Impact of Training and Development case study of mobilink

Impact of Training and Development case study of mobilink The working title of the study is initially drafted as Impact of Training and Development on Employee Performance and the Organisation Case Study of MOBILINK. In particular, the research will focus on how training and development affects the performance of both employee and the Organisation. Employees are increasingly demanding change, choice, flexibility, and variety in their work; suggesting that with the de-layering of organizations and  empowerment  of individual employees, the future for both the organization and the individual lies not in promotion to successively higher levels of management, but rather in developing the value of the individual as human capital (Seidler, 1996). The value of human capital is enhanced by acquisition of higher performance potential such as new tasks, functions, and KSAPs (knowledge, skills, abilities, personal attributes) (McGregor, 1988). The paper discusses in detail the research proposal of the topic. Training and Development (TD) basically deals with the acquisition of understanding, knowledge, techniques and practice. In this research proposal, the background and problem of the study are presented; the objectives of the study are formulated. Here, vital concepts, questions and assumptions are stated. Finally, the methodology to be used is discussed. Research Problem: The key problem that will be addressed in this study is how TD affects the performance of both employees and the Organisation. The following research questions will be given answer to in the course of the study. Discussion of the Employee Training and Development in MOBILINK. i.e. in what specific ways does TD improve the performance of the staff and organisation. Discussion about other supportive elements or approaches that enhance the Training and development requirements according to the globalisation. Conclude the effects as much as the benefits that the employee can get and the positive return for the business in carrying out of training and development. I will use the case study method that will permit my study to observe, evaluate and formulate its own analysis concerning to the subject of training and development. Purpose of the Study: The purpose of the study is to simply establish the sound answer on the effects of the training and development on employees and the organisation. The research specifically examines the employee training and development program within the  Organisation and their positive return to the business. Moreover the study provides discussions made by other authors regarding employee training and development. The study believes that training has a big relationship on the level of understanding, knowledge, and skill of an employee. In other way, the training also creates a big advantage for the organization in their incorporation that can be admitted as part of the organizational system. In addition, the training can comes in different forms and should not be stick in one training strategy or techniques for there are many reasons that might trigger to its development. Objectives of the Study: The primary objective of this study is to investigate how effective is employee training and development at MOBILINK. In employee training and development literature, human resource is the greatest source of the improvement of a business. Likewise, it is necessary to study the current practices in company training and development that are supposed to contribute to the enhancement of the employees skills and organisational performance.   To address this objective, the researcher will conduct a survey on the new employees perception of their training under Mobilink. Moreover, the survey intended to find out if new employees were satisfied with their jobs in their first four weeks in the company. In addition, management personnel were interviewed to evaluate their views on effective employee training and development program and on employee retention and attrition. Literature Review: Training and development is essential to organizations which seek to gain a competitive advantage through a highly skilled and flexible workforce, and are seen as a major element to high productivity and quality performance. A skilled workforce can increase productivity by producing a higher level of work with greater value. The organisations seek to ensure the availability of reliable workforce to aid in the realisation of its strategic business plan. To achieve this goal, the company should train and development career (Wilson, 2005). It is worth noting that different companies have different approaches to their business.Further, education seems to be the same for the students of the same profession. This has the indication that the ultimate skills and experience enjoyed by the employee reflects their training in a particular organisation (Wilson 2005,p.102).Employee engagement practices are instrumental in promoting employee commitment to the mission and objectives of an organisation. According to the principles of effective human resource management, training and Development of employees is one of the reliable tools of ensuring their satisfaction at the w orkplace (Bureau of Labour Statistics, 2009). This is due to the fact that training eliminates the demoralisation aspects brought by failure to efficiently realise ones expectations at the workplace. In addition, training gives employees an opportunity to achieve their professional career goals while earning a living. All these are important are important in meeting the social and economic responsibilities of both the individual and the organisation.Training and career development serves the important role of strengthening the reputation of an organisation. Reputation remains the best marketing tool for the products and services of any business. On the other side, the reputation of a company is defined by the effectiveness and reliability