Hi, Can some give some information on past and current Training and development patterns in the IT industry?
I need to do a comparative analysis between Infosys and citigroup/J P Morgan. Plz help me ,,,,,Its urgent
Thanks & regards
Khushboo
From India, Bangalore
4I need to do a comparative analysis between Infosys and citigroup/J P Morgan. Plz help me ,,,,,Its urgent
Thanks & regards
Khushboo
From India, Bangalore
Dear Kushboo,
Greetings!
These information are collected from the net.Hope this will useful for u.
T&D - Infosys
Infosys Technologies Ltd (NASDAQ:INFY) today said that its focus on employee training and development has earned it a place in the winner’s circle globally . American Society for Training & Development (ASTD) honored Infosys with the Excellence in Practice Award 2003 for its exemplary practice - Global Business Foundation School . The award, which recognizes training practices aligned to organizational goals, is a testimony of Infosys’ commitment to providing added value to its clients through high quality and trained workforce.
“The spirit of learnability among our people and an organizational commitment to continuous personal and professional development keeps Infosys at the forefront of the fast - changing industry . Our framework for continuous learning at Infosys is built around a number of focused programs for our employees . These range from major initiatives such as the Infosys Leadership Institute to various ongoing management development and personal improvement programs . These complement a host of tech advancement and ongoing training options,” said Kris Gopalakrishnan, Deputy Managing Director and Chief Operating Officer, Infosys Technologies Ltd.
The Global Business Foundation School is a formal, structured and intense program to enhance technical and behavioral competencies of fresh engineering graduates . It is a programme for all fresh engineering entrants to Infosys, to equip them for the challenging software career ahead of them . It runs around the year and is implemented over several global centers across the organization.
The Global Business Foundation School requires participants to integrate the technology, methodology, people and process elements. It thus comprises of generic conceptual courses, platform specific courses, mini - projects for application, and an end - term project, tailored from real - life projects . In addition to technical courses, fresh entrants are also exposed to courses on communication skills, interpersonal skills, customer interaction etiquette, management development and quality systems to enable fresh entrants absorb the important elements of the company’s corporate culture.
Speaking on the Global Business Foundation School at Infosys, Dr M . P Ravindra, Vice President, Head – Education & Research said, “Seventy one percentage of all recruits in the organization over the last 3 years have been fresh entrants, who graduated through this training program . The Global Business Foundation School’s uniqueness lies in its ability to act as an engine that supports the organization’s growth in the number of employees, preparing a highly competent workforce trained in both technical and behavioral competencies and providing our employees with a strong foundation for building a long - term career . We are happy to have shared our learnings with ASTD. ”
Last year Infosys had won the first annual ASTD BEST Awards 2002 . The ASTD BEST award recognizes organizations that demonstrate enterprise - wide success as a result of employee learning and development.
About Infosys Technologies Ltd . (NASDAQ: INFY)
Infosys, a world leader in consulting and information technology services, partners with Global 2000 companies to provide business consulting, systems integration, application development and product engineering services . Through these services, Infosys enables its clients to fully exploit technology for business transformation . Clients leverage Infosys’ Global Delivery Model to achieve higher quality, rapid time - to - market and cost - effective solutions . Infosys has more than 25,000 employees in over 35 offices worldwide
================================================== ====
From India, Madras
Greetings!
These information are collected from the net.Hope this will useful for u.
T&D - Infosys
Infosys Technologies Ltd (NASDAQ:INFY) today said that its focus on employee training and development has earned it a place in the winner’s circle globally . American Society for Training & Development (ASTD) honored Infosys with the Excellence in Practice Award 2003 for its exemplary practice - Global Business Foundation School . The award, which recognizes training practices aligned to organizational goals, is a testimony of Infosys’ commitment to providing added value to its clients through high quality and trained workforce.
“The spirit of learnability among our people and an organizational commitment to continuous personal and professional development keeps Infosys at the forefront of the fast - changing industry . Our framework for continuous learning at Infosys is built around a number of focused programs for our employees . These range from major initiatives such as the Infosys Leadership Institute to various ongoing management development and personal improvement programs . These complement a host of tech advancement and ongoing training options,” said Kris Gopalakrishnan, Deputy Managing Director and Chief Operating Officer, Infosys Technologies Ltd.
