Human Resourse

Project Title | Training & Development |

Course Title and Code | Human Resource Management (HRM2100) |

Lecturer | MR. S.PONUSAMY (SAM) |

Group Member | Koh Bo Jun (I12001387)Phang Wei Sheng (I12001344)Lee Sin Ling (I12001459)Yap Pui Foon (I12001458)Lee Shin Wei (I12001460)Tan Li Teen (I13002776) |

Deadline | 18/3/2013 |

Program | Diploma In Business (DIB) |

TABLE CONTENT

Content | No. Page |

Introduction | |

1.0 Advantages & Disadvantages & Objective of Training and Development | |

2.0 Step in the training process | |

3.0 Analysis training needs | |

4.0 Purpose of Orientation | |

5.0 Off-the-job Management Training and development techniques | |

6.0 Behavior Modeling | |

7.0 Training Methods | |

Recommendations & Conclusion | |

References | |

Research Based Articles | |

Introduction

Training and development

Nowadays, the topic of training and development has recently generated lots of excitement among many companies. In simple term, training and development can be defined as focus on identifying, ensuring, and helping develop the key competencies that enable an individual to perform the current or future job. It also refers as the focus of improvement of the knowledge, skills and abilities (KSA’s) of an individual.

In addition to, there are two approaches of training and development, which are traditional and modern approach. Traditional approach is most of the organization who never believe in training. It is because they were holding traditional view by saying training is costly affair and not worth, while, the modern approach concern on the importance of corporate training, due to training and development can create a smarter workforce and yield the best result. Hence, the needs for training and development are necessary for the individual develop and progress the employee’s, which can motivates him or her to work for a certain organization apart from the money. Moreover, it...