HRM Final (moeen)

8/7/2019 HRM Final (moeen)

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Human Resource Management

HISTORY:

The history of Quaid-e-Azam Group of colleges can be tracked back to 1987,

with the establishment of Quaid-e-Azam Law College, the first private sector

law institute in Lahore. Discerning the cumulative demand from the society

for sovereign & splendid law education, these Colleges bifurcated to several

cities of Punjab. The law college now has its campuses in Sargodha

established in 1998 followed by another campus in Okara in 2002. Last but

not least the group observed the establishment of Quaid-e-Azam College of

Accountancy & Commerce in the year 2004. In only four years, this institute

emerged as a specialized educational center, training individuals as

successful professionals and treasured citizens. By 2004, four campuses had

been established with more than 15000 graduates at its list and these

collectively became known as The Quaid-e-Azam Group of Colleges.

Mission Statement

Every organization incurs two types of costs visible and invisible. By imparting soft skills

training, we help organization to control invisible costs


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Training Needs Analysis

Name:________________________

Please rate your level of skills from 0 to 3 (0= No skills at all, 3= Very skilled.)

Tick the appropriate boxes. 0 1 2 3

Sr #. General Windows skills 0 1 2 31 I can find, save and print my own documents

2 I know how to save files in my own directory and in generaldirectories

3 I know how to use Windows explorer to manage files4 I can create new directories/folders

5 I can create a shortcut on the desktop

6 I know how to move and copy files

7 I can use to disk cleanup tool8 I know how to search for a file

9 I know how to deal with a frozen application

10 I can switch between applications

11 I can use Windows Help12 I can update my anti-virus

TOTAL

Printers and other peripherals

Printers

13 I can deal with a printer paper jam

14 I can print on labels15 I can print on non-standard paper

16 I can deal with print queuesScanners

17 I can scan an image

18 I can manipulate a scanned image with appropriate softwaresuch as Paint Shop Pro etc

19 I can scan a text page and use the OCR software

20 I can scan a page to the printer

21 I can scan a page to faxWord Processing

22 I can format text e.g. size, bold, font

23 I can spell check a document

24 I can cut and paste

25 I know how to use Undo

26 I can set indents and tab section breaks and partial formats

27 I can create numbers and bullets

28 I know about multi level numbering29 I can set headers and footers

30 I can use tables to present info

31 I can add borders & shading to tables and paragraphs

32 I can use heading styles

33 I know how to create a table of contents

34 I can mail merge

35 I can create labels

36 I can import images into my documentTOTAL


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Spreadsheet37 I can enter text and numeric data in cells

38 I can enter a simple formula (e.g. to add up a column of figures)

39 I can change the orientation of the print-out from portrait tolandscape

40 I can enable gridlines to be shown on prints

41 I can insert and delete rows and columns

42 I can change the width of a column and height of a row

43 I know the difference between a relative and an absolute cellreference

44 I can format text (size, colour, bold etc)

45 I know how to format a number to decimal places

46 I can copy and paste a cell

47 I can link cells between worksheets

48 I can sort data in a column

49 I can use the Autofill tool

50 I can produce a chart from my data

51 I can edit a chart

52 I can import information into a spreadsheet from anotherapplication (e.g. from a Word document)

TOTAL

Outlook/Email53 I can create and send an email to other staff

54 I can create and send an email to colleagues outside of theorganisation

55 I can reply to, delete or forward an email

56 I can add a contact to my Contacts list

57 I can attach a Word document to an email

58 I know how to sort my emails

59 I can create a meeting & invite people to a meeting

60 I can allocate time in my Calendar

61 I can book a meeting room or a resource

62 I can save my email to an Outlook folder

63 I can create a new Outlook folder

64 I know how to clear my deleted mail box65 I know how to set auto archive

66 I can use the journal to monitor project work

67 I know how to create and edit a Task List

68 I know how to fax from my PC

69 I can subscribe to and unsubscribe from an email mailing listTOTAL


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Training process Diagram

Design

EvaluationImplementationDefine

Ob ectives

Assessment

Assess

NeedsSelect Evaluation

CriteriaDevelop

Lesson Plan Deliver the

Program

Interpret ResultsDevelop

Material

Select Trainer/

Leader

Select Methods

Schedule the

Program


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Need Assessment Training

Why Quid-e-Azam College needed Training Program to develop the office skills of their

employees

New Staff

Employee skills does not meet their Tasks

Staff not much familiar to computers and I.T. system

Burden of work

IdentifyingNeeds

Training is an important part of employee development. Trainer must know exactly what

is required from the training programmed to management. He should tell completely that

when it should conduct efficient & effective Training programs. Training needs also

determine the nature of training program. Conducting a training program includes the

factors that are related to the evaluation of the training program in terms of new ITtechniques and skills.

Quaid-e-Azam College Analysis

Quaid-e-Azam College is one of the growing colleges in Pakistan. In the light of these

situations we can make an analysis.

Strengths

Quaid-e-Azam College is in its growing stages so their financial position is good

Professional and committed workforce

Well experienced and quality staff

Successfully launching new product Lines

cost is low than other colleges

Effective Internal communication system

Weaknesses

Quaid-e-Azam College is growing but it has some weaknesses to eliminate for modern

system.

Little bit expensing on Advertisement

Short number of courses providing

Satisfaction of staff relating to rewards


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Opportunities

Environment to open new branches in other cities

Hiring of high qualified professionals

Market Availability

ATM facility for fee submission

Threats

Economic condition of the country

Other competitor colleges

Assessment

The process of identifying performance requirements.