The Global Business Foundation School is a formal, structured and intense program to enhance technical and behavioral competencies of fresh engineering graduates . It is a programme for all fresh engineering entrants to Infosys, to equip them for the challenging software career ahead of them . It runs around the year and is implemented over several global centers across the organization.
The Global Business Foundation School requires participants to integrate the technology, methodology, people and process elements. It thus comprises of generic conceptual courses, platform specific courses, mini - projects for application, and an end - term project, tailored from real - life projects . In addition to technical courses, fresh entrants are also exposed to courses on communication skills, interpersonal skills, customer interaction etiquette, management development and quality systems to enable fresh entrants absorb the important elements of the company’s corporate culture.
Speaking on the Global Business Foundation School at Infosys, Dr M . P Ravindra, Vice President, Head – Education & Research said, “Seventy one percentage of all recruits in the organization over the last 3 years have been fresh entrants, who graduated through this training program . The Global Business Foundation School’s uniqueness lies in its ability to act as an engine that supports the organization’s growth in the number of employees, preparing a highly competent workforce trained in both technical and behavioral competencies and providing our employees with a strong foundation for building a long - term career . We are happy to have shared our learnings with ASTD. ”
Last year Infosys had won the first annual ASTD BEST Awards 2002 . The ASTD BEST award recognizes organizations that demonstrate enterprise - wide success as a result of employee learning and development.
About Infosys Technologies Ltd . (NASDAQ: INFY)
Infosys, a world leader in consulting and information technology services, partners with Global 2000 companies to provide business consulting, systems integration, application development and product engineering services . Through these services, Infosys enables its clients to fully exploit technology for business transformation . Clients leverage Infosys’ Global Delivery Model to achieve higher quality, rapid time - to - market and cost - effective solutions . Infosys has more than 25,000 employees in over 35 offices worldwide
================================================== ====
From India, Madras
Dear Kushboo,
Greetings!
These information are collected from the net.Hope this will useful for u.
T&D - Infosys
Infosys Technologies Ltd (NASDAQ:INFY) today said that its focus on employee training and development has earned it a place in the winner’s circle globally . American Society for Training & Development (ASTD) honored Infosys with the Excellence in Practice Award 2003 for its exemplary practice - Global Business Foundation School . The award, which recognizes training practices aligned to organizational goals, is a testimony of Infosys’ commitment to providing added value to its clients through high quality and trained workforce.
“The spirit of learnability among our people and an organizational commitment to continuous personal and professional development keeps Infosys at the forefront of the fast - changing industry . Our framework for continuous learning at Infosys is built around a number of focused programs for our employees . These range from major initiatives such as the Infosys Leadership Institute to various ongoing management development and personal improvement programs . These complement a host of tech advancement and ongoing training options,” said Kris Gopalakrishnan, Deputy Managing Director and Chief Operating Officer, Infosys Technologies Ltd.
The Global Business Foundation School is a formal, structured and intense program to enhance technical and behavioral competencies of fresh engineering graduates . It is a programme for all fresh engineering entrants to Infosys, to equip them for the challenging software career ahead of them . It runs around the year and is implemented over several global centers across the organization.
The Global Business Foundation School requires participants to integrate the technology, methodology, people and process elements. It thus comprises of generic conceptual courses, platform specific courses, mini - projects for application, and an end - term project, tailored from real - life projects . In addition to technical courses, fresh entrants are also exposed to courses on communication skills, interpersonal skills, customer interaction etiquette, management development and quality systems to enable fresh entrants absorb the important elements of the company’s corporate culture.
Speaking on the Global Business Foundation School at Infosys, Dr M . P Ravindra, Vice President, Head – Education & Research said, “Seventy one percentage of all recruits in the organization over the last 3 years have been fresh entrants, who graduated through this training program . The Global Business Foundation School’s uniqueness lies in its ability to act as an engine that supports the organization’s growth in the number of employees, preparing a highly competent workforce trained in both technical and behavioral competencies and providing our employees with a strong foundation for building a long - term career . We are happy to have shared our learnings with ASTD. ”
Last year Infosys had won the first annual ASTD BEST Awards 2002 . The ASTD BEST award recognizes organizations that demonstrate enterprise - wide success as a result of employee learning and development.
