Introduction to the Topic

Training and development is vital part of the human resource development. It is assuming ever important role in wake of the advancement of technology which has resulted in ever increasing competition, rise in customers expectation of quality and service and a subsequent need to lower costs. It is also become more important globally in order to prepare workers for new jobs. In the current write up, we will focus more on the emerging need of training and development, its implications upon individuals and the employers.

Noted management author Peter Ducker said that the fastest growing industry would be training and development as a result of replacement of industrial workers with knowledge workers. In United States, for example, according to one estimate technology is de - skilling 75 % of the population. This is true for the developing nations and for those who are on the threshold of development. In Japan for example, with increasing number of women joining traditionally male jobs, training is required not only to impart necessary job skills but also for preparing them for the physically demanding jobs.. They are trained in everything from sexual harassment policies to the necessary job skills.
The need for Training and Development

Before we say that technology is responsible for increased need of training inputs to employees, it is important to understand that there are other factors too that contribute to the latter. Training is also necessary for the individual development and progress of the employee, which motivates him to work for a certain organization apart from just money. We also require training update employees of the market trends, the change in the employment policies and other things.

Area and the importance of this study. From the future point of view to the organization, to self and to the the rest of the people. The following are the two biggest factors that contribute to the increased need to training and development in organizations:

1. Change: The word change encapsulates almost everything. It is one of the biggest factors that contribute to the need of training and development. There is in fact a direct relationship between the two. Change leads to the need for training and development and training and development leads to individual and organizational change, and the cycle goes on and on. More specifically it is the technology that is driving the need; changing the way how businesses function, compete and deliver. 2. Development: It is again one the strong reasons for training and development becoming all the more important. Money is not the sole motivator at work and this is especially very true for the 21st century. People who work with organisations seek more than just employment out of their work; they look at holistic development of self. Spirituality and self awareness for example are gaining momentum world over. People seek happiness at jobs which may not be possible unless an individual is aware of the self. At ford, for example, an individual can enrol himself / herself in a course on self awareness, which apparently seems inconsequential to ones performance at work but contributes to the spiritual well being of an individual which is all the more important.

Area of this study to be confined in the area of :

Employee Training & HR Development

Training Programs include: Harassment training Communication Skills training Computer and Technical skills training Management and Leadership training Diversity Training Safety Training Conflict Management Workplace Wellness Supervisor Skills Development Team building Skills training

In addition to the above training programs, we also offer customized training programs specific to your industry. We have partners in all industries and can bring in experts to make sure you get the best results.

Business Plans
Results You Can Expect: Every business starts with a strong business plan it is the foundation and the building block of every company. A good business plan will not only be the blueprint of your business, it will also
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provide you with a good entry into many doors, including the door of investors and financial institutions. The due diligence of starting a company can be overwhelming. With our help, we can provide an excellent plan for you.

Strategic Planning Results You Can Expect: Most companies and organizations need a vision and strategic plan, but few have it. Your Plan will put you ahead of many of your competitors. You will now have short and long-term goals for your business in key performance areas which will help you stay focused. Your business activities or issues, such as operating costs, customer satisfaction, quality of goods or services, etc., will subsequently be improved with a more focused vision.

Business Evaluation & Organization Reviews

Results You Can Expect: You will learn how efficient and effective your companys programs and/or initiatives are. You will also gain the ability to recognize when changes are required and to implement them across all parts of your business on an ongoing basis. You can expect to identify opportunities that will increase your operational excellence.

Introduction to the company profile.

IIBM group of INSTUITES

NCIT India's IIBM (International Institute of Business Management) established in the year 2000. Since last 10 years running successfully to cater the service industry and impart growing demands for trained management professionals.

IIBM is launched by experienced academician and Successful professionals to cater to the growing demands in Management sector and approved by University of Pune & recognized by
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Govt. Of Maharashtra & authorized learning center of Sikkim Maniple University as well as Internationally associated with University of Cambridge for their ESOL, BEC Program, and High gate UK, for higher study in Management and Placement in abroad. IIBM is centrally located & shortly opening with other branches in India & aboard to facilitate more students. Our panels of faculties are highly experienced professionals from the industry and students are from different parts of the country representing cross cultural variety.

IIBM Group of Institutes caters all segments of education which fulfill the demands of today's challenging world. We are in to

International Institute of Business Management Studies. IIBM College of Hotel Management. IIBM College of BBA & BCA. Jet India Aviation & Hospitality Management. Cambridge International School.

Vision
IIBM will enrich quality and value based Management Education to create successful business leader to face ever changing business in corporate world. IIBM will be committed for its excellence in Management Education and will strive best to serve the development of our society and ensure student development through promotion of management education in India. 9

Mission
We will enhance the intellectual, cultural and economic vitality of diverse need of our society to become one of the most preferred premiere institutes for Management Education.We will impart latest, proven technology based concept for our student.

Message
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Chairman Message
Dear Student, In the era of globalization, cultural changes and unprecedented growth in economic front, we at IIBM are envisioned to change as per the time. We are committed to the growth and development of our students by imparting much needed practical oriented value based education.

It is our dedicated responsibility to bring out the best from the student by developing their competencies and enabling them to prosper in this competitive and dynamic scenario. Holistic development of student is our core focus. Faculties at IIBM are our invaluable assets and it is the synergy of the talent and ability which have brought accolades and honors to IIBM.

Today I take privilege to heartily welcome you all to experience the difference of joyful and meaningful learning in IIBM.

