Training & Development & Human Resource Practices

TRAINING & DEVELOPMENT AND HUMAN RESOURCE PRACTICES AT EVENTUS FACTION PVT LTD PAKISTAN

Name: SHAH KHALID KHAN ID: ******

Training & Development & Human Resource Practices

ACKNOWLEDGEMENT

We think if any of us honestly reflects on who we are, how we got here, what we think we might do well, and so forth, we discover a debt to others that spans written history. The work of some unknown person makes our lives easier every day. We believe it's appropriate to acknowledge all of these unknown persons; but it is also necessary to acknowledge those people whom we know have directly shaped our lives and our work.

First of all we would like to thank our teacher Mr. ABC for their guidance throughout the semester. He has been teaching in Preston University for last many years.

Then we would like to thank Mr. XYZ from Eventus Faction Institute, for providing us the information that was required for completion of this project.

Training & Development & Human Resource Practices

TABLE OF CONTENTS

ACKNOWLEDGEMENT.................................................................................................2 TABLE OF CONTENTS..................................................................................................3 INTRODUCTION...........................................................................................................5 BACKGROUND.........................................................................................................5 OBJECTIVES.............................................................................................................5 MAJOR CHALLENGES................................................................................................6 STATEMENT OF WORK.............................................................................................7 TIME AND COST.......................................................................................................7 HUMAN RESOURCE MANAGEMENT PROCESSES.........................................................8 INTRODUCTION.......................................................................................................8 HR PLANNING..........................................................................................................9 Environmental Analysis........................................................................................9 Forecasting Human Resource Demand..............................................................10 Analyzing Supply................................................................................................10 Reconciliation and Planning...............................................................................10 RECRUITMENT, SELECTION & DIRECTING..............................................................11 TRAINING & DEVELOPMENT...................................................................................13 PERFORMANCE APPRAISAL & EVALUATION...........................................................15 TRAINING AND DEVELOPMENT.................................................................................18 AT EVENTUS FACTION PVT LTD PAKISTAN................................................................18 INTRODUCTION.....................................................................................................18 CONCEPT OF TRAINING AND DEVELOPMENT.........................................................18 OBJECTIVES OF TRAINING AND DEVELOPMENT.....................................................19 PRINCIPLES OF TRAINING.....................................................................................20 IMPORTANCE OF TRAINING....................................................................................20 BENEFITS OF TRAINING.........................................................................................21 TRAINING AND DEVELOPMENT; THE PROCESS......................................................22 WHY TRAINING AND DEVELOPMENTAL PROGRAM AT EVENTUS FACTION?............24 3

Training & Development & Human Resource Practices

Technical Skills:..................................................................................................24 Interpersonal skills:............................................................................................24 Problem solving skills:........................................................................................24 TRAINING METHODS..............................................................................................25 TRAINING OBJECTIVES...........................................................................................25 EMPLOYEE PERFORMANCE MANAGEMENT.............................................................26 Performance Appraisal.......................................................................................26 Informal Performance Appraisal:........................................................................26 Formal Performance Appraisal:..........................................................................26 Written essay.....................................................................................................26 Multi-person comparisons..................................................................................27 360 degree feedback.........................................................................................27 Talent Management...........................................................................................28 Mentoring...........................................................................................................29 BEST PRACTICES; BEST RESULTS..........................................................................30 Talent Retention.................................................................................................30 CONCLUSION............................................................................................................33 LIMITATIONS OF TRAINING & DEVELOPMENT PROGRAM..........................................34 REFERENCES............................................................................................................35 REFERENCES

Training & Development & Human Resource Practices

INTRODUCTION
BACKGROUND
This project basically would deal with the Training and Development and Human Resource Processes and Practices being used by an outsourcing call centre named Eventus Faction. It would throw light on different strategies being used by Eventus Faction to manage Human Resources and their Training and Development in the organization. Few aspects of Eventus Faction through which it gains a different position from other BPOs in regard of HR practices and processes would also be discussed here in this specific study.

