Training is required at every level or departments of an organization. The training needs at Unilever vary from person to person and their job role.
Training needed at different level for Unilever employee is:
Training needed for corporate level:
• The training need for corporate level is to make policy.
• Negotiation with the employee.
• To give motivation to junior employee and to provide applicable rules and regulation inside the organization.
Training needed for Manager:
• A Manager’s training needs are concerned with matters like maintaining the workers under his supervision.
• How he can increase the daily production of the organization.
• Create leadership and motivate employee.
Training needed for Functional level:
• Training regarding implementation of policies.
• Physical labor.
Training needed for new and existing employee:
• New employees are trained with the rules regulations and policies of the organization.
• The employee also be trained the task analysis of the work.
• As the exiting employee is in the organization for long time they just need to be trained performance analysis in the organization.
Training needed for production department:
• The training is to provide the cost cut of the organization and to utilize its maximum resources for betterments of the organization.
• The training also requires waste management and safety security of the organization.
• To do work just in time.
Training needed for HR department:
• HR Manager's needs are more concerned with how his recruitment and selection of appropriate staff.
• Creating motivational skills in the employee.
• They are also related with the conducting interview, taking appointment and performance evaluation.
Training needed for marketing dep...
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... properly focus on the event.
Q/A Session: There should be a segment for the trainees to ask related question to their trainer, this helps is clearing any confusions regarding the event.
Certificate: giving a certificate to all those who have attained in the event is a motivation factor for the participants, it also gives recognition to them that they have participated in such an event, it also increases the overall profile of the participants and also helps in developing a self-confidence.
Therefore, by following the above mentioned systematic process, a training event may be planned and organized by Unilever.
Reference
Pippa Riley. (2011), Human Resource Development and Employee Relations. New Delhi: VinodVasishtha.
Unilever, (2013) Unilever bd, http://www.unilever.com.bd/aboutus/, 2013 (15/5/2014 12:00 am)
Unilever, (2013) Unilever bd, (15/5/2014 12:00 am)
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This management would cover finding the right approach to dealing with their employees, to be able to make adequate plans to manage them in a professional manner.
Make a plan to link training and development to the business strategy that is understood by employees at all levels and their customers and ensure senior leadership publicly supports the training and development (Noe, 2013)
The goals include training on leadership. The objective is for management to gain the proper skills to effectively lead teams, resolve conflicts, and better their management abilities. The training will address employee turnovers to low wages, effective communication strategies, and effective leadership. Management will become more strategic in selecting the right candidates to fill positions. The knowledge and skills attained will be that managers will become better leaders by becoming more empathetic. Employees will begin to feel appreciated and become more motivated. As a result, the company’s morale will be boosted and there will be less consumer complaints about bad customer service.
Will facilitate the employees to get a better understanding of the working of the company.
A CPD training planner should identify to ensure continuous flow of events to avoid repetition of the similar topics during CPD activities. It also important that the CPD activities is cost effectiveness. Funding for staff development should be allocated by departmental heads in the planning of the yearly budget. The course organizers should ensure a reasonable fee is charged when organizing courses. Whoever is organizing courses should look into the costs so that the everybody can afford it.
According to Mathis and Jackson (2003) referred to the definition of training and development. It can be known that these behaviors are designed by the organization. In order to improve the performance of staffs. Training and development contain a large number of educational techniques and programs. “Training can consist of on-job training, off-job training, formal training, skill
According to Noe (2012), most experts believe that the most important human resource decision makes by a leader is deciding who to hire. Manager manages the recruitment and selection process. Selection for the best candidates for the job is very important in an organization because the performance always depends on employees, the recruiting and hiring is costly and the legal obligations like mismanaging hiring has legal consequence. The main aim of employee selection is to achieve person-job fit which is identifying the knowledge, skills, abilities (KSAs), and competencies that are central to performing the job. The objective of effective selection is to decide who the right people are, by matching individual characteristics (ability, experience, and training) with the requirements of the job (DeRue & Morgeson, 2007; Kristof -Brown, Zimmermam, & Johnson, 2005). The manager will do checking for reliability and validity of the interviewer. In PPNJ Poultry & Meat Sdn Bhd, the people who manage the recruitment and selection process is the Human Resource department or staffs.
...t. This method would allow upper management to see the feedback as well as the success of the program and the improvements that can be made for the next training program. (Noe, 2013)
This ensures that employees either comply and accept the changes being made within the organisation or leave the company as to not cause a problem when changing the organisational
Management training: These trainings are made available for staff in workplaces to help staff perform better which will help build confidence with their roles thereby reducing anxiety which may lead to stress.
The main purpose of Human Resource Management is to increase the effectiveness and contribution of employee’s attainment of organizational goals and objective (Youssef, C.). Many areas of HRM have been discussed in this course. Those areas are EEO and Affirmative action, Human resource planning, recruitment, and selection, Human resource development, compensation and benefits, safety and health, and employee and labor relations. All these categories have an impact on how an organization is managed. Although there are many things that impact a business, the most important thing about managing a business is selecting the right people to help the company succeed.
He also needs to be aware of competition for employees’ i.e. if the company’s employees are increasing the demand for labour or whether labour is available due to redundancies. HR planning is all about getting the right people and developing. to meet the company’s objectives. RECRUITMENT & SELECTION The HR manager needs to know when, why, and how to recruit staff.
Recruitment and selection process are important and essential in the human resource management. Human resource management is a functional process that focuses on the management and recruitment of workers in an organization, also giving directions to workers in the organization. The purpose of recruitment and selection process are helping an organization to find the right person for the right position in a job, employees can know which person is suitable and needed in that specific position through the recruitment and selection process. Recruitment and selection process are about how an organization hire and choose workers during this process, employees are going to choose the most suitable workers and organize the most suitable work for them. (Gedaliahui & Shay, 1999)