I wish you all the best for a bright and successful future career.

Director Message
Dear Student, 11

The world is constantly evolving with new advances and revolutions taking place every day. Keeping pace with the time and in the pursuit of higher academic excellence, today I welcome you to International Institute of Business Management, Pune

At IIBM our endeavor is to provide academic education beyond conventional academic education where we ensure students with overall development so that they can succeed not only in academic but in all personal and professional fronts.

We have revolutionized the teaching process with value based conceptual training, technology aided teaching, and result oriented methodologies and comprehensive evaluation system. We offer the right balance between theory and practical knowledge in a favorable learning environment.

Friends, the opportunities are unlimited. To make your foot-hold in the future world you need a solid foundation into the various aspects of management along with the pre-requisites like development of the competencies, empowerment, proper honing of skills.

I once again welcome you to IIBM and wish you all the very best.

Why IIBM?
Our priority is to ensure that every selected student is trained with personal care and attention.In order to be ready for suitable jobs as soon as they step out of their course. Winning is ensured

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and brings out fast track technology specialists and technical managers from our post graduate program.

Students are provided with paid on the job training along with PGP Program.

Student are trained and certified by hospitality management.

Students are trained on ERP by SAP.

Students are trained on business application software (ms office/ms project/ Tally).

Students are trained and certified on one of the foreign language from German, Spanish, French, Chinese and Japanese.

Students are certified by BEC certification of Cambridge University.

Students are trained in event management.

Students are trained on business etiquette communication and soft skills-students will be jointly involved in the research and development on various topics on management and IT with top corporate.

Our students will be provided with free laptops.

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CORPORATE OFFICE
IIBM Campus, plot no.8/2 block, MICDC, Behind Titan Showroom, Mumbai- Pune Highway, Chincwad, Pun11019. {MAHARASHTRA}, INDIA.

BRANCHES

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International Institute of Business Management Studies

International School of Business Management, IIBM, is a privileged undertaking of National Corporation of Information Technology India (NCIT India). Since year 2000 IIBM is successfully catering the Service industry and growing demands for trained management professionals. IIBMs courses are affiliated to University of Pune and are also recognized by Government of Maharashtra.

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IIBM College of Hotel Management

Established in 1989, IIBM College of Hotel Management is registered with Government of Maharashtra and is affiliated to University of Pune. The Institute offers an environment of resourceful learning which is a haven for aspiring individuals to discover their potential and to be transformed into skilled employable personnel.

IIBM College of BBA & BCA

Since its day one in academic year of 2000-2001, IIBMs college of BBA and BCA is fully operational in providing conducive academic ambiance required for young aspirants, who are looking forwards towards entry into the world of business management.

Jet India Aviation and Hospitality Management

JET INDIA was started in 2000. JET INDIA is associated with Indian Aeronautical Engineering and Information Technology (IAEIT) which offers various courses like Air-craft maintenance, CPL and Aeronautical Engineering. The course syllabus is approved by DGCA; hence it enables students to acquire better jobs.

Cambridge International School

The guiding principle for Cambridge International School is to provide children with a culturally sound environment, the right values, love and protection needed for a healthy body, mind and soul in most critical phase of a childs growing up years.

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Cambridge International School Champs

At CHAMPS, we train students with an international curriculum, to make them a global citizen of tomorrow. Our teaching methods based on experiential learning leads to effective development of the childs cognitive skills and easy understanding of concepts. Cambridge International experience ensures strong moral, social, emotional and physical development of a child, converting them from a fledgling toddler into a confident, inquisitive and enthusiastic lifelong learner. Our approach ensures that the child explores all his skills while learning.

International Institute of Business Management Studies

COURSES:

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PROGRAMS OFFERED: MBA (UGC Recognized University) Post Graduate Program In Management (PGPM, Dual Specializations)

PUNE UNIVERSITY PROGRAMMES: MMM:-Master in marketing management (2 year full Time) MPM:-Master In Personal management (2 year full time) PGDBM:-Post Graduate Diploma in Management,

ADDITIONAL CERTIFICATE PRO

GRAMME: Certificate in Hospitality Industry BEC (Basic English Course) Certificate by Cambridge university On The Job Experience Certificate Event management Certificate Micro soft Business Application Software certificate Foreign Language certification ERP(SAP/ORACLE)Certificate

ADDITIONAL ACTIVITIES: Guest Lectures Industrial Visit Seminars and workshop-3 per semester
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Participation in activity of NGO for Development as Sensitive Citizens Event management

CORE COMPETENCY PROGRAMS: Business understanding Communication skill Problem solving Negotiation Skills Time Management Team Effectiveness Spin Management Interview skills

Knowledge management

IIBM College of Hotel Management

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COURSES:
B.SC. H. S. Bachelor of Science in Hospitality Studies (Affiliated to Maharashtra State vocational Examination Board)

DIPLOMA IN HOTEL MANAGEMENT & CATERING TECHNOLOGY (Recognized By Govt. of Maharashtra)

Higher Diploma in International Hotel Management & Catering Technology (Affiliated to Maharashtra State vocational Examination Board)

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Jet India Aviation and Hospitality Management

JET INDIA was started in 2000. JET INDIA is associated with Indian Aeronautical Engineering and Information Technology (IAEIT) which offers various courses like Air-craft maintenance, CPL and Aeronautical Engineering. The course syllabus is approved by DGCA, hence it enables students to acquire better jobs.