About Infosys Technologies Ltd . (NASDAQ: INFY)
Infosys, a world leader in consulting and information technology services, partners with Global 2000 companies to provide business consulting, systems integration, application development and product engineering services . Through these services, Infosys enables its clients to fully exploit technology for business transformation . Clients leverage Infosys’ Global Delivery Model to achieve higher quality, rapid time - to - market and cost - effective solutions . Infosys has more than 25,000 employees in over 35 offices worldwide
================================================== ====
Rgds,
John N
From India, Madras
Greetings!
These information are collected from the net.Hope this will useful for u.
T&D - Infosys
Infosys Technologies Ltd (NASDAQ:INFY) today said that its focus on employee training and development has earned it a place in the winner’s circle globally . American Society for Training & Development (ASTD) honored Infosys with the Excellence in Practice Award 2003 for its exemplary practice - Global Business Foundation School . The award, which recognizes training practices aligned to organizational goals, is a testimony of Infosys’ commitment to providing added value to its clients through high quality and trained workforce.
“The spirit of learnability among our people and an organizational commitment to continuous personal and professional development keeps Infosys at the forefront of the fast - changing industry . Our framework for continuous learning at Infosys is built around a number of focused programs for our employees . These range from major initiatives such as the Infosys Leadership Institute to various ongoing management development and personal improvement programs . These complement a host of tech advancement and ongoing training options,” said Kris Gopalakrishnan, Deputy Managing Director and Chief Operating Officer, Infosys Technologies Ltd.
The Global Business Foundation School is a formal, structured and intense program to enhance technical and behavioral competencies of fresh engineering graduates . It is a programme for all fresh engineering entrants to Infosys, to equip them for the challenging software career ahead of them . It runs around the year and is implemented over several global centers across the organization.
The Global Business Foundation School requires participants to integrate the technology, methodology, people and process elements. It thus comprises of generic conceptual courses, platform specific courses, mini - projects for application, and an end - term project, tailored from real - life projects . In addition to technical courses, fresh entrants are also exposed to courses on communication skills, interpersonal skills, customer interaction etiquette, management development and quality systems to enable fresh entrants absorb the important elements of the company’s corporate culture.
Speaking on the Global Business Foundation School at Infosys, Dr M . P Ravindra, Vice President, Head – Education & Research said, “Seventy one percentage of all recruits in the organization over the last 3 years have been fresh entrants, who graduated through this training program . The Global Business Foundation School’s uniqueness lies in its ability to act as an engine that supports the organization’s growth in the number of employees, preparing a highly competent workforce trained in both technical and behavioral competencies and providing our employees with a strong foundation for building a long - term career . We are happy to have shared our learnings with ASTD. ”
Last year Infosys had won the first annual ASTD BEST Awards 2002 . The ASTD BEST award recognizes organizations that demonstrate enterprise - wide success as a result of employee learning and development.
About Infosys Technologies Ltd . (NASDAQ: INFY)
Infosys, a world leader in consulting and information technology services, partners with Global 2000 companies to provide business consulting, systems integration, application development and product engineering services . Through these services, Infosys enables its clients to fully exploit technology for business transformation . Clients leverage Infosys’ Global Delivery Model to achieve higher quality, rapid time - to - market and cost - effective solutions . Infosys has more than 25,000 employees in over 35 offices worldwide
================================================== ====
Rgds,
John N
From India, Madras
Dear Kushboo,
Greetings!
In T&D two different types of training is there, they are
1. On the Job Training (OJT)
2. Off the Job Training
ON THE JOB TRAINING (OJT) - Fresh Candidates & Less Skilled Candidates (Lack of knowledge & Lack of new technology)
It is the responsibility of supervisors and managers to utilize available resources to train, qualify, and develop their employees.
On-the-job training (OJT) is one of the best training methods because it is planned, organized, and conducted at the employee's worksite. OJT will generally be the primary method used for broadening employee skills and increasing productivity. It is particularly appropriate for developing proficiency skills unique to an employee's job - especially jobs that are relatively easy to learn and require locally-owned equipment and facilities.
Morale, productivity, and professionalism will normally be high in those organizations that employ a sound OJT program.