OBJECTIVES
Training is one of most important and effective means of bringing about change in an organization. Implementation of Training & Development in the Organization helps the employees to become people oriented and inculcates in them respect and regard for general public. This study shows that how Human Resource Processes work and how Eventus Faction Training & Development enhances the efficiency of the employees and develop their capacities. The main objectives of this project are: To study or analyze the activities, processes, operations of small and medium sized companies in Pakistan.

Training & Development & Human Resource Practices To find out the process of training and development undertaken by Eventus Faction To study about the various innovative training practices.

MAJOR CHALLENGES
Although its obvious that every organisation needs to have well-trained and very experienced Human Resource to perform the activities that have to be done. If the current or potential job occupant can meet this requirement, then also training is important for any oranzation. But this was a major challenge for us to analyze the Human Resource practices being used by the organization within their cultural bounds. Secondly the challenges they face while establishing their goals through the utilization of the limited resources available to them. Few other challenges which the organization catered were the best possible selection of Human Resource from the available pool and the strategies used for that purpose would be totally discussed in the lateral part of the paper. Another major challenege was to emphasize early planning to get rid of stress situations and to get best out of available resources. As organizational culture was being built on a key aspect of Team work so this needs to be looked after very carefully and keenly.

Training & Development & Human Resource Practices Empoyees traning is the pricess where learn the skills , knowledge, attitude and behaviour necessary to perform the job effectively. A newly employed person is introduced to his department, its relation to other departent, its place in the whole organization, the organizations objective, philosophy and practices which again is a bigger challenge for the firm Human Resource departments. As the job has become more and more complex, the importance of employees training has increased. When jobs were easy to learn, simple and influenced to only a small degree by technological changes, there was little need for the employees to upgrade or alter their skills. But now it has become a major challenge.

STATEMENT OF WORK
To study the Training & Development practices, Human Resource processes and core values of Training & Development at Eventus Faction. Main question being answered here is that how they get best Human Resource from market within the bounds of limited resources. Similarly the Training & Development tactics which are being used by the organization to recruit new and professional people would be the focus of this study. Lastly the differences between Eventus Faction and other BPOs would be done to compare and contrast the major HR practices being followed and Training & Development tactics being used by them.

TIME AND COST

Major part would be accessible as I am an employee, one week time.

Training & Development & Human Resource Practices

HUMAN RESOURCE MANAGEMENT PROCESSES

INTRODUCTION
A Human Resource Management refers to the systems and processes at the intersection between human resource (HR) and the strategies and practices being used to manage these Human Resources. It merges HRM as a discipline and in particular its basic HR activities and processes with the information technology field. The function of Human Resources departments is generally administrative and common to all organizations. Organizations may have formalized all its Human Resource processes in a proper line of action but in general there could be some major processes in the HRM which are in practice: 1) Human Resource Planning 2) Recruitment, Selection & Directing 3) Training and Development 4) Performance Appraisal & Evaluation As this study is specific to an organization named Eventus Faction so, we would now be discussing each and every segment of Human Resource Management Process in relation to this specific organization. All the plans, strategies, and steps being used by Eventus Faction to achieve its

Training & Development & Human Resource Practices organizational goals by utilizing limited resources to gain maximum of Human Resources benefits would be the basic purpose of study.

Training & Development & Human Resource Practices

HR PLANNING
Human Resource Planning is the vital step which needs to be done very carefully because it would establish the base for rest of the implementation and execution phases. In Eventus Faction a crosscutting issue in human resource planning is to ensure that a proper system is in place to handle the process. The overall aim of this system is to manage human resources in line with organizational goals. The system is in charge of human resource plans, policies, procedures and best practices. For example, the system should track emerging human resource management trends, such as outsourcing certain non-core functions, adopting flexible work practices and the increased use of information technology, and, if appropriate, implement them. Environmental Analysis While analyzing the Eventus Faction Human Resource Planning practices it was seen that the first step in the human resource planning process is to understand the context of human resource management. Human resource managers initially understand both internal and external environments. Data on external environments includes the following: the general status of the economy, industry, technology and competition; labor market regulations and trends; unemployment rate; skills available; and the age and sex distribution of the labor force. Internal data required include short- and long-