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IIBM College of BBA & BCA

COURSES:
Bachelor of Business Administration (BBA)

Bachelor of Computer Application (BCA)

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Cambridge International School

This is the school with the international board of knowledge.

Cambridge International School Champs

This the Preschool with many Franchise available in INDIA.
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Admission Procedure
Check eligibility requirement for the desired course Eligible candidate seeking admission to any course at IIBM shall appear for Online Entrance Exam

Purchase the Prospectus and Enrollment form OR download the same. Fill the Enrollment & Declaration form with most accurate information

Prospectus must be signed in token of acceptance of the rules and regulations

Along with the above mentioned forms, attach all the documents listed below to prepare a complete admission package

Appear for admission and counseling with the entire package of documents

Candidates are required to carry original copies of all the documents attached to the admission package
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Prospectus and Enrollment Forms

Prospectus and Enrollment forms for MBA are available against cash payment of Rs 1,000/- or by demand draft drawn in favor of International Institute of Business Management payable at Pune. Fees for Prospectus and Enrollment forms of undergraduate courses is Rs 500/-.

Alternatively, candidates can download Enrollment Form using link given below. In this case fees shall be paid demand draft drawn in favor of International Institute of Business Management payable at Pune.

Prospectus can be sent via courier to the candidate on request. Postage charges shall be paid to the courier company on delivery.

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Required Document

The following certificate in original along with duly attested two copies of each of the same to be submitted at the time of counseling and admission.

Mark sheets (last qualifying examination).

Transfer/leaving certificate from the college last attended.

Migration certificate.

Demand Drafts Of the fees for Prospectus and Enrollment forms if downloaded from IIBM website OR if requested by courier services.

Demand Draft Of the requisite fees as per the fee structure.

Online Entrance Exam Certificate.

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NEWS AND THE EVENTS AT THE INSTITUETS THAI FOOD FESTIVEL KHOOP-SHOOK
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To flaunt the event management skills & the culinary art acquired by students of IIBM College of Hotel Management, every year we organize International Food Festival in month of February. The theme for 2011 International Food Festival was Thailand. Thai cuisine is essentially a marriage of centuries-old Eastern and Western influences

harmoniously combined.

IIBM Foundation Day JOSH

Every year we proudly mark our foundation day with a series of activities, affectionately named as JOSH. All Management institutes in Pune participate in this celebration cum competition. This event is fully organized by our students and is celebrated in month of December- January. Cultural activities, sports events, talent shows and other youthful events were made.

WORLD TOURISIME DAY

PARI PURANA BHARAT TRAINING AND PLACEMENT

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100% placements assistance is given during TRAINING AND JOB PLACEMENTS.

Placements by the college Hyatt Marriott Courtyard Marriott Westin Vivanta- By Taj Le Meridian Holiday Inn Sun and Sand The O Hotel Oakwood Four Points Sheraton Sayaji Ista

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Park Estique Intercontinental The lalit {Mumbai} Le Royale Meridian {Mumbai} ITC Grand Maratha {Mumbai} Cox and Kings Kesari SOTC etc

Financial Results for the last three years.

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As being the new college, the institutes will have profit either at the start or at the end or in the between, this is due taking into consideration all the company, laws and the police of the college. FEE DELAY This may also accour due the installation of the fees It does help the students but, it creates loss to the college To explain this loss of the company it is very hard but this is one of the good examples which would make the readers mind clear This is who it starts ; if students pay fee on time college will work properly and the staff would have payment on time that to if it is one go , but if installation method is followed and if the installation are not on time made by the students there could be daily in payments. This would mostly occur in new born college for at least 5-8 years And to get this in rule line after these years it would happen in 1 or 2 year In between of this the staff if not happy may leave the college in search of the better option, Some of them with good patience may wait back In search of good dawn with college itself.

FEE STRUCTURE
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IF ANY MAJOR CHANGES TAKEN BY THE COLLEGE

Yes!!!
The colleges have bought a new land for complete new campus with all golden plans of: Mba Hotel management Engineering Bba Bca Medical
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Pharmacy Aviation
NOTE: First College with vivid vision of Aviation Development in India in Pune.

Training Programs
Preparing teachers for inclusive classrooms new techniques, policies, and regulations influence how we teach our kids, more and more school boards feel the need for teacher training to keep their teachers abreast of developments. With Teacher Training courses from Tata Interactive Systems, teachers can be trained on the latest techniques, policies, and regulations influencing school education. Our current teacher training courses focus on preparing teachers for an inclusive classroom. In keeping with the recommendations of the National Center for Learning Disabilities (NCLD), we have developed teacher training courses that help teachers improve the literacy instruction provided to students with reading difficulties and dyslexia. This course is suitable for teachers of elementary grades.

The objectives of this course are to:

Make teachers aware of the unique problems faced by children with reading difficulties and/or learning disabilities with regular classroom teaching.

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Provide classroom management techniques, instructional strategies, and other such material that equips teachers to meet the requirements of an inclusive classroom.

Expose teachers to instructional strategies supported by scientific study to improve teaching quality.

Provide competence in the instruction of the five essential learning target components suggested by The National Reading Panel, viz., phonemic awareness, phonics, fluency, vocabulary, and comprehension.

