Akula Sushma
Hr Executive
+1 Other

I am sushma can you please help me to tell me about the Training and developement process in MNC company
Please tell me no of leaves consider for the emplyee per month
please mail me at
I am waiting for the reply Urgent please

From China
Hi Sushma,

The general training process would start from a Training Need analysis. Each and every employee might under go training in the following circumstances

1. A new technology or process is being imparted in the Organization.

2. Attending Training is required as a part of their job profile.

3. When the person is elevated from his current position.

Certainly there are many other baseline needs that would arose the necessity of the Training. There are two types of training that would take place in a organization.

1. On the job Training ( This sort of training usually happens where the person is placed on the job role and being trained practically)

2. Off the Job training (This form of training is done before putting the employee on the seats. This is some sort of class roon training)

The Development is a long term process where they focus on the development of the caliber of the employee on the long term vision. The type of development programmes used would be behavioural training, in basket activities which would strengthen him in his mental activities.

Hope this might have helped you.. I would like the guys to throw some light on this....



From India, Madras
Hi Sushma,
Benchmarking is a process of analyse, study and find out the best internal processes and practices that would result in a superior performance. IN general, Benchmarking is a three step process
1. Form and chart down the benchmark/ Target that are to be achieved. (Ideal)
2. Study the current scenario (Actual)
3. Find the gap between the current scenario and there by implement the process and practices that can be implemented in such a way the gap between the ideal and the actual are filled.
Reg Six sigma process for a HR department, kindly refer to the below site which has a pdf file
<link outdated-removed> ( Search On Cite | Search On Google )
Hope the reference would be beneficial
Senior Executive - Recruitment

From India, Madras
Differentiate Training and Development
Although both are similar in the methods used to affect learning, they differ in four ways
Learning dimensions
When learning occurs and why such learning takes place
It is short term process utilizing a systematic and organized procedure by which non managerial personnel learn technical knowledge and skills for a definite purpose.
It is a long term educational process utilizing a systematic and organized procedure by which managerial personnel learn conceptual and theoretical knowledge for general purpose.
What is learned
It refers only to instruction in technical and mechanical operations .
It refers to philosophical and theoretical educational concepts.
Who is learning
It is designed for non managers.
It involves managerial personnel.

Basic Purposes of training
  • to increase productivity
increased performance and productivity, because of training, are most evident on the part of new employees who are not yet fully aware of the most efficient and effective ways of performing their jobs¨
to assist employees to function more effectively in their present positions by exposing them to the latest concepts, information and techniques and developing the skills they will need in their particular fields
  • to improve quality
  • to help a company fulfill its future personnel needs
to build up a second line of competent officers and prepare them to occupy more responsible positions
  • to improve organizational climate
An endless chain of positive reactions results from a well planned training program. Production and product quality may improve financial incentives may then be increased internal promotions become stressed less supervisory pressures ensure and base pay rate increases result. Increased morale may be due to many factors, but one of the most important of these is the current state of an organization educational endeavor.
To reduce grievances
  • to improve health and safety:
proper training can help prevent industrial accidents. A safer work environment leads to more stable mental attitudes on the part of employees.
  • obsolescene prevention
training and development foster the initiative and creativity of employees and help prevent manpower obsolescene, which may be due to age, temperament or the inability of a person to adapt himself to technological changes.
Old employees need refresher training to enable them to keep abreast of the changing methods , techniques and use of sophisticated tools and equipment
  • personal growth
employees on a personal basis gain individually from their exposure to educational experiences. Management development programs seem to give participants a wider awareness, an enlarged skill and enlightened altruistic philosophy and make enhanced personal growth possible.
To broaden minds of senior managers by providing them with opportunities for an inter change of experiences within and outside with a view to correcting the narrowness of the outlook that may arise from over specialization
Responsibility for training
Training is the responsibility of four main groups
1. the top management, which frames the training policy ,review and approve the broad outlines of training plans and programs
approve training budget
2. the HR department which plans, establishes and evaluates instructional programs
3. supervisors who implement and apply developmental procedure line supervisors should carry the bulk of the teaching load in the following areas

The most important step is to make three types of analyses:
1-1 Organizational analysis
It centers primarily upon the determination of the organization s goals, its resources and the allocation thereof.
1-2 Operational analysis / task description analysis
It focuses on the task or job regardless of the employee doing the job.
List the duties and responsibilities of the job under consideration, using the job description as a guide
List the standards of work performance on the job.
1-3 Man analysis / performance analysis
Reviews the knowledge, attitudes and skills of the incumbent in each position and determines what knowledge, attitudes or skills he must acquire and what alterations in his behavior he must make if he is to contribute satisfactory to the attainment of organizational objectives.
Compare actual performance against the standards
Determine what parts of the job are giving the employee trouble
Determine what kind of training is needed to overcome the specific difficulty.

From Egypt, Cairo
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