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Training & Development & Human Resource Practices term organizational plans and strategies and the current status of the organization's human resources. Forecasting Human Resource Demand Forecasting was being performed after environmental analysis in Eventus faction HR department to make sure that the future implementation would bring fruitful results. The aim of forecasting is to determine the number and type of employees needed in the future. Forecasting should consider the past and the present requirements as well as future organizational directions. Bottom-up forecasting is one of the methods used to estimate future human resource needs by gathering human resource needs of various organizational units. Analyzing Supply Eventus Faction use to hire personnel from internal and external sources. The skill inventories method is one of the techniques used to keep track of internal supply. Skill inventories are manual or computerized systems that keep records of employee experience, education and special skills. A forecast of the supply of employees projected to join the organization from outside sources, given current recruitment activities, is also necessary. Reconciliation and Planning The final step in human resource planning in Eventus faction is developing action plans based on the gathered data, analysis and available alternatives. The key issue is that the plans should be acceptable to both top
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Training & Development & Human Resource Practices management and employees. Plans should be prioritized and their key players and barriers to success identified. Some of these plans include employee utilization plan, appraisal plan, training and management

development plan and human resource supply plan.

RECRUITMENT, SELECTION & DIRECTING

Recruitment basically stands for the process of developing a pool of qualified applicants. If we talk about the methods and trends of recruitments being followed by Eventus Faction then online recruitment would become on top of the list. Online recruiting has become one of the primary methods employed by HR department of Eventus Faction to gather potential candidates for available positions within an organization. Talent Management systems typically encompass: 1. Analyzing personnel usage within an organization. 2. Identifying potential applicants. 3. Recruiting through company-facing listings. 4. Recruiting through online recruiting sites or publications that market to both recruiters and applicants. The significant cost incurred in maintaining an organized recruitment effort, cross-posting within and across general or industry-specific job boards and maintaining a competitive exposure of availabilities has given rise to the development of a dedicated Human Resource management system where the HR managers and executives play a very vital role to manage the new
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Training & Development & Human Resource Practices employee hiring and recruitment processes. Both internal and external recruitment processes are being used by Eventus Faction, and in point of view of their HR managers the basic benefits of both are as follows: 1. Considerable savings can be made. Individuals with inside knowledge of how a business operates will need shorter periods of training and time for 'fitting in'. 2. The organization is unlikely to be greatly 'disrupted' by someone who is used to working with others in the organization. 3. Internal promotion acts as an incentive to all staff to work harder within the organization. 4. From the firm's point of view, the strengths and weaknesses of an insider will have been assessed. There is always a risk attached to employing an outsider who may only be a success 'on paper'.

While external recruitment also provides with an opportunity to get new and innovative minded people. External recruitment makes it possible to draw upon a wider range of talent, and provides the opportunity to bring new experience and ideas in to the business. Disadvantages are that it is more costly and the company may end up with someone who proves to be less effective in practice than they did on paper and in the interview situation. Selection process basically determines relative qualifications & potential for a job of the job applicant. Now talking specific to the Eventus
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Training & Development & Human Resource Practices Faction this process is being given severe importance because it allows the company to focus over the core competencies and the required staffs skills for any department. There are a number of stages, which are being used by Eventus Faction to define and set out the nature of particular jobs for recruitment purposes. Job analysis is the process which is being used for examining jobs in order to identify the key requirements of each job. A number of important questions are being explored by HR managers in the organization like what would be the title of the job, to whom the employee is responsible, for whom the employee is responsible, a simple description of the role and duties. Similarly proper job analysis is performed to design job descriptions (JD) and job specifications. Eventus Faction has gone beyond the traditional functions and developed support human resource management hiring, information job systems, which

recruitment,

selection,

placement,

performance

appraisals, employee benefit analysis, health, safety and security. An organization must know the relationship between business strategy and building a competency model. It must also commit to supporting the project. The time and expense of building a model need to be considered in making the decision to start a project. Any major change in human resource management methods must tie into the vision and mission of the agency. Communication of the vision and

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Training & Development & Human Resource Practices mission to employees must clearly link the work they do and the purpose and direction of the organization. The time and effort an agency spends on this planning effort provide the connection between agency performance and the people who make success a reality.