of its services to the customers (Aidele 2009, p.76). This means that an organisation should have in place a strong workforce to meet its market demands. This calls for engaging in employee training and career development since such is vital tools in promoting innovative solving of problems. Still, providing training and development gives the organisation the competitive advantage of identifying the best talent for its workforce as it eliminates certification qualifications to engage in seeking actual capabilities of its employees. Business leaders are always looking forward for the success of the organization and therefore, they should create a kind of strategy that can undergo the midst of challenges (Meek, 2007). Historically, the training suggests that there are benefits that the training might deliver in the entire organization. One predictable result is the improvement in the level of performance of the people. Another is the minimization of the organizational cost and the capacity of the employees to answer the consumer needs (Shea, 2008). Many people have seen Training and Development as inseparable but according to the report ,Developing the Developers by Megginson Pedler (1991) its been shown that most managers viewed Training Development as different and wanted to keep them as two separate terms. This report made the following definition; Training: The relatively systematic attempt to transfer knowledge or skills from one who knows to one who does not know. Development: Working with individuals or organisation to enable them to cross a threshold which has qualitative significance to them and their life. The importance of employee training and development has long been recognized as a crucial issue for businesses (Ford et al., 1997).There are many elements involve in perusing the training and development in an organization. In organizational view, the active employee involvement and training is considered as one of the strategic concerns of the organizational leaders. Organizations personalized different training and development processes and procedures that can achieve the best result in the businesss sustainability. People, as the key for the organization, are the main target of the training therefore the training among the business leader help them to provide the valid reason in creating the appropriate decision for the entire organization or/and have a great impact on their managerial skills and styles (Johnson, 2001; Farvaque, et al., 2009) Furthermore, the training and development for some business analysts were considered as a partnership or enhancing the employer-employee relationship (2009). Human capital is treated as a key to success for all industries. Human Resource Management practices play a pivotal role to gain profitability and market share that ultimately enhance the organizational performance in long run (Qureshi, 2006). But in the current scenario, enterprises are facing problems in terms of scarcity of brilliant workforce, dramatic rise in Retirements, poaching of key people by competitors, and increasing turnover. As the business environment becomes increasingly competitive, organizations need to focus on improving all areas of their business especially human capital because the performance of the people employed has a major impact on profitability (Lloyds, 2010).It is now commonly accepted that employees create an important source of competitive advantage for firms. As a result, it is important that a firm should adopt best TD practices to make best use of its employees. The above trend has led to increased interest in the impact of HRM on organizational performance, and a number of studies have found a positive relationship (Gelade and Iivery, 2003). Research studies have demonstrated that training has a positive influence on organizational performance. Zwick (2006) stated that increasing the training intensity has a positive and significant effect on establishment of productivity. In the same way Bartel (1991) also demonstrated a direct and positive relationship between productivity and training program. The amount of training is an important antecedent for firms who wish to improve their productivity (Savery and Luks, 2004). But Cunha (2002) found no significance of training on organizational performance. Moreover, effective staff training and professional development can help to produce positive youth outcomes and increase retention of youth workers (Fancsali 2002, Huebner et al. 2003, Astroth et al. 2004, Hartje et al. 2007). There are many models of training and development that have made greater progress into organizational settings, which have began to have a greater impact on instructional design. Specifically, Instructional Systems Design (ISD), Human Performance Technology (HPT), Performance-Based Instructional Design (PBID), and Total Quality Management (TQM), all of which originate from research in the area of organizational development. Role of Theory: Training and Development has been increasingly used in the literature as well as in the Business world as a critical concept redefining the borders between business, society and State. Extensive literature exists on the concept of T D. For the purpose of my research, I will use the theories developed about it. Methodology and Methods: Research Approach: I will get most of my research information through the books, Journals, Internet and newspaper articles. Webster and Watson (2002) states that the major contributions are likely to be in the leading journals. It can also come from some Official documents provided by the clients such as information about their system, IT infrastructure, training facilities and others. Information can also come from official policy manuals, plans and other stuff which is not confidential for the company. Research Context: My case study will be focus on MOBILINK Pakistan, exploring its methodology of Training and Development to streamlining and improving the efficiency of