ATTITUDE AND PERCEPTION OF EMPLOYEES TOWARDS TRAINING AND DEVELOPMENT IN MANUFACTURING INDUSTRIES

2018 ◽  
Vol 6 (26) ◽  
Author(s):  
Shweta Gaikwad ◽  
Arun Ingle Gaikwad
Keyword(s):  
Systematic Approach ◽  
Training And Development ◽  
Manufacturing Industries ◽  
Development Programs ◽  
Development System ◽  
Planning Approach

Training and Development is one of the crucial differentiator for business especially manufacturing industries. The training and development system in manufacturing industries in Ahmednagar as needs a systematic overhaul. The present training and development programs lack a systematic approach especially in regards to design and planning approach. If the testimony of the employees is to be believed then manufacturing industries lack a clear policy of training and development and seldom are employees deputed to external organizations. The attitudes towards training are influenced due to individual and institutional attributes

scholarly journals MANAJEMEN MODAL SOSIAL LEMBAGA KEUANGAN MIKRO SYARIAH DALAM MEWUJUDKAN KEMASLAHATAN UMAT: STUDI PADA BAITUL MAAL WAT TAMWIL DI KUDUS

2019 ◽  
Vol 7 (1) ◽  
pp. 1
Author(s):  
Masturin Masturin ◽  
Siti Amaroh
Keyword(s):  
Social Capital ◽  
Human Resources ◽  
Financial Institution ◽  
Training And Development ◽  
Research Approach ◽  
Natural Setting ◽  
Development Programs ◽  
Capital Management ◽  
Customer Complaints ◽  
Poor Students

<p><em>Baitul Maal Wat Tamwil </em><em>has been growing as the financial institution from grassroot. This study will describe social capital management of Islamic microfinance to realize ummah maslahah. Data was obtained from five Baitul Maal Wat Tamwil in Kudus that are BMT Mitra Muamalat, BMT Harapan Umat, BMT Amanah, BMT Al Amin, and BMT Mahardika. Informants of this research are managers of each BMT. Social capital management is explained based on some aspects contains vision and mission, customer mapping, handling pattern of customer complaints, social activities, human resources training and development model, and education and socialization model. This research approach is qualitative with natural setting to capture essential problems from research object. However, the findings of this research are: (1) formulate vision and mission represent efforts to integrate organizational resources and social values to community welfare; (2) design of training and development programs for employee to increase human resources comprehension in managing products and contracts, and also principles of Islamic finance; (2) educate society to change conventional mindset into Islamic mindset particularly about justice principle and trustworthy; (3) conduct social responsibility through Baitul Maal with donation, scholarship for poor students, home repair, and other assistances; (4) stand with micro-small enterprises, small traders, traditional market traders, farmer, and factory workers; and (5) design risk management through fund reserve system.</em></p>

scholarly journals ENHANCEMENT OF THE QUALITY OF HUMAN RESOURCES THROUGH TRAINING AND DEVELOPMENT PROGRAMS IN SCHOOLS

2021 ◽  
Vol 5 (2) ◽  
pp. 145-153
Author(s):  
Charlita Trihapsari ◽  
Fadhilah Mujahidah ◽  
Neneng Humairoh
Keyword(s):  
Human Resources ◽  
Development Program ◽  
Training And Development ◽  
Educational Goals ◽  
Development Programs ◽  
Study Approach ◽  
The Subject ◽  
Data Collection Technique

This study aims to analyze and understand the training and development program carried out by SMP YAMIS Jakarta in improving the quality of its human resources. This research uses a qualitative case study approach. The data collection technique is done through interviews, observation, and documentation. Data analysis is done through data presentation, data reduction, and concluding. The results showed that the training and development program carried out by SMP YAMIS Jakarta in improving the quality of its human resources was through the Subject Teacher Consultation (MGMP) activities which were carried out periodically by the existing schedule, involving teachers in seminars on learning methods that creative, innovative and fun, holding independent training in schools by inviting resource persons who are experts in the field, and programmed supervision carried out by school principals to employees regarding the achievement of planned educational goals. 

Changing the training paradigm for learning: A model of human capital development

2018 ◽  
Vol 29 (8) ◽  
pp. 1455-1481 ◽  
Author(s):  
Felipe Alves Calábria ◽  
Fagner José Coutinho de Melo ◽  
Andre Philippi Gonzaga de Albuquerque ◽  
Taciana de Barros Jerônimo ◽  
Denise Dumke de Medeiros
Keyword(s):  
Human Capital ◽  
Organizational Context ◽  
Training And Development ◽  
Development Programs ◽  
Employee Behavior ◽  
Internal Resources ◽  
Capital Development ◽  
The Relationship ◽  
A Company ◽  
Innovation Processes

This article presents the Tetrahedron of Innovation Processes model that aims to diagnose, through the understanding and analysis of the three vertices, areas that need improvements in training to generate a change in knowledge. The present research is intended to show the managers of a company in the energy sector the relationship between training and development programs and how their application can help the organization to design an organizational context orienting human behavior towards activities of learning and innovation. The model can be used to understand the relationship between capacity and internal resources on the influence of employee skills in information processing, creativity, and critical thinking by encouraging employee behavior, guiding a flow of knowledge to the company. Given the context, the model was able to ponder and classify the main aspects that must be improved for the development of human capital in the company studied and can help to find significant solutions for the necessary improvements to occur. With this, the article brings a paradigm shift in training and learning that will aid in the development of human knowledge.