TRAINING & DEVELOPMENT

Today people are often the key resource of a firm and their employment can make up at least two thirds of all costs. Similarly at Eventus faction, their well-managed training and development usually adds more value often far more value than it costs. And increasingly, its competitive advantage depends more on the quality of its staff than on any other factor. Training is the acquisition of new skills and knowledge relevant to a job. Development involves the growth of an individual's wider education and capabilities within a field of employment. Induction training is being done at the initial stage of the employee induction and this training familiarizes new employees with their role and responsibilities. Colleagues are introduced, systems explained and the expectations of the job are clarified. On-the-job training is arranged in the workplace through instruction and observation. Off-the-job training takes employees away from the immediate workplace. It may be 'in-house' using the employer's facilities or 'out-house' and provided by another company or college university. Development has a broader focus on learning and relates to a career rather than to a job. It emphasizes the employee's potential to acquire more capabilities. The government supports training and development through
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Training & Development & Human Resource Practices modern apprenticeships which give young people vocational skills through a mix of on and off-the-job training. The Investors in People award requires firm to demonstrate its commitment to training and career development for staff. The benefits administration module provides a system for organizations to administer and track employee participation in benefits programs. These typically encompass insurance, compensation, profit sharing and retirement. The HR management module is being used by this organization as a component covering many other HR aspects from application to retirement. The system records basic demographic and address data, selection, training and development, capabilities and skills management, compensation

planning records and other related activities. Leading edge systems provide the ability to "read" applications and enter relevant data to applicable database fields, notify employers and provide position management and position control. Human resource management function involves the recruitment, placement, evaluation, compensation and development of the employees of an organization. Complete description of training and development of Eventus Faction would be explained in the lateral section of the paper.

PERFORMANCE APPRAISAL & EVALUATION

Perhaps the most significant benefit of appraisal is that, in the rush and bustle of daily working life, it offers a rare chance for a supervisor and subordinate to have "time out" for a one-on-one discussion of important work issues that might not otherwise be addressed. Almost universally, where
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Training & Development & Human Resource Practices performance appraisal is conducted properly, both supervisors and subordinates have reported the experience as beneficial and positive. Appraisal offers a valuable opportunity to focus on work activities and goals, to identify and correct existing problems, and to encourage better future performance. Thus the performance of the whole organization is enhanced. In Eventus Faction for many employees, an "official" appraisal interview may be the only time they get to have exclusive, uninterrupted access to their supervisor. Said one employee of a medium sized organization after his first formal performance appraisal, "In twenty years of work, that's the first time anyone has ever bothered to sit down and tell me how I'm doing."The value of this intense and purposeful interaction between a supervisors and subordinate should not be underestimated. Performance appraisal can have a profound effect on levels of employee motivation and satisfaction for better as well as for worse. Performance appraisal provides employees with recognition for their work efforts. The power of social recognition as an incentive has been long noted. In fact, there is evidence that human beings will even prefer negative recognition in preference to no recognition at all. If nothing else, the existence of an appraisal program indicates to an employee that the organization is genuinely interested in their individual performance and

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Training & Development & Human Resource Practices development. This alone can have a positive influence on the individual's sense of worth, commitment and belonging. The strength and prevalence of this natural human desire for individual recognition should not be overlooked. Absenteeism and turnover rates in some organizations might be greatly reduced if more attention were paid to it. Regular performance appraisal, at least, is a good start. Performance appraisal offers an excellent opportunity perhaps the best that will ever occur for a supervisor and subordinate to recognize and agree upon individual training and development needs. During the discussion of an employee's work performance, the presence or absence of work skills can become very obvious even to those who habitually reject the idea of training for them! Performance appraisal can make the need for training more pressing and relevant by linking it clearly to performance outcomes and future career aspirations. From the point of view of the organization as a whole, consolidated appraisal data can form a picture of the overall demand for training. This data may be analyzed by variables such as sex, department, etc. In this respect, performance appraisal can provide a regular and efficient training needs audit for the entire organization. Though often understated or even denied, evaluation is a legitimate and major objective of performance appraisal. But the need to evaluate (i.e., to judge) is also an ongoing source of tension, since evaluative and
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Training & Development & Human Resource Practices developmental priorities appear to frequently clash. Yet at its most basic level, performance appraisal is the process of examining and evaluating the performance of an individual. Though organizations have a clear right some would say a duty to conduct such evaluations of performance, many still recoil from the idea. To them, the explicit process of judgment can be dehumanizing and demoralizing and a source of anxiety and distress to employees. It is been said by some that appraisal cannot serve the needs of evaluation and development at the same time; it must be one or the other. But there may be an acceptable middle ground, where the need to evaluate employees objectively, and the need to encourage and develop them, can be balanced.