It is the IIBM who follows all the possible ways to train their teachers so that they can achieve the best of what they want. Training programs are designed by the management with the help of the experts which are in culcateted in the heart and brain of the entire sub head and they are been told to put forward the same to their coordinators. And make them understand the importance of each vertical made , they are also requested to do any changes if require at their level with principal in loop, so that he can pass the information further to the management as they can also take decision on it and may also apply it to all other department {if require}.

Teachers learning plan,

Time table, etc are supposed to be known by the staff. So the management works on all the other part which they feel are very important as per their policy and the core members who are the experts of teaching with a wide experience in teaching field and are known by the market. Plans made by the company for training program. CONTENTS

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Executive Summary!!! 1. PREAMBLE. 2. PRE-SERVICE TEACHER EDUCATION: A BRIEF OVERVIEW. 3. IN-SERVICE TEACHER EDUCATION: A BRIEF OVERVIEW. 4. TEACHER EDUCATION: SYSTEMIC CONCERNS AND NEEDS. 4.1 Need to Enhance the Professional Identity of School Teachers. 4.2 Need to Establish Meaningful Links between Pre-service and In-service Teacher

Education. 4.3 Need for Professionally Qualified Teacher Educators. 4.4 The Design and Practice of Teacher Education: Underlying Assumptions. 5. EXEMPLARS OF INNOVATIONS IN THE EDUCATION OF TEACHERS: THE BASIS FOR A NEW VISION. 5.1 Innovations in Pre-Independence Era. 5.2 Innovations in Post-Independence Era. 6. TEACHER EDUCATION: NEW VISION. 6.1 Vision. 6.2 Needed Focus in the Newly Visualized Teacher Education Programmed. 6.2.1 Learning. 6.2.2 Learner. 6.2.3 Teacher. 6.2.4 Knowledge.

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6.2.5 Social Context. 6.2.6 Appraisal. 7. NEW TEACHER EDUCATION PROGRAMME (TEP) NEEDED ACTION . 8. RECOMMENDATIONS.

9. CONCLUDING REMARKS.

The staff is also train for the appreciate part of the students they are also thought the letter formatting and this is also done by the management to the staff as well as to the student.

Remember that training and development is not restricted to training courses. Projects, delegated tasks, job-swaps, temporary postings and other responsibilities can all be forms of learning and development and are worthy of recognition when carried out well, or encouragement when a brave effort fall short.

Adapt these examples to give encouragement to people when they are striving to improve and achieve. It can make the difference between them wanting to try again or not.

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Sample letter of congratulations

(Name, home address, date)

Dear..........

My warmest congratulations to you on your completion of your ............... training course/programmer on (date).

Your achievement (of ...... qualification/accreditation) is richly deserved, and is a great example for others to follow.

I encourage you to continue to strive towards further personal development.

Best wishes, etc.

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Sample letter of recognition of successful effort

(Name, home address, date)

Dear..............

I am writing to give you my personal appreciation for a job well done when you recently................................ .

I recognize this was a tough challenge for you. The way you handled the demands and pressures is an inspiring example to others.

You will I suspect go on from this to greater challenges and achievements in the future.

Keep up your excellent efforts.

Best wishes, etc

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Sample letter of recognition of unsuccessful effort

(Name, home address, date)

Dear..............

I realize that your recent failure to achieve/complete................................ Qualification/course will have been a disappointment to you.

However, I wanted to let you know that I was greatly impressed by your efforts and attitude in approaching your challenges, and I have every faith that you will succeed on your next attempt.

The lessons we learn from our failures are often even more valuable than the experience we gain from our successes.

Keep up your excellent efforts.

Best wishes, etc

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RESEARCH METHODOLOGY

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43

Application from to be field by the Teaching and Non Teaching staff, before they get into the
training and development program of the organization , this would help the trainer to guide the indivual properly , if in any case. These program are designed and planed or structure in way were the indivual/ employee , get to understand himself first and then the students , this is done on the theory , were it say that if u dont know ourselves then what would you understand other. The organization also follow the statement of an international university, based in Chennai, named ONENESS UNIVERSITY, this university speaks about the Sciencetific and the spiritually way of the life where as it speaks about the phenomenon the relationship of an individual with himself and wit others, This is very important to understand because understanding yourself will help you to scan the front person, and if you the teacher then it becomes out most important to do so.

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Selection Criteria of the Staff and the Non Teaching Staff

This criterion is decided by the, Experts of the organization and the Project report editor. This would not only help the organization but also to other institutes

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Mentoring linked to projects and objectives activities Mentoring cost analysis and justification

Training of mentor(s) - comfortably achievable for head - it's not rocket science, but selection of suitable mentor is absolutely critical - good natural mentors need little training; other people who are not ready or able to help others can be beyond any amount of training.

Mentor time away from normal activities - needs to be a minimum of an hour a month oneto-one or nothing can usefully be achieved, up to at most a couple of hours a week one-to-one, which would be intensive almost to the point of overloading the mentored. That said, there may be occasions when the one-to-one would necessarily involve a whole day out for the mentor, for instance client or supplier visits. Say on average a day a month including the associated administration work, particularly where the mentoring is required to be formalized and recorded.

Overseeing the program, evaluating and monitoring activity, progress and outputs depends on the size of the program, ie., number of mentors an number of 'mentored' - if the mentoring is limited to just a single one-to-one relationship then it's largely self-managing - if it's a programmed involving several mentors an mentored then estimate an hour per quarter (3 mths) per one-to-one mentoring relationship - probably the responsibility of an HR or training manager. If this person with the overview/monitoring responsibility needs external advice you'd need to add on two or three days external training or consultancy costs.