its employee and the organisation. Given below is the brief introduction of Mobilink and Training and Development used in the organization: MOBILINK Introduction: Orascom Telecom Holding S.A.E. (Orascom Telecom) or (OTH) was established in 1998 and has grown to become a major player in the telecommunication market in the world. OTH is considered among the largest and most broaden network operator in the Middle East, Africa Pakistan. Mobilink GSM (PMCL), a subsidiary of Orascom Telecom, was awarded a license in July, 1992 and started its operations in 1994, and has become the market leader both in terms of growth as well as having the largest customer subscriber base in, Pakistan a base of over 30 million and growing. Mobilink provides the most extensive network coverage footprint across Pakistan through an integrated technology infrastructure in more than 5,000 cities, towns, villages, and countless remote destinations, including International Roaming in 110 countries through 300 partner operators. There are about 5000 employees currently working in Mobilink of which 4500 are working on permanent basis and 500 on temporary basis, with average of more than 800 employees hired every month. Among them approximately 5% are managers and operatives are 40%, rest are either contractual or not directly related to core business. Training and Development in MOBILINK: On contacting personnel in the Mobilink office it was found out that Mobilink mostly trains its employees by On Job Training which means that the employees are trained as they perform their jobs and along with their duties. The manager or supervisor guides them how to perform their jobs and guides them to efficiency in the work. Internees are trained in various departments and then mostly hired by Mobilink itself and their training is basically teaching them the ropes and the basics of everything. On a general basis the training done in Mobilink can be divided into two categories: à ¢Ã¢â€š ¬Ã‚ ¢ Soft skill training à ¢Ã¢â€š ¬Ã‚ ¢ Technical Training Graham Burke, One of the the President PMCL Mobilink, said Mobilink will provide proper training programmes to its employees in order to make them more aware of their responsibilities Sampling Plan: Sampling involves taking a certain number of people to get them contributed in the research by taking their views about a matter or conduction of interviews about the topic under research. To add to emphasis to the studys purpose to analyse respondents opinion, interviews will be conducted from relevant persons in Mobilink. Data Acquisition Method: Primary data will be collected by adopting a qualitative approach by taking different focus groups, this will provide insight and inform the interview process (Threlfall,199;Gilbert,2008). I will conduct structured interviews from few of the employees in Mobilink. Interviews will be recorded. Observation sheet will be filled by the researcher during the interview whereas some of the modifications will be made if necessary to explore a particular issue irrelevant to Training Development. Project Planning: Time Scales: The part of the research dealing with data collection from secondary sources will take approximately 4-6 weeks. Compiling and analysing of data collected from interviews and observations will take 6-8 weeks approximately. Final research will provide the study hypothesis in 6-12 weeks approximately. Quantitative method can be used for measuring, qualitative tools require a strong reserve of insight and reflection to tease important patterns out of a body of observation (Babble, 2010, pp.51).The size and scope of these was limited to cost, but the study seeks to be representative of the main classifications of members and main geography, although this remains a popular methodology (Stokes and Bergin, 2006). For this purpose by using Sampling which involves taking a certain number of people to get them participated in the research by taking their opinion about a matter or conduction interview about the topic under research. To add to emphasis to the studys purpose to analyse respondents opinion, interviews will be conducted from relevant persons in Mobilink, for this purpose researcher will go to Pakistan in February for getting the require data. Ethical Issues: In order not to interfere with the daily timings of the interviewees, I will arrange timings with the manager of the Mobilink during my visit to Pakistan in February 2011 these Questionnaires will not last for a long period of time , the confidentiality of respondents identity is my foremost responsibility not to disclose it to some one else. Discussion: Provisional work Schedule:

Frederick Douglass Essay

In the Narrative of the Life of Frederick Douglass, an American slave, Douglass describes the dehumanization of both slaves and slave owners. Many slaves were dehumanized by getting beat, raped and even killed. He has seen many horrid things like the incident with Denby’s death and how he had to fight over scraps of food. Douglass not only describes the dehumanization of the slaves, he also talks about how it also changed many of the slave owners that he had encountered. The first time Douglass sees the dehumanization of the slave owners was when he met Mrs. Auld. She had never owned a slave before so she treated him with respect and with kindness. At first, Mrs. Auld is described by Douglass as angelic, kind, and humble. She taught him the alphabet and how to read. Frederick said, â€Å"When I went there, she was a pious, warm, and tender-hearted woman. There was no sorrow or suffering for which she had not a tear. She had bread for the hungry, clothes for the naked, and comfort for every mourner that came within her reach.†(pg. 82) However, her husband scorned her for teaching a slave how to read. He influenced her with his corrupt mindset about treating slaves and changed Mrs. Auld from â€Å"Angelic† to â€Å"demonic† as Frederick described. He said, â€Å"Slavery soon proved its ability to divest her of these heavenly qualities. Under its influence, the tender heart became stone, and the lamblike disposition gave way to one of tiger-like fierceness.