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Training & Development & Human Resource Practices

TRAINING AND DEVELOPMENT

AT EVENTUS FACTION PVT LTD PAKISTAN

INTRODUCTION
In the field of human resource management, Training and Development is the field concerned with organizational activity aimed at bettering the performance of individuals and groups in organizational settings. It has been known by several names, including employee development, human resource development, and learning and development. "Human Resource Development" was rejected by academics, who objected to the idea that people were "resources"- an idea that they felt to be demeaning to the individual. Eventually, the researchers settled upon "Training and Development", although that was itself not free from problems, "learning" being an over general and ambiguous name. Moreover, the field is still widely known by the other names.

CONCEPT OF TRAINING AND DEVELOPMENT

Training is the process of learning a sequence of programmed behaviour. It is an application of knowledge. Its an attempt to improve the performance on the current job and prepare them. Training should be an integral component of the business activity which makes good business

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Training & Development & Human Resource Practices sense to train the whole staff. Training is essentially a process of developing skills, knowledge, attitude or behaviour of the people through instruction, practice domestic demonstration or other techniques, either on the job or in the class room. It aims at ensuring the effective use of people at all levels and in all types of employment and creating such individually or collectively, enable people to make the best contribution to the success of helping employees to be more effective in present or future work. Well-trained employees will not only do the job efficiently but also get more satisfaction from work.

OBJECTIVES OF TRAINING AND DEVELOPMENT

Training helps the trainees to accquire the subject matter.

Training helps to bring a change of attitude and behaviour towards a particular problem. Training aims at enhanching the capabilities of the trainees so as to enable them to increase their probem solving capacity. Training aims at bridging the gap between the expected levels of performance and actual performance. To assure the organization the availability of required number of manager with requisite skills to meet the present and anticipated future needs of business.

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Training & Development & Human Resource Practices To encourage manager to grow as efficient person and increased their capacities and handling more responsibility. To improve the performance of managers at all levels of job they hold. To sustain good performance of manager through out their career. To prepare managers with forward-looking approach.

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Training & Development & Human Resource Practices

PRINCIPLES OF TRAINING
A sound program of operative training is based on the following principle: Every human being is capable of being trained. An adequate interest and motive for training is essential. People achieve more of their training when they are informed of their achievements. Training is an active process. Training is related to attention concentration process. Trainees learn better when they learn at their own place . Training technique and process should be directly related to the needs of the organization. Training should be conducted in the actual job environment to the maximum possible extent. There is always some gap beetween actual performance and the capacity to perform, which opportunities for improvement. Feedback from subordinate to superiors & group to individual is necessary for recognition of shortcomings and for keeping oneself in touch with the progress. provide

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Training & Development & Human Resource Practices

IMPORTANCE OF TRAINING
Training makes employees more effective and productive. Training helps to keep the human factor upgraded and keeping pace with the competitors. Training helps to upgrade their skills. Training helps in rescaling and multi-scaling. Training is important to develop the potential leaders in futures and to take care of key positions and managerial effectiveness. To develop identified executives and have sufficient number of year, good track record and adequate qualification. Training imparted is beneficial in term of organization performance as well as the individual growth in performance and training.

BENEFITS OF TRAINING
It will create healthy competition among different organizations. It helps in reducing wastages because of good technologies. It makes people of the organization updated. It helps in individual development in all fields. It helps in motivating the employees.