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Mentored time away from normal activities - effective mentoring should ideally integrate with the Mentones normal activities, and enhance productivity, effectiveness, etc., so this is arguably a credit not a debit.

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A} PERSIONAL: Name: Address: City: Telephone: home Sex: Female Male State:

Today's date:

Date of birth:

Background
Are you currently (check only one):

married separated widowed Single divorced

Please indicate below which chronic condition(s) you have:

Diabetes type High cholesterol High blood pressure Heart disease Type of heart disease: Lung disease Type of lung disease: Other chronic condition Specify:

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B}General Health
1. In general, would you say your health is? (Circle one) Excellent...............................1 Very good..............................2 Good......................................3 Fair........................................4 Poor.......................................5

C}. Daily Activities

D}. Daily teaching plan

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E}.Confidence about Doing Things For each of the following questions, please circle the number that corresponds with your confidence that you can do the tasks regularly at the present time. 1. How confident you are during lecture?
Age: Expe.:

________________________________ Not at all | | | | | | | | | | Very confident 1 2 3 4 5 6 7 8 9 10 confident

2. How confident you are with student? Age: Expe.:

________________________________ Not at all | | | | | | | | | | Very confident 1 2 3 4 5 6 7 8 9 10 confident

3. How confident you for not being biased? Age: Expe.:

________________________________ Not at all | | | | | | | | | | Very confident 1 2 3 4 5 6 7 8 9 10 confident

4. How confident do you feel that you can exercise or follow your STYLE?
Age: Expe. : Style:

________________________________ Not at all | | | | | | | | | | Very confident 1 2 3 4 5 6 7 8 9 10 confident ________________________________ Not at all | | | | | | | | | | Very confident 1 2 3 4 5 6 7 8 9 10 confident

5. How confident do you feel that you can do something to prevent the issue with college activities ? Age: Expe.: Style:

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6. How confident you are in adopting new Teaching Technique?

________________________________ Not at all | | | | | | | | | | Very

Confident 1 2 3 4 5 6 7 8 9 10 confident. 7. Are you happy with Teaching style used in your Institute? ________________________________ Not at all | | | | | | | | | | Very

Confident 1 2 3 4 5 6 7 8 9 10 confident Remark {if Y/N, Why?}

Secondary Data
Magazines { Teachers Head} Autobiography of great teachers

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Theoretical frame work

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Theoretical frame work

Theoretical training is provided in vocational institutions. If for some reason theoretical training cannot be provided in an institution, the employer at the work place may arrange it elsewhere, for example. In practice, theoretical training is usually given in the form of course periods lasting from one day to a few weeks.

There are many different training and development methods. On-the-job training, informal training, classroom training, internal training courses, external training courses, on-the-job coaching, life-coaching, mentoring, training assignments and tasks, skills training, product training, technical training, behavioral development training, role-playing and role-play games and exercises, attitudinal training and development, accredited training and learning, distance learning - all part of the training menu, available to use and apply according to individual training needs and organizational training needs.

Training is also available far beyond and outside the classroom. More importantly, training or learning, to look at it from the trainee's view - is anything offering learning and developmental experience. Training and learning development includes aspects such as: ethics

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and morality; attitude and behavior; leadership and determination, as well as skills and knowledge.

Development isn't restricted to training - it's anything that helps a person to grow, in ability, skills, confidence, tolerance, commitment, initiative, inter-personal skills, understanding, selfcontrol, motivation (see the motivation theory section), and more.

If you consider the attributes of really effective people, be they leaders, managers, operators, technicians; any role at all, the important qualities which make good performers special are likely to be attitudinal. Skills and knowledge, and the processes available to people, are no great advantage. What makes people effective and valuable to any organization is their attitude.

Attitude includes qualities that require different training and learning methods. Attitude stems from a person's mind-set, belief system, emotional maturity, self-confidence, and experience. These are the greatest training and development challenges faced, and there are better ways of achieving this sort of change and development than putting people in a classroom, or indeed by delivering most sorts of conventional business or skills training, which people see as a chore.

This is why training and learning must extend far beyond conventional classroom training courses. Be creative, innovative, and open-minded, and you will discover learning in virtually every new experience, whether for yourself, your team, or your organization. If you want to make a difference, think about what really helps people to change.

Many of these methodologies are explained on this website. Explore them and enjoy them, and encourage others to do the same.
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All supervisors and managers should enable and provide training and development for their people - training develops people, it improves performance, raises morale; training and developing people increases the health and effectiveness of the organization, and the productivity of the business.

The leader's ethics and behavior set the standard for their people's, which determines how productively they use their skills and knowledge. Training is nothing without the motivation to apply it effectively. A strong capability to plan and manage skills training, the acquisition of knowledge, and the development of motivation and attitude, largely determines how well people perform in their jobs.

Training - and also enabling learning and personal development - is essential for the organization. It helps improve quality, customer satisfaction, productivity, morale, management succession, business development and profitability.

As regards conventional work-related training planning, and training itself, these are step-by-step processes - see and download a free training process diagram. More free training tools are available for download at the free training tools and resources page.

See for example the training planner and training/lesson plan calculator tool, which are templates for planning and organizing the delivery of job skills training and processes, and transfer of knowledge and policy etc. See also the training induction checklist and planner tool.