Increased Workforce Diversity by Race, Gender, and Age and Equal Employment Opportunity Laws

2018 ◽  
pp. 380-405
Author(s):  
Shani D. Carter
Keyword(s):  
Labor Force ◽  
Race And Ethnicity ◽  
Equal Employment Opportunity ◽  
Training And Development ◽  
Employment Opportunity ◽  
Development Programs ◽  
Research And Practice ◽  
Equal Employment ◽  
Gender And Age ◽  
The U.S

This chapter reviews how the passage of United States federal Equal Employment Opportunity laws between 1960 and 2000 related to race, gender, age, and national origin led to increased diversity of the labor force in gender, race, and ethnicity, an increase which is ongoing. Data from the U.S. Departments of Labor and Census indicate these laws substantially increased the percentage of Black, Hispanic and Asian and female workers. Between 2003 and 2013, the percentage of the labor force that is women, Black, Hispanic and Asian continued to increase, with the largest gains being of Hispanic and Asian employees. The chapter demonstrates how utilizing diversity improves the research and practice of HRD. This increasing diversity requires practitioners to rethink the methods they use to deliver training and development programs. Further, researchers should examine how the increased diversity impacts all areas of HRD, such as training, mentoring, and work-life balance.

Demographic Changes and Equal Employment Opportunity Legislation

2012 ◽  
pp. 288-305
Author(s):  
Shani D. Carter
Keyword(s):  
United States ◽  
Labor Force ◽  
Human Resource Development ◽  
Equal Employment Opportunity ◽  
Training And Development ◽  
Employment Opportunity ◽  
Development Programs ◽  
Equal Employment ◽  
Federal Laws ◽  
The Relationship

This chapter reviews the relationship between a selection of United States federal laws and Human Resource Development (HRD). The chapter specifically reviews United States federal Equal Employment Opportunity (EEO) laws related to race, gender, age, and national origin, discusses how the passage of these laws led to an increased diversity of the labor force, and demonstrates how utilizing this legislation can improve the research and practice of HRD. A comprehensive group of employment laws were passed between 1960 and 2000, and data from the U.S. Departments of Labor and Census indicate that these laws have served to substantially increase the percentage of minorities and women in the labor force. This increasing diversity requires practitioners to rethink the methods they use to deliver training and development programs to employees. In addition, researchers should examine how the increase in diversity impacts all areas of HRD, such as training, mentoring, and work-life balance.

New Life for Corporate Training

2010 ◽  
pp. 433-452
Author(s):  
David R. Dannenberg
Keyword(s):  
Second Life ◽  
Corporate Training ◽  
Communication Channels ◽  
Training And Development ◽  
Academic Community ◽  
Development Programs ◽  
Corporate Learning ◽  
Ideal Medium ◽  
Learning Programs ◽  
Rich Content

While the educational use of Second Life by the academic community is well established, the number of corporate training and development programs utilizing Second Life has yet to be fully determined. However, while the corporate training use of Second Life may not be as prolific as the academic use, it is occurring. To support this argument the author combines the use of ethnographic evaluation with a review of the existing literature surrounding the corporate use of Second Life. Presented within are what the author found to be the main advantages and hesitations that surround the corporate use of Second Life. The affordances of Second Life, the communication channels, the immersive self-directed building opportunities, and rich, content driven environments, are a unique mix that makes Second Life an ideal medium for developing corporate learning programs.

scholarly journals Considerations for the Usability and Implementation of Augmented Reality in Production Environments

2019 ◽  
Vol 63 (1) ◽  
pp. 2180-2184
Author(s):  
Alicia A. Perez ◽  
Maartje Hidalgo ◽  
Irina Lediaeva ◽  
Mustapha Mouloua ◽  
P. A. Hancock
Keyword(s):  
Augmented Reality ◽  
Training And Development ◽  
Design Guidelines ◽  
Computer Applications ◽  
Manufacturing Industries ◽  
Production Environment ◽  
Production Environments ◽  
Physical Ergonomics ◽  
Self Actualization ◽  
Widespread Interest

Implementation of augmented reality (AR) devices in production floors is becoming increasingly popular for its creative potential in facilitating training and development. From a human factors perspective, there is thus a need to further examine the usability issues and design guidelines of these emerging augmented reality technologies especially with regard to various manufacturing industries. Such assessment efforts will serve to ensure that the fit between human and machine allows for user self-actualization and a safe and productive work environment. Despite the widespread interest in augmented reality, there is no clear set of principles yet established. Many usability models are based on traditional desktop-based computer applications which means unique augmented reality characters are overlooked including the physical ergonomics, expanded field of view, and device mobility features. Here, we review the fit of user-centered usability models to propose a set of criteria to serve as a guideline to implement augmented reality technologies efficiently in the production environment.

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