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Training & Development & Human Resource Practices Employees can gain recognition for skills and knowledge through achievement of vocationally relevant qualifications.

TRAINING AND DEVELOPMENT; THE PROCESS

At Eventus faction Training and development encompasses three main activities: training, education, and development. All these three terms are separate, although interrelated, activities and are explained below:

Training: This activity is both focused upon, and evaluated against, the job that an individual currently holds.

Education: This activity focuses upon the jobs that an individual may potentially hold in the future, and is evaluated against those jobs.

Development: This activity focuses upon the activities that the organization employing the individual, or that the individual is part of, may partake in the future, and is almost impossible to evaluate.

In Eventus Faction conventional 'training' is required to cover essential work-related skills, techniques and knowledge, and much of this section deals with taking a positive progressive approach to this sort of traditional 'training'. Importantly however, the most effective way to develop people is quite different from conventional skills training, which let's face it many employees regard quite negatively. They'll do it of course, but they won't enjoy it much because it's about work, not about themselves as people. The

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Training & Development & Human Resource Practices most effective way to develop people is instead to enable learning and personal development, with all that this implies. So, as soon as HR staff has covered the basic work-related skills training that is much described in this section, focus on enabling learning and development for people as individuals which extends the range of development way outside traditional work skills and knowledge, and creates far more exciting, liberating, motivational opportunities for employees and for employers both. Rightly organizations are facing great pressure to change these days and to facilitate and encourage whole-person development and fulfillment beyond traditional training. The management development on the other hand is designed to over all effectiveness of manager to their present position and them to prepare for greater responsibility when they are promoted. Management development has become more prevalent in recent year because of increasingly complex demand, being made on manager and training the manager only through experience is a time consuming and unreliable process. Training is linked with performance appraisal career development. Employees are trained on jobs are through house training programs. For some employees including manager outside training may be utilized to enhance, upgrade or develop specific skills. Thus it can be concluded that training and devopment is an essential tool in human resource development. Eventus Faction believes that if a society is facing a rapid rate of

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Training & Development & Human Resource Practices technological social changes, so management need to be developed as they have to tackle problem arising out of automation intense market competition growth of new market, enlarge labour participation in management and greatest interest taken by the stakeholders in various activities of business. The participants also have opportunity to improve their knowledge base by learning the theme related to concept and building their skills and attitudes through various practical exercise. Besides above the small group exercises, Role-play, interface panel dicussion also promote participant culture and break the psychological barriers. Some programs have a common methodology like knowledge sharing, group discussion and presentation etc., however a judicious mix of Lecture/ Discussion/ Case studies/ Role play/ Business game etc. is used to make absorption learning spontaneous and instant.

WHY TRAINING AND DEVELOPMENTAL PROGRAM AT EVENTUS FACTION?

Initially it is very important to mention that Eventus Faction believes that to improve three types of skills of their employees they do need to develop proper training programs. And those three skills are: Technical Skills: The skills of improving basic skills like the ability to read, write and doing math computations as well as job specific competences.
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Training & Development & Human Resource Practices Interpersonal skills: This type of training includes learning how to be better listener, how to communicate ideas more clearly and how to reduce conflicts. Problem solving skills: These skills include participating in activities to sharpen logic , reasoning and skills at defining problems, being creative in developing alternatives, analyzing alternatives and selecting solutions.

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Training & Development & Human Resource Practices

TRAINING METHODS
As Eventus Faction is an outsourcing company and basically provides a call center services to different clients so basically they need in house training programs internally but still few external training programs are also being planned so to make things more visible and clearer for their teams and staffs. 1) Most training takes place on the job because this approach is simple and inexpensive. 2) Some skill training is too complex to learn on the job. In such cases it should take place outside the work setting.

TRAINING OBJECTIVES
1. The purpose of training is to upgrade the capabilities and efficiency of all those employees and prepare them for more responsible positions in future. 2. Provide employees with greater opportunity to grow and succeed within the company. 3. To strengthen management and professional teams at all organizational levels. 4. The employees are trained technically and periodically according preplanned programs.