Use these tools and processes to ensure that essential work-related skills, techniques, and knowledge are trained, but remember after this to concentrate most of your 'training' efforts and resources on enabling and facilitating meaningful learning and personal development for
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people. There is no reason to stop at work-related training. Go further to help people grow and develop as people.

Having said this, we do need to start with the essentials, for example induction training for new starters. Induction Training is especially important for new starters. Good induction training ensures new starters are retained, and then settled in quickly and happily to a productive role. Induction training is more than skills training. It's about the basics that seasoned employees all take for granted: what the shifts are; where the notice-board is; what the routine is for holidays, sickness; where the canteen is; what the dress code is; where the toilets are. New employees also need to understand the organizations mission, goals and philosophy; personnel practices, health and safety rules, and of course the job they're required to do, with clear methods, timescales and expectations.

Managers must ensure induction training is properly planned - an induction training plan must be issued to each new employee, so they and everyone else involved can see what's happening and that everything is included. You must prepare and provide a suitable induction plan for each new starter. Here's a free induction training checklist.

These induction training principles are necessarily focused on the essential skills and knowledge for a new starter to settle in and to begin to do their job. However there is great advantage in beginning to address personal development needs, wishes, opportunities, particular strengths, abilities, talent, etc., during or very soon after the induction process. The sooner the better.

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An organization needs to assess its people's skills training needs - by a variety of methods - and then structure the way that the training and development is to be delivered, and managers and supervisors play a key role in helping this process.

People's personal strengths and capabilities - and aims and desires and special talents (current and dormant) - also need to be assessed, so as to understand, and help the person understand, that the opportunities for their development and achievement in the organization are not limited by the job role, or the skill-set that the organization inevitably defines for the person.

As early as possible, let people know that their job role does not define their potential as a person within or outside the organization, and, subject to organizational policy, look to develop each person in a meaningful relevant way that they will enjoy and seek, as an individual, beyond the job role, and beyond work requirements.

If possible 'top-up' this sort of development through the provision of mentoring and facilitative coaching (drawing out - not putting in), which is very effective in producing excellent people. Mentoring and proper coaching should be used alongside formal structured training anyway, but this type of support can also greatly assist 'whole-person development', especially where the mentor or coach is seen as a role-model for the person's own particular aspirations.

It's important that as a manager you understand yourself well before you coach, or train or mentor others:

Are your own your own skills adequate? Do you need help or training in any important areas necessary to train, coach, mentor others? What is your own style? How do you communicate? How do you approach tasks? What are your motives? These all affect the way you see and
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perform see the training, coaching or mentoring role, and the way that you see and relate to the person that youre are coaching, or training, or mentoring. Your aim is to help the other person learn and develop - not to create another version of yourself. When you understand yourself, you understand how you will be perceived, how best to communicate, and how best to help others grow and learn and develop.

And it's vital you understand the other person's style and personality too - how they prefer to learn - do they like to read and absorb a lot of detail, do they prefer to be shown, to experience themselves by trial and error? Knowing the other person's preferred learning style helps you deliver the training in the most relevant and helpful way. It helps you design activities and tasks that the other person will be more be more comfortable doing, which ensures a better result, quicker. Various models and tests are available to help understand learning styles - look at the Kolb model. Look at multiple intelligences and the VAK learning model and free learning style tests.

See also the Johari Window model and adapted theory - it's a useful explanation of the importance of open communications and strong mutual understanding among staff in organizations, and for all situations where people work together. It's also a useful model for personal awareness and self-development.

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Prioritizing training

Given the vast range of skills and other competencies which can be developed in people it is useful for some sort of prioritizing to take place so that training focuses on the areas which will yield best benefit, in other words, return on investment (typically in terms of organizational performance, although the needs of teams and individuals can also be very significant in prioritizing training and development, depending on the situation.)

In addition to the skill-sets and training needs analysis tools on this website, here are three other examples of methods for prioritizing training:

Essential/Desirable - simply and quickly define each activity (skill, competency, whatever) according to whether it is essential or desirable for the job purpose and organizational performance. Training priority is obviously given to developing essential competencies.

Importance/Competency matrix - the highest training priorities are obviously the activities (skills, competencies, whatever) which are high importance (of task to organizational performance) and low competence (of trainee skill level).

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high importance and low competence =

high importance and high competence =

high training priority low training priority

low importance and

low importance and

low competence = low high competence = training priority zero training priority

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IMPLEMEMTATION OF THIS STYLE IS COPMLETELY

TAKEN CARE BY THE MANAGEMENT EXPERTS and THE HUMAN RESOURSE DEPARTMENT OF THE COLLEGE SO THAT THEY CAN SEE IF ANY CHANGES TO BE MABE AND: IF ANY THEY WOULD DO IT ON URGENT BASIS AND ALSO SEE IT PRACTICALLY . Developing people and capabilities

Many organizations face the challenge of developing greater confidence, initiative, solutionsfinding, and problem-solving capabilities among their people. Organizations need staff at all levels to be more self-sufficient, resourceful, creative and autonomous. This behavior enables staff can operate at higher strategic level, which makes their organizations more productive and competitive. People's efforts produce bigger results. It's what all organizations strive to achieve.

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However, while conventional skills training give people new techniques and methods, it won't develop their maturity, belief, or courage, which is so essential for the development of managerial and strategic capabilities.

Again, focus on developing the person, not the skills.

