scholarly journals MANAGEMENT OF TRAINING PROGRAMS BY HRD CV.SULTAN COFFEE INDONESIA

2021 ◽  
Vol 14 (1) ◽  
pp. 1-8
Author(s):  
Bambang Septiawan
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Training Program ◽  
Human Resource ◽  
Training Programs ◽  
Training Evaluation ◽  
Management Training ◽  
Analysis Data ◽  
Training Needs ◽  
Training Needs Assessment

This research focuses on investigating the management of training program which held by CV. Sultan Coffee Indonesia. Even though, this company still in process of developing since 2019, it needs to conduct training regularly to build up the excellent capacity to the employee for making sure the products follows market wants. The theories used are about human resource management focusing on developing good capacity for employee from several experts. The data is taken by observing, the secondary researcher is full observer that assist a lot for collecting the data. The analysis data is done sequently until find and describe the result as well as discussion of the research. The result finds that management training program starting with training needs assessment analysis, goal formulation, design, implementation, until training evaluation. Each step is done sequently according to the needs of training regularly or conditionally based on the requirement for gaining the highest market and profit.

A Practical Approach to Conducting and Using the Training Needs Assessment

1988 ◽  
Vol 17 (2) ◽  
pp. 191-205 ◽  
Author(s):  
Craig Eric Schneier ◽  
James P. Guthrie ◽  
Judy D. Olian
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Needs Assessment ◽  
Data Base ◽  
Human Resource ◽  
Training And Development ◽  
Training Needs ◽  
Training Needs Assessment ◽  
Effective Training ◽  
Central Data

Although training needs assessment (TNA) is essential for effective training efforts, this important component of training and development is often ignored. The authors present a systematic, legally defensible TNA which has proved to be successful. Sample materials for conducting a TNA are included. The use of the TNA as a central data base for other personnel/human resource management activities is also discussed.

Utility Analysis of HRM Effectiveness

2009 ◽  
pp. 898-909
Author(s):  
José M. Carretero-Gómez
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Training Program ◽  
Human Resource ◽  
Utility Analysis ◽  
Organizational Status ◽  
Operational Level ◽  
Key Resources ◽  
Broad Consensus

Within the field of human resource management (HRM) there is a broad consensus recognizing that people is one of the key resources that impact companies’ results. During the last two decades, it is also true that HR departments have experienced a rising in its organizational status with their functions evolving from a merely operational level to a strategic one. Nonetheless, HR departments still face a disadvantage to show the contribution of their interventions when compared to other functional departments within the organization. In this article we study two particular techniques for evaluating the effectiveness of HRM, utility analysis (UA) and multi-attribute utility analysis (MAU). Particularly, we apply them to evaluate an e-training program.

Outdoor experiential training as a catalyst for success

2012 ◽  
Vol 2 (5) ◽  
pp. 1-7
Author(s):  
Alok Kumar Goel ◽  
Geeta Rana ◽  
Chitra Krishnan
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Training ◽  
Subject Area ◽  
Socialization Process ◽  
Experiential Training ◽  
Content Type ◽  
Team Spirit ◽  
Hr Managers

Subject area Human resource management, Training and development, Competency development and team spirit. Study level/applicability The case is intended for MBA/PGDM level students as part of a human resource management curriculum. The case is more diagnostic in nature and should be discussed in the same spirit. The case is suitable for developing conceptual thinking and community orientation of professionals aspiring or pursuing a career in the area of human resource management. Case overview The case examines the imperatives behind Sterling Tools Limited (STL), a leading fasteners manufacturing Indian company's decision and strategy adopted to inculcate team spirit through outdoor experiential training (OET). The case explores in detail the process undertaken to execute the OET at STL. The case also briefly mentions the tangible benefits of OEL. The case is structured to enable readers to: understand the basic objectives of OET; understand the innovative approach adopted by STL; and understand how an organization responds to changes and challenges in the external environment. Expected learning outcomes This case is structured to enable students to: understand the meaning and significance of outdoor experiential training (OET); analyze the challenges faced by HR managers in modern day organizations; learn the conceptual framework and understand the principles of OET; examine the measures that can be taken by management to ensure a smooth induction and socialization process of employees; and understand the need of inculcating team spirit among employees. Supplementary materials Teaching notes are available.