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Training & Development & Human Resource Practices 5. Training in Eventus Faction upgrades capabilities of employees, provides guidance and individual counseling. 6. Construct training programs and provide employees a variety of Job skills, Technical, Clerical and Supervisory capabilities. To conduct these training programs, the Human Resource Department conducts a meeting with department heads at the end of the training program. The purpose of this meeting is to focus on the individual discipline and performance during the training program. Then on the basis of their performance they give them advance jobs. They fill every position vacancy with the best qualified person obtained. They prefer their own employees and go outside only when fully qualified person is not obtainable.

EMPLOYEE PERFORMANCE MANAGEMENT

Performance management is a process used within organization to establish and evaluate an individuals job performance to achieve goals and objectives. Performance Appraisal It is a process of systematically evaluating performance and providing feedback to the employees upon which performance adjustments can be made. Performance appraisal should be based on job analysis, job description, and job specifications.

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Training & Development & Human Resource Practices Informal Performance Appraisal: The process of continually feeding back to subordinates information regarding their work performance Formal Performance Appraisal: It is a formalized appraisal process for rating work performance, identifying deserving raises or promotions, and identifying those in need of further training. Written essay It is a technique in which an evaluator writes out employee strengths, weaknesses, past performance and potential. Advantages of this is simple to use. Disadvantages of this are more a measure of evaluators writing ability than of employee actual performance. Multi-person comparisons Performance appraisal techniques that compare one individuals performance with that of the other individuals is usually referred to as multiperson comparisons. Group ranking and Individual ranking are part of this test which is being used by Eventus Faction HR staff to evaluate the performance of its employees. Advantage compares with one another. Disadvantage unwieldy with large no of employees.

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Training & Development & Human Resource Practices 360 degree feedback A performance appraisal method that utilizes feedback from supervisors, employees and coworkers is named as 360 degree feedback. Advantage of this is thorough. Disadvantage is that its time consuming. At the end we would like to sum up that Eventus Faction HR specialist believe that for an appraisal to be meaningful, an appraisal system must be: Reliable: provide consistent results across time. Valid: actually measure people on relevant job content. Measurement errors can threaten the reliability or validity of performance appraisals. But Eventus uses best practices to avoid maximum of the errors. Now if we see the analysis process of Eventus Faction we would come to know that it analysis its staff on the basis of following traits which are mentioned below: Leadership. Communication skills. Team work and Co-operation. Problem solving & decision making. Initiative and drive. Flexibility.

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Training & Development & Human Resource Practices Customer focus. Performance appraisal is done on an annual basis (from January 1st to December 31st). To give a chance to subordinates to evaluate their seniors a 360 degree evaluation is conducted at the time of the performance evaluation. The immediate supervisor prepares an annual report in December of each year of each employee. Increments are also given at the end of the year, increments are percentage of salaries. Promotions are given on good performance after completing two years in the current grade. Bonuses are given but the employee must have to complete 6 months in the company service. Talent Management Programs are typically designed by Eventus Faction to advance their work activities within specific organization. It provides information, assessment and training to help employees to realize their career goals. Eventus Faction is always eager to attract and retain highly talented people. Wide spread organizational changes have lead to uncertainty and chaos concerning the concept of traditional organizational career. The individual not the organization is responsible for his/her own career! Organizational members have to look out for themselves and become more self reliant. Boundary fewer careers are being established in which individual rather than organization defined.

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Training & Development & Human Resource Practices Mentoring Mentorship is an informal transmission of knowledge, social capital, and the psychosocial support perceived by the recipient as relevant to work, career, or professional development; mentoring entails informal communication, usually face-to-face and during a sustained period of time, between a person who is perceived to have greater relevant knowledge, wisdom, or experience (the mentor) and a person who is perceived to have less. In Eventus Faction Mentoring is practicing for smooth induction of new employees into Analysis of Plant Upset Condition the organization and their overall development. After

completion of 3-month induction and orientation level training, new employees are put for on-the-job-training. During on-the-job training and after completing it they are assigned to a Mentor, who guides them in their day-to-day clarifications and facilitate their learning. Mentors monthly sends the progress report of mentees to be reviewed by the training centre. Who is a Mentoree: New Employee Who is a Mentor: An experienced and successful professional/manager with a mindset to help someone who is willing to invest in others? Selection of Mentor: Jt. President (Power) appoints Mentors with 1. Good Soft skills 2. Great Values

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Training & Development & Human Resource Practices 3. Willingness to help young protgs.