Try to see things from the person's (your people's) point of view. Provide learning and experiences that they'd like for their own personal interest, development and fulfillment. Performance and capability are ultimately dependent on people's attitude and emotional maturity. Help them to achieve what they want on a personal level, and this provides a platform for trust, 'emotional contracting' with the organization, and subsequent skills/process/knowledge development relevant to managing higher responsibilities, roles and teams.

Participative workshops work well in beginning this type of attitudinal development. Involve people right from the start. Focus on what they want. You could also use a personal development questionnaire to begin to set the scene and provide examples of 'alternative' learning opportunities. It starts with the person, not the skills. It's about attitude and emotional maturity. The Emotional Intelligence principles and methodologies fit very well with modern approaches to developing people's belief, maturity and attitude.

When people develop confidence, integrity, emotionally, they automatically become more proactive, solutions-focused, responsive, etc., which across a whole team has a cumulative effect. Johari is a useful model too. So many people at work are simply 'going through the motions', acting in a 'conforming' state, often because they feel insecure, lack confidence to do what they think is right, or are nervous about being bold, whereas boldness is absolutely required for

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self-sufficiency, initiative, greater responsibility; in fact all of the behaviors that organizations strive to encourage.

You can't 'teach' boldness - people have to experience things which enable them to feel bolder, to take risks, and to want to take risks.

This means the rewards must be there too or people have no reason to stick their necks out. And not just the prospect of financial reward. More importantly the Herzberg-type motivators - real extra responsibility, recognition, and involvement in new successful and interesting projects. This is the fuel of people's growth and change.

Graphical Presentation.
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1 Mrs.Shirin Vastani Jet India Branch Manager

Age Experience Q. 1 Q. 2 Q. 3 Q. 4 Q. 5 Q. 6

Explanation: Mrs. Vastani is the Branch Manager of Jet India {IIBM GROUP}. Understanding her experience and her qualified knowledge about the product, her confidents, style, and percentage is

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good. Taking into consideration the last question of hers I, management should take her advice and should work over it. _____________________________________________________________________________________

2 Mrs.Sheetal Naukudkar Jet India Faculty

Age Experience Q. 1 Q. 2 Q. 3 Q. 4 Q. 5 Q. 6

Explanation: Mrs. Sheetal is Faculty for Jet India{IIBM_GROUP}.Understanding her and comparing her with her boss in all the aspect of age , experience , style she run little ahead than her , this could be because of the generation style what she is using , but the style followed by her boss could be the best one to be use ,looking over the age of the college, as the college would require more experience faculty so it runs very well with good system _____________________________________________________________________________________

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3 Mrs.Monica Dhige Jet India Faculty

Age Experience Q. 1 Q. 2 Q. 3 Q. 4 Q. 5 Q. 6 Q. 7

Explanation: Mrs. Monica is Faculty for Jet India {IIBM_GROUP}.Understanding her and comparing her with her boss in all the aspect of age, experience, style she runs quiet fast ahead than her, this could be because of her experience she has shown and her confidents in all question but this could be because her excitement towards work, which to some extend is good. But at the end she keep her boss in loop for all the activates which she carries in all as the experience counts more than her, so it would help to avoid the problem if any could arise. _____________________________________________________________________________________

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4 Mrs.Aqueela Inamdar BBA, BCA Principal

Age Experience Q. 1 Q. 2 Q. 3 Q. 4 Q. 5 Q. 6

Explanation: Mrs. Aqueela is the Principal for the Commerce section course { BBA, BCA} Understanding her experiences and her style and her name in the market is expertly , so taking her in to consideration management should take any major decision at least regarding the commerce section, and the management is lessening her can understand through her last question _____________________________________________________________________________________

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5 Mrs.Hemangi Toke BBA, BCA Faculty

Age Experience Q. 1 Q. 2 Q. 3 Q. 4 Q. 5 Q. 6

Explanation: Ms Hemangi is faculty for BBA & BCA understanding her experience and her knowledge she looks like a follower the head and that is good as this shows the attitude of learning and excepting the style given to her, this would help her to grow faster in todays world and also her I way of understanding her. ____________________________________________________________________________

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6 Mrs.Vinaya Malusare MBA Cambridge

Age Experience Q. 1 Q. 2 Q. 3 Q. 4 Q. 5 Q. 6

Explanation: Mrs Vinaya is the only one faculty and HOD for MBA program run by the college she excellent in her and college should take her into consolidation for all the activates i. e major or minor once , if done so it would help the college to grow. _____________________________________________________________________________________

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7 Mrs.Gayatri Dhamanekar Cambridge Sr. faculty

Age Experience Q. 1 Q. 2 Q. 3 Q. 4 Q. 5 Q. 6

Explanation: Mrs Gayatri is the Sr. most faculty for Cambridge International her experience is good and her knowledge towards kid is very nice. This is seen or understood by her answer given. ____________________________________________________________________________________

8 Mrs.Poonam Dhanwani Cambridge Faculty

Age Experience Q. 1 Q. 2 Q. 3 Q. 4 Q. 5 Q. 6

Explanation: Mrs Poonam is new faculty joined to the school and her experience is also good looking at these things into consideration she matches to the need of the school in all the ways. ____________________________________________________________________________________ 70

9 Mrs.Sarljeet Kaur Cambridge Faculty

Age Experience Q. 1 Q. 2 Q. 3 Q. 4 Q. 5 Q. 6

Explanation: Mrs. Sarljeet is also a very good faculty and she also sounds the same like the other too. _____________________________________________________________________________________

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10 Mr. Rohit Ghokale Hotel management Principal

Age Experience Q. 1 Q. 2 Q. 3 Q. 4 Q. 5 Q. 6

Explanation: Mr. Rohit is the Principal for Hotel Management Section he has good experience and hes knowledge and the style is excellent of all. His team is the follower for him as the all are the new to the academics and the style used by them is given or designed by him. So the show runs very well

_____________________________________________________________________________________

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Findings and Observation

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Findings
Finding of the company were many but some of them were notifying.