† This shows how immensely Mrs. Auld was changed just by her husband commanding her and telling her what was right in his mind. Once she discovered this new found power, that she has power over another human being, she used it to her advantage and went from being the nice lady that taught Douglass how to read to the lady that would punish him if she caught him reading. Another example of the dehumanization of the slave owners is Mr. Covey. He was a very religious man and was also nicknamed the â€Å"n****r breaker† because all the slaves that went to him, he emotionally broke, leaving their life even more depressing and gloomy. Mr. Covey was proud of his nickname and cared very much for his reputation. It says in the novel, â€Å"Added to the natural good qualities of Mr. Covey, he was a professor of religion — a pious soul — a member and a class-leader in the Methodist church.†(Pg. 101) Covey was devoted to religion and breaking his slaves to build on his reputation that he has. The dehumanizing part is that he likes what he does and how he beats the poor slaves. The novel states, â€Å"My natural elasticity was crushed, my intellect languished, the disposition to read departed, the cheerful spark that lingered about my eye died; the dark night of slavery closed in upon me; and behold a man transformed into a brute!† this shows how cruel Mr. Covey is that he made Douglass â€Å"transform†. Everything that he learned went away, his slight sense of joy if there was any was now wiped away from him. Douglass also talks about the dehumanization of the slaves. Branching off from Mr. Covey, Many women slaves were dehumanized by being â€Å"baby machines.† Mr. Covey bought a women slave, Caroline, and her only job was to breed with another man which was Samuel Harrison which was a married man. This is very contradictory because Covey claims to be a man of god when he is doing things like this. Another example of the dehumanization of slaves was when Douglass and his mother were separated when he was born. The slave owners didn’t want them to gain affection with each other because they thought it would distract them from working. In the novel it says, â€Å"I do not recollect of ever seeing my mother by the light of day. She was with me in the night. She would lie down with me, and get me to sleep, but long before I waked she was gone.† This shows how his mother would walk all the way to another plantation just to see him at night when he was sleeping because she loved him very much. It was very dehumanizing when Douglass described what kind of food they had to eat, â€Å"We were not regularly allowanced. Our food was coarse corn meal boiled. This was called MUSH. It was put into a large wooden tray or trough, and set down upon the ground.† He later describes how the children were called to eat the mush like pigs and how they had to fight over the little they had. It was the survival of the fittest. As you can see, dehumanization had an effect on the slaves by destroying them physically and mentally, making them depressed and malnourished, and in some cases, dying. There were also effects on slave owners but not as bold as the ones slaves endured. Mrs. Auld went from being a nice, angelic lady who was nice to everyone and everything to cruel and punishing.

The Good, the Bad and Good Comparison Essay Topics

The Good, the Bad and Good Comparison Essay Topics Good Comparison Essay Topics at a Glance You may continue to keep your argumentative essays for your upcoming job portfolio in case they're highly graded. For students, writing such a document is among the several assignments that they should do. The option of compare and contrast essay topics isn't a simple task because you have to clearly show your analytical skills. It's important to select debatable argumentative essay topics as you need opposing points you could counter to your own points. New Ideas Into Good Comparison Essay Topics Never Before Revealed Picking an effortless topic may prove to be an incorrect track since you may have difficulties finding credible sources to support your views. Deciding on an essay topic is quite important, and you may write the correct things about boring facts and events. Deciding on a persuasive topic is a genuine art. Picking an emotional topic is also an excellent idea. 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Bohr Atom Energy Change Example Problem

This example problem demonstrates how to find the energy change that corresponds to a change between energy levels of a Bohr atom. According to the Bohr model, an atom consists of a small positive charged nucleus that is orbited by negatively charged electrons. The energy of an electrons orbit is determined by the size of the orbit, with the lowest energy found in the smallest, innermost orbit. When an electron moves from one orbit to another, energy is absorbed or released. The Rydberg formula is used to find the atom energy change. Most Bohr atom problems deal with hydrogen because it is the simplest atom and the easiest to use for calculations. Bohr Atom Problem What is the energy change when an electron drops from the n3 energy state to the 1 energy state in a hydrogen atom? Solution: E hÃŽ ½ hc/ÃŽ » According to  the Rydberg Formula 1/ÃŽ » R(Z2/n2) whereR 1.097 x 107  m-1Z   Atomic number  of the atom (Z1 for hydrogen) Combine These Formulas E hcR(Z2/n2)h 6.626 x 10-34  J ·sc 3 x 108  m/secR 1.097 x 107  m-1hcR 6.626 x 10-34  J ·s x 3 x 108  m/sec x 1.097 x 107  m-1hcR 2.18 x 10-18  JE 2.18 x 10-18  J(Z2/n2)En3E 2.18 x 10-18  J(12/32)E 2.18 x 10-18  J(1/9)E 2.42 x 10-19  JEn1E 2.18 x 10-18  J(12/12)E 2.18 x 10-18  JΔE En3  - En1ΔE 2.42 x 10-19  J - 2.18 x 10-18  JΔE -1.938 x 10-18  J Answer The energy change when an electron in the n3 energy state to the n1 energy state of a hydrogen atom is -1.938 x 10-18  J.