BEST PRACTICES; BEST RESULTS

Eventus Faction has designed few things to support their employee and their performance within the organization and it includes following steps: 1. Develop a network. 2. Continue upgrading your skills. 3. Support your boss. 4. Stay visible. 5. Gain control of organization resources. 6. Learn the power structure. 7. Present the right image. 8. Do Good work. Talent Retention Talent Retention is a major challenge in our organization. Hence, we are enriching our all sections of the employees to acquire higher skills and knowledge so that we may enhance the average level of our skill inventory. The streams for specialization are: 1. HR 2. Finance
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Training & Development & Human Resource Practices 3. Operations 4. Information Technology 5. Customer Relationship 6. Marketing If we sum up the whole process of training and development at Eventus Faction than the outline of the process would be as shown below. Basically the Training always get initiated when a need is identified for the specific training program like at the start of a new outsourcing project one needs to have complete command over the product, company and script etc so he/she should be given appropriate training program for that. Similarly many other training programs are being designed for other needs being identified.

After complete identification of need the next step is to prepare a training module. Training module is always being designed keeping in view the needs and level of the skills required, project orientation and lastly the audience.
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Training & Development & Human Resource Practices Next is the main step is imparting the traing program, it means that the execution of the planned training is the one thing which needs to be done very carefully because everything is happening over there and thus trainers, trainees, training material and environment should be fully prepared. Evaluation and feedback is always been considered as the very important part by the Eventus Faction because it allows to correct the mistakes and to improve the skills and capabilities of individuals and overall organization s well.

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Training & Development & Human Resource Practices

CONCLUSION
Human Resources play a vital role in shaping a healthy and growing organization. The increasing complexity and problems of managing human resources places heavy demands on ensuring equal emphasis on all the subsystems which play a crucial part in ensuring holistic development of the human resources. People can gain recognition for skills and knowledge through achievement of vocationally relevant qualifications. Today for any organization training should be an integral component of the business activity & good business sense to train the whole staff. For that, it is important to know about the main concepts of training & development. In my project Training & Development, I have analyzed the policy, processes and methodologies of training & development at an organization named Eventus Faction. Based on this study at this esteemed organization it can be concluded that human resource is an organizations most valuable asset and, investment in the learning and development of this precious resource, if they got well equipped training in the best possible way, they shall definitely help in achieving the bottom line for the company. The action plan developed by me is based on my careful study and practical training here at Eventus Faction, this shall help the organization to overcome its shortcomings in the training and development process and shall definitely support the system to grow and maintain its reputation globally.
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LIMITATIONS OF TRAINING & DEVELOPMENT PROGRAM

Although this organization includes relevant and beneficial training processes and methodologies in their working schedule, but then also they are not able to check whether the employees are satisfied with their work or they required personal development also. After getting a thorough overview of process & methodologies of training & development, I found some limitation in that which is as follows: Time Constraints Since it is a broad topic, therefore, in depth analysis of each & every aspects of this topic is not possible.
Training effectiveness response obtain from immediate supervisor is

based on perceptions not realities; actual on the job impact in terms of increased productivity is not measured.

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REFERENCES
1. Gilley, J.W. & Eggland, S.A., Principles of Human Resource

Development, Addison-Wesley, NY, 1989, p. 5.

2. McLagan, Patricia A., "Models for HRD Practice." Training and

Development Journal, September 1989, pages 49-59.

3. Anthony Landale (1999). Gower Handbook of Training and

Development. Gower Publishing, Ltd.

4. Diane Arthur (1995). "Training and Development". Managing Human

Resources in Small & Mid-Sized Companies. AMACOM Div American Mgmt Assn.
5. Shawn A. Smith and Rebecca A. Mazin (2004). "Training and

Development". The HR Answer Book. AMACOM Div American Mgmt Assn.

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