Efficient Work

Quick Responsiveness

Student Satisfaction

New Methods to improve employee skills

Needs Assessment

It is the process, to identify the Gap between what performance is required and what

presently exists. Identify the job performance skills needed, accesses skills of prospective

trainees

Self Assessment ofEmployees

College performance

Students Unsatisfaction

New technology adoption

Interview with management

Component of TNA

We selected the college Analysis because we covered the whole Official Staff of Quaid-

e-Azam College.

Job required to performed

Employee level of working

KSA of employee

Training


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Training Design

This is the orderly development of the training program. There are three primary

considerations while designing training of employees of Quaid-e-Azam College. It is the

process of teaching new employees the basic skills that they need to perform their jobs

and development is result of that training.

Learner Readiness

Learning Styles

Transfer of Learning

Learner Readiness

y Ability to Learn

Employees should learnt basic skills to develop the technologies.

Motivation to Learn

Trainees must be motivated by the management.

y Self-efficacyTrainees must be believed that they can successfully learn the training

development.

Learning Styles

Self directed

Work related experience

Problem solving approach

Extrinsic and Intrinsic factors

BehaviorModeling

Copying someone behavior by observing the other response behavior dealings with a

problem.

Reinforcement and Immediate confirmation

Reinforcement and feedback are most effective when given as soon as possible

after training.


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Transfer ofLearning

Technological Support

Manger support

Self Management Skills

Opportunity to use learning capabilities

Climate for transfer of learning

Objectives

The objective is to transfer of knowledge in that timescale Employee should feel that the training is relevant, then the learning that takes

place and the application of the training is only going to be half-hearted.

The objective should be truly measurable.

If you send an employee on a course to learn EXCEL, then be sure that your

objective is not a loose aim, e.g. By the end of the course, Susan will be able to

produceEX

CE

L spreadsheets. You could argue that it is measurable. If he/shestill cant do a spreadsheet, then he/she hasnt achieved the objective.

Training Lesson Plan

Topic

Summary ofKey points

Training Objectives

Duration of activity in session

Training Contents

Training Method activities Breaks

Exercise to warm-up

Question to test understanding

Conclusion

Program Title:

Training of official Staff of QUAID-E-AZAM College.

Objectives ofLesson

To develop the commitment of employees and their hard working


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Preparation required

Physical Environment

Equipments and Materials

Instructor

Trainees

Preparing TrainingMaterial

They are used to inform the target audience about the training program. Trainers

Management announced the training of Official Staff.

Program Outlines

Content

Goals

Expectations for Program

Content

Time

Activity

Goals

Commitment ofEmployees

Honest and diligence

Hardworking

Creating advance knowledge

Expectations

Employees expectations about the training of Official Staff are high because Official

Staff is the most important factor of QUAID-E-AZAM College.

TrainingManuals and Text books

In PowerPoint presentation

In videos form

Exercises

Self tests

Readings Books/Manuals related topic

Self study


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Select Trainer

Trainer should have

Training Competency

Advance Knowledge

Advance Skills

Must expertise about subject matter

Methods of training

We select the method Off the Job Training because it provides lectures, video

presentation, case study and self study. We divided into two sessions.

Training Schedule

Day Date Time Details

Monday17

/01

/11

9:00 to11

:00 Introduction and

17/01/11 11:00 to 11:30 Tea Break

17/01/11 11:30 to 13:00 Training Session

17/01/11 13:00 to 14:00 Lunch and PrayerBreak

17/01/11 14:00 to 15:00 Self Study

Tuesday 18/01/11 9:00 to 11:00 Training Session

18/01/11 11:00 to 11:30 Tea Break

18/01/11 11:30 to 13:00 Training in video form


18/01/11 14:00 to 15:00 Self Study

Wednesday 19/01/11 9:00 to 11:00 Training Session

19/0

1/11

11

:00 to11

:30 TeaB

reak

19/01/11 11:30 to 13:00 Studying Books/Manuals


19/01/11 14:00 to 15:00 End of Training Session and Feedback


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Implementation and Deliver of Program Training

We implement the training program according to the given schedule by the training

management and deliver the training to the trainees.

Evaluation

After conducting the training session, we evaluate the training program that how muchwe become able to fulfill our requirement. It is very important to assess the result of any

training. We should aware the participant about the goals of the training. They should be

asked about the impact of the concerned training program. The first step toward

evaluation of a training program is to define the goals and objectives of the training

program. These goals and objectives should be stated insuch format so that they can be

measured statistically. The first requirement is to collect valid and reliable data by using

the fowling techniques.

Self assessments + sheets. Approved Questionnaire

Analyzing the collected information and observation.

Final result based on previous information plus the new data

Select evaluation Criteria

The Evaluation of any training programme has some certain aims to fulfill. Evaluation of

any training program must inform us whether the training programme has been able to

deliver the goals and objectives in terms of cost incurred and benefits achieved. The

analysis of the information is the concluding part of any evaluation programme. On the

basis of these comparisons, problems and strength should be identified.

Selection of Trainer:

Prof. Mohammad Haris will be selected as a trainer for this training course.

Forecasting and measuring costs:

y Trainer cost:

The trainer will charge Rs: 50,000/- for this training.


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y Material Cost:

Some handouts and case studies will be provided to the employees for this

training that will cost Rs: 50,000/-

y Venue cost:

AL HAMRA hall will be booked for 3 days from 9:00 AM to 3:00 pm. This

will cost Rs: 200,000/-.

y Timings

The training will be of about 6 hours daily.

Benefits:

Better computer skills.

Familiarity to new Microsoft office skills

CareerDevelopment ofEmployee

Growth of the organization

Conclusion

HRM managers at Quaid-e-Azam College are performing a great job. Along with the

other managers and employees HRM managers are also doing a great job in achieving

College goals and objectives. The environment at Quaid-e-Azam College is good because

of the HRM department and their policies for keeping their employees happy, productiveand efficient and providing those more incentives.

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HRM Final (moeen)

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