounting Should possess the

knowledge of

accounting that will beused in sales

management. Skills

regarding P & L

management and Break

Even Analysis will be

added advantage.

5

Marketing

Mix & Sales

Operation

Complete overview of

the principal variables

of the operational

marketing, adapted to

the different levels of

the distribution

structure.

Subsequently, the role

deepens to all thedifferent issues related

to sales executives. Also

provides further the

knowledge of Sales

Management,

3.

5

Training on these

concepts shall be

delivered by using

Case study analysis

which will help a

sales manager to

understand the trend

and the past results

of various decisions

taken byorganizations with in

the same domain as

BRC Securities.


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Trend Analysis

Supply Chain

management

Behavioral Training Needs

(Attitude)

TRAINING

COMPETEN

CY

COMPETENCY

DISCRIPTION

GAP

ANALYS

IS

TRAINING

REQUIRED

1 Job

Knowledge

Orientation

Good understanding of a

sales environment a

proactively seeks to

understand competition

Aware of the business, able

to spot opportunities

,diminishes risks and has a

drive for great result

Considers risks and impact

on brand, customer service,

sales and profit

Understands numbers and

builds plans to

improve/develop

performance

Understands Profit &Loss

5.5

The sales managerwill be assigned with

multiple projects

focusing on

enhancing the


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account specific traits as

mentioned for BRC

Securities. It will be

required by the salesmanagers to

perform the

assigned tasks on

the job which will

improve the

business as well as

will help learn about

the variousdimensions of

providing secur iti es

broking and advisory

services of markets

companies . , along

with creating a

database for the new

processesintroduced. The

project type will

vary as per locations

assigned for the

Sales Manager.

2 Team

Management

Positively challenges and

support the team andmanages good and poor

performance

Drives sales through

maximizing team

performance

Thrives on being part of a

winning team and able to

motivate a team

Respects and listens to

colleagues to improve

performance

Encourages all colleagues to

have a can do approach,

with a desire to be the best

Coaches and motivates the

team to change behaviors

3.5

3 Task

Management

Maintain staff standards, in

line with company policies,

including accurate records

and integrity of reporting

Ensure adherence to sales

and quality processes with

respect to customer

availability, standards and

4.5


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pricing.

Accountable for maintaining

up to date knowledge of allsales operational processes

and

communicating to the Sales

Managers/team where

appropriate

Ensure clarity amongst sales

team in relation top

management expectations,

sales and KPI performance

and other issues as

appropriate.

Oversee the daily and weekly

task management of

colleagues as appropriate

and ensure HO intranet todo list is completed daily

Ensure there is no delay or

casual approach in all

Its staff members whilst

performing their Job every

day.

Ensure monthly review is

open and accurately shared

with each member to ensure

regular monitoring and

effectiveness.


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4 Customer

Orientation

creates a service driven

environment by focusing

customers

A strong communicator, able

to provide clear messages, as

well as having the ability to

listen

5

5 Result

Orientation

Leads by example in all

aspects of the role

Self-motivated and resilient

Good attention to detail

Creates short and long terms

plans

Proactive and able to use

initiative with a common

sense approach to solving

problems

Has a fast moving can do

attitude

4.5


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Annual Training Plan:

It is essential to first conduct an appropriate organizational assessment to

identify the priority training needs of employees in relationship to the

organizations goals. This assessment need not be complex or time consuming,

but it should be based on rational data about the current competencies of the

staff as well as knowledge of the priority goals of the organization.

Once the needs are identified, it is important to develop an annual training

plan and get agreement from the executive director and senior management

for its implementation.

Goals of a Training Plan:

1. To link training with the priority goals of the organization.

2. To identify the specific training activities and the employee target

group(s) .

3. To realistically plan for resources needed

4. To get agreement from management to support their employees

participation

5. To support the career development needs of employees


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ANNUAL TRAINING PLAN FORBRC SECURITIES

S.NO. MONTH YEA

R

TRAINING MODULE VENUE

1. July 2013 Organizational Behavior -Bangalore Bangalore

2. August 2013 Training in accordance to the Area

Sales market

Bangalore

3. Septembe

r

2013 Understanding of the Market

economy.

Bangalore

4. October 2013 Marketing strategies and Quality

standards

Bangalore

5. November 2013 Basic of Sales Parameters Bangalore

6. December 2013 Consumer Behavior Bangalore

7. January 2014 Understanding of the visual

marketing and inventory control

Bangalore

8. February 2014 Corporate Ethics Bangalore

9. March 2014 Customer Service Bangalore

10. April 2014 Business Etiquettes Bangalore

11. May 2014 Grievance Handling Bangalore

12. June 2014 Negotiation Skills Bangalore


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Formats for the assessing the effectiveness of Training Execution &

Evaluation:

Why Measure Training Effectiveness?

Measuring the effectiveness of training programs consumes valuable time and

resources. As we know all too well, these things are in short supply in

organizations today. Why should we bother?

Many training programs fail to deliver the expected organizational benefits.

Having a well-structured measuring system in place can help you determine

where the problem lies. On a positive note, being able to demonstrate a real

and significant benefit to our organization from the training we provide canhelp us gain more resources from important decision-makers.

Consider also that the business environment is not standing still. Our

competitors, technology, legislation and regulations are constantly changing.

What was a successful training program yesterday may not be a cost-effective

program tomorrow. Being able to measure results will help us adapt to such

changing circumstances.