Tailoring training programs for sustainability management based on the training needs assessment

2020 ◽  
pp. 1-28
Author(s):  
Anca Draghici ◽  
Gabriela Fistis ◽  
Nicoleta Luminita Carutasu ◽  
George Carutasu
Keyword(s):  
Sustainable Development ◽  
Literature Review ◽  
Needs Assessment ◽  
Training Program ◽  
Human Resource Development ◽  
Management Training ◽  
Training Needs ◽  
Sustainability Management ◽  
Training Needs Assessment ◽  
Management Position

BACKGROUND: Human resource development in sustainability is a prerequisite of enhancing the success of any organization. Education for sustainable development has been recognized as a key process to support employees’ skills development to positively reoriented their behavior to the sustainable development values and principles. In the article context, based on a synthetic literature review for charting the sustainability taxonomy, there has been created a first general inventory of topics needed to be considered for designing a training program in the field. OBJECTIVE: The objective of the present paper is to identify the general Qualification Matrix defining the training program for sustainability management (based on a training needs assessment study). Furthermore, the research will demonstrate how the training program could be tailor for the case of “management position” research variable. METHODS: First method applied in the study include a synthetic literature review for charting the sustainability taxonomy (creation of comprehensive inventory of topics needed to be considered for designing a training program for sustainability management). Second, based on the sustainability taxonomy, a questionnaire was designed and used in a survey for the training needs assessment. The research sample consisted of 207 respondents, potential trainees that are employees of different companies (from Austria, France, Romania and Slovenia), with a balanced structure of management position and distribution of age. Predictive Analytics Software (PASW, developed by IBM, formerly known as SPSS) for statistical processing has been used for statistical data analyses. RESULTS: The study results have indicated that the most appropriate training methods to be used in the sustainability management training program consists in a combination of: “Theoretical knowledge + examples of good practices + exercises + individual projects”. The process of tailoring the sustainability management training program has been demonstrated for the case of “management position” research variable (with three sub-categories of respondents: top managers, middle and low managers and professionals with no management position) and was based on the defined Qualification Matrix (consists of 5 training units and 19 training elements). CONCLUSIONS: The research have valuable contribution in the field of human resources development, particularly by offering a concrete solution in designing and tailoring a training program for sustainability managers started with the training needs assessment and the Qualification Matrix definition.

LECTURES ON DISCIPLINE “MOTIVATION AND STIMULATION OF LABOUR ACTIVITY” (part 5)

10.12737/264 ◽  
2013 ◽  
Vol 2 (2) ◽  
pp. 0-0
Author(s):  
Кибанов ◽  
Ardalon Kibanov
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Training Program ◽  
Human Resource ◽  
Stimulation Of

This article continues the abstract of lectures on discipline “Motivation and Stimulation of Labor Activity” at the bachelors’ training program degree “Human Resource Management”.

scholarly journals Empirical Validation of Outcomes from Training Programs: A Case Study

2011 ◽  
Vol 1 (1) ◽  
pp. 111 ◽  
Author(s):  
Gregory Kenneth Laing ◽  
Paul Andrews
Keyword(s):  
Statistical Analysis ◽  
Human Resource Management ◽  
Training Program ◽  
Human Resource ◽  
Training Programs ◽  
Strategic Human Resource Management ◽  
Supporting Evidence ◽  
Empirical Validation ◽  
Wide Range

The purpose of this paper is to demonstrate a method for the validation of training programs. This paper empirically tests variables to provide evidence in support of the outcomes from a training program in a case study. Whilst the ability to identify and measure the outcomes from training programs is highly relevant to all organizations it should be noted that no one set of variables will be applicable to all circumstances. The implications from this paper are that statistical analysis can be used validate measured outcomes of a training program. The method used in this paper provides a technique that has applicability for use over a wide range of training programs. This method is especially significant for Strategic Human Resource Management as a means for providing supporting evidence to justify the outcomes from training programs.

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