Findings should be the important one, as it should gives us a knowledge of all the findings of The Education

About Classes

Course Offerings Course Schedule Are AOE Classes For You? Earning Credit Testimonials FAQs Sign Up!

Lessons Visuals Videos

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AEI RSS

Teachers, Forget About Lesson Plans! I get it. Teachers love new art lessons. You do. Lets be honest. Here is what I have noticed: Every week, my lessons page rocks the stats with the most hits by all of you. No matter what other things I have posted, lessons still rule with you, even if I have not posted a new one for weeks. So, today, I am here to ask

WHY? I didnt just want to show lessons from my classroom. I did want to provide some lessons, because those are the backbone of what we do as art educators, but more importantly I wanted to explore all of those little things that happen in the class room, from the organizing, to planning your curriculum, writing new assessments, teacher and student motivation, and resources to help you get the job done. I wanted to zero in on one simple trick that can make your life easier like lining up your class quietly, or talking about why assessment matters. I think this is because I dont just teach art. Remember? I am also the facilitator for our art department. I plan professional development for the departments art teachers, and help them with all of those little things that make us well rounded teachers. So, my experience is rooted not just in lesson ideas and sharing but in helping art teachers with the daily things that maximize their teaching potential and fining out WHAT they need in order to best MEET their needs.Interview of thr Art Teacher Cambridge International School{ Trainer for all the Teacher in the group}

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Too Much Change

Change for the sake of change is meaningless. Why do you want to change? What do you want to change? When do you want to change it? What kind of change do you want to measure? How will you measure it? Change takes time, energy, money its important to be purposeful in what we change, to understand why the change is needed, and most importantly to be able to measure the success/failure of such changes.

I think teachers could be so much more successful if they focused not just on finding a new lesson (changing), but on HOW you teach a lesson, what strategies you use, what resources you use behind the scenes and what management techniques you might use to make that lesson go smoothly. Do you fully understand how to assess the lessons you already have, in order to know what new lessons you might NEED? Stop simply searching for the new. Search out how to make what you have better.

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Observation.
Observation and the finding have got a thin line of difference these differences were seen by me also during the study of the project.

Teachers Using the Internet

The internet can be a valuable resource for teachers of all levels and subjects. From lesson plans, to fun activities, and research. You can also keep in touch with students and parents. No doubt the internet can be of use to a teacher. But, as a teacher, you need to be aware of what the internet should and should not be used for. The internet is a teaching tool, but not a replacement for good teaching. Perhaps finding lesson plans is the number on reason teachers like the internet.

They can readily find activities on a variety of subjects. But, don't rely on this on a daily basis.

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You must do some long term planning for your classroom. Trying to find lesson plans should only be for enrichment activities, or, in instances where you just can't think of anything or want more. You cannot be an effective teacher if you are getting your daily lesson plans from the internet.

The number two reason that teachers use the internet is probably to get worksheets. This is where the internet shines. Free, downloadable, printable worksheets are readily found on the internet.

But again, we need to caution you. Do not go here constantly looking for worksheets.

Your classroom should actually be for the most part, work-sheet free. A lot of teachers don't know this.

Worksheets can be a lazy way of teaching. However, worksheets are terrific for drilling on basic skills like math and language arts.

Doing daily drills on these are a good way to get students the basics. Extra fill in items, like coloring sheets and mazes are also a good idea for worksheets. But teaching with worksheets is probably not a good idea. Every good worksheet you find, save a copy and file it.

That way, you may never need to buy any worksheet books again!

Teachers can also create classroom websites. But be careful about privacy issues.

Email is the new way to stay in touch. Your school or district probably has an email set up for you. Know how to use it. Set up your parents with your email address and keep them informed. Get all parents on your email list.

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You can send class updates, including projects and assignment due dates. You can also readily contact parents with concerns.

Use the internet to do some educational research. If you are having problems in class, do an online search. See if other teachers have the same problem and have solved it.

Conclusion
Studying the whole project and looking over l the aspect of the project, I have come to a conclusion that the college needs to have proper system, SOP, standers rules and regulation etc, by mentioning this am not saying that they dont have all these thing but yes I mean to say that they need to renew them or change them completely so that they get the excellent output in from of students. Training and development plays very important role In Industry but then why to forget in academics field? Teachers often do not know how to effectively training and development is important Taking this view and vision in mind I thought to switch over with this topic in academies. And after studying the IIBM GROUP OF INSTUTIES I felt that there has to be some change in study
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pattern, from the university side also. Last but not least this project has not only helped me to understand the importance of the project as faculty by me but it has also help the Management
too.

Suggestions and Recommendations

The Institute should have questioner system in the HR profile as this would help them to understand the employee mind, and can take further development decision. Training and development plays very important role In Industry but then why to forget in academics field? Teachers often do not know how to effectively training and development is important, so keep on doing these program.

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Annexture

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Bibliography

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