The Kirkpatrick Model:

The most well-known and used model for measuring the effectiveness of

training programs was developed by Donald Kirkpatrick in the late 1950s. It

has since been adapted and modified by a number of writers; however, the

basic structure has well stood the test of time. The basic structure of

Kirkpatrick's four-level model is shown here.


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Kirkpatrick Model for Evaluating Effectiveness of Training

Programs:

Level 4 - Results

What measurable organizational benefits resulted from the training in

terms such as productivity, efficiency and sales revenue?

Level 3 - Behavior

To what extent did participants change their behavior back in the

workplace as a result of the training?

Level 2 - Learning

To what extent did participants improve knowledge and skills and

change attitudes as a result of the training?

Level 1 - Reaction

To what extent did the participants find the training useful, challenging,well-structured, organized, and so on?

An evaluation at each level answers whether a fundamental requirement of

the training program was met. It's not that conducting an evaluation at one

level is more important that another. All levels of evaluation are important. In

fact, the Kirkpatrick model explains the usefulness of performing training

evaluations at each level. Each level provides a diagnostic checkpoint for

problems at the succeeding level. So, if participants did not learn (Level 2),

participant reactions gathered at Level 1 (Reaction) will reveal the barriers to

learning. Now moving up to the next level, if participants did not use the skills

once back in the workplace (Level 3), perhaps they did not learn the required

skills in the first place (Level 2).


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The difficulty and cost of conducting an evaluation increases as we move up

the levels. So, we will need to consider carefully what levels of evaluation we

will conduct for which programs. We may decide to conduct Level 1

evaluation (Reaction) for all programs, Level 2 evaluations (Learning) for"hard-skills" programs only, Level 3 evaluations (Behavior) for strategic

programs only and Level 4 evaluations (Results) for programs costing over

$50,000. Above all else, before starting an evaluation, be crystal clear about

our purpose in conducting the evaluation.

Using the Kirkpatrick Model:

How do we conduct a training evaluation? Here is a quick guide on someappropriate information sources for each level.

Level 1 (Reaction)

completed participant feedback questionnaire

informal comments from participants

focus group sessions with participants

Level 2 (Learning)

pre- and post-test scores

on-the-job assessments

supervisor reports

Level 3 (Behavior)

completed self-assessment questionnaire

on-the-job observation

reports from customers, peers and participant's manager

Level 4 (Results)

financial reports

quality inspections

interview with sales manager


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When considering what sources of data we will use for our evaluation, think

about the cost and time involved in collecting the data. Balance this against

the accuracy of the source and the accuracy we actually need. Will existing

sources suffice or will we need to collect new information?

Think broadly about where we can get information. Sources include:

hardcopy and online quantitative reports

production and job records

interviews with participants, managers, peers, customers, suppliers and

regulators

checklists and tests

direct observation

questionnaires, self-rating and multi-rating

Focus Group sessions

Once we have completed our evaluation, distribute it to the people who need

to read it. In deciding on our distribution list, refer to our previously statedreasons for conducting the evaluation. And of course, if there were lessons

learned from the evaluation on how to make our training more effective, act

on them!


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:TRAINING BUDGET:

Basically a budget generally refers to a list of all planned expenses. We can

then infer from this definition that a training budget is a list of expenses for

training programs identified from the training needs analysis (TNA) exercise.

It is usually prepared annually for management to have an idea on how much

will be required for training during the financial year and for the overall

corporate budget. It can also be prepared quarterly or as requested bymanagement.

As a training and development manager, we are responsible for developing a

training budget that can demonstrate to senior management a good return on

investment (ROI) for our company. To prove that the company has a good

ROI, we need to show the link between employees' educational proficiency

and corporate earnings.

Start by outlining the total cost of the training program and assessing the

potential benefits to our organization. The budget must fund training that is

both in line with our organization's requirements and adequate for our

employees' needs. Next, assess how many people need the training and the

type of training that would benefit them.

After we complete the needs assessment, it's a good idea to compare several

implementation plans and to determine the most cost-effective plan.

Finally, develop our budget. By using an ROI approach to develop our

training budget, and by comparing various scenarios to determine the most

cost-efficient method of delivering a training program, we are more likely to

win the support necessary to implement our program.


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Training Costs can include:

a - Contracted, external trainers

b - Honoraria for speakers

c - Materials development

d - Food/lodging

e - Transportation

f- Social/miscellaneous

Bibliography


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- http://www.citehr.com/442610-releiving-no-dues-offer-letter-format.html#1999040

-http://www.citehr.com/387171-list-format-joining-documents.html#ixzz2TFsJrYJG

-sites.google.com/site/humanresourcesite

-www.hrmarketer.com/community

-www.helixesg.com
http://www.citehr.com/387171-list-format-joining-documents.html#ixzz2TFsJrYJGhttp://www.citehr.com/387171-list-format-joining-documents.html#ixzz2TFsJrYJGhttp://www.citehr.com/387171-list-format-joining-documents.html#ixzz2TFsJrYJGhttp://www.hrmarketer.com/communityhttp://www.hrmarketer.com/communityhttp://www.hrmarketer.com/communityhttp://www.helixesg.com/http://www.helixesg.com/http://www.helixesg.com/http://www.helixesg.com/http://www.hrmarketer.com/communityhttp://www.citehr.com/387171-list-format-joining-documents.html#ixzz2TFsJrYJGhttp://www.citehr.com/442610-releiving-no-dues-offer-letter-format.html#1999040

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