An analysis of the major job requirements (identified in the position description and performance plan) and related knowledges, skills, and abilities form the basis for setting up an OJT plan. To be most effective, an OJT plan should include:
The subject to be covered;
Number of hours;
Estimated completion date; and
Method by which the training will be evaluated
To have a successful OJT program, supervisors need to assign a coach to each employee involved in OJT. It is the responsibility of the coach to plan training carefully and conduct it effectively.
================================================== ============================================
OFF THE JOB TRAINING - Most probably Freshers
The employee is sent to another location outside the business to learn a skill or acquire important knowledge. Off-the-job training may include (1) lectures and demonstrations; (2) simulations, role-plays and games; (3) self-study; (4) attending external courses, for example, on day-release; (5) secondment, which means that the employee is temporary taken away from his/her routine job in order to gain further experience elsewhere. The advantages of off-the-job training are: (1) specialists can be used to instruct the employees; (2) training can be more concentrated; (3) it is more suitable for theoretical instruction; (4) it can be less stressful. The disadvantages of off-the-job training are: (1) there may be no direct link between the training and the job; (2) it can be artificial; (3) trainers may not know the specific conditions of the employment; (4) it is usually more expensive; (5) employees cannot work whilst they are being trained.
Rgds,
John N
From India, Madras
Greetings!
In T&D two different types of training is there, they are
1. On the Job Training (OJT)
2. Off the Job Training
ON THE JOB TRAINING (OJT) - Fresh Candidates & Less Skilled Candidates (Lack of knowledge & Lack of new technology)
It is the responsibility of supervisors and managers to utilize available resources to train, qualify, and develop their employees.
On-the-job training (OJT) is one of the best training methods because it is planned, organized, and conducted at the employee's worksite. OJT will generally be the primary method used for broadening employee skills and increasing productivity. It is particularly appropriate for developing proficiency skills unique to an employee's job - especially jobs that are relatively easy to learn and require locally-owned equipment and facilities.
Morale, productivity, and professionalism will normally be high in those organizations that employ a sound OJT program.
An analysis of the major job requirements (identified in the position description and performance plan) and related knowledges, skills, and abilities form the basis for setting up an OJT plan. To be most effective, an OJT plan should include:
The subject to be covered;
Number of hours;
Estimated completion date; and
Method by which the training will be evaluated
To have a successful OJT program, supervisors need to assign a coach to each employee involved in OJT. It is the responsibility of the coach to plan training carefully and conduct it effectively.
================================================== ============================================
OFF THE JOB TRAINING - Most probably Freshers
The employee is sent to another location outside the business to learn a skill or acquire important knowledge. Off-the-job training may include (1) lectures and demonstrations; (2) simulations, role-plays and games; (3) self-study; (4) attending external courses, for example, on day-release; (5) secondment, which means that the employee is temporary taken away from his/her routine job in order to gain further experience elsewhere. The advantages of off-the-job training are: (1) specialists can be used to instruct the employees; (2) training can be more concentrated; (3) it is more suitable for theoretical instruction; (4) it can be less stressful. The disadvantages of off-the-job training are: (1) there may be no direct link between the training and the job; (2) it can be artificial; (3) trainers may not know the specific conditions of the employment; (4) it is usually more expensive; (5) employees cannot work whilst they are being trained.
Rgds,
John N
From India, Madras
Dear Kushboo,
Greetings!
In addition to my previsious message, here are some more information on the ON THE JOB TRAINING & OFF THE JOB TRAINING
ON THE JOB TRAINING
Managers have two powerful ways of improving the performance and productivity of their subordinates, which are counseling and on the job training.
Counseling is the process of helping a subordinate define and resolve personal problems that effect performance or in order to develop a good attitude to work.
On the job training is the process of explaining, demonstrating and the structured supervision of specific skills or particular tasks. It is similar to the teaching process. On the job training is often referred to as OJT.
These are highly effective in three situations, which are:
Resolving people problems
All managers are faced with problem people from time to time. Counseling and training are always the first considerations in these cases but they do not always result in success and sometimes more radical action is required. This is covered in the Problem People and Positive Discipline modules.
Maintaining group standards
The management of people both as individuals and groups is a dynamic process as nothing remains static ? problems are always arising. A good manager must be aware of this and be constantly ready to use counseling and training to maintain standards.
To achieve continuous improvement
The best way to avoid problems is to keep ahead of them by being proactive. You must have a plan for each individual in your group and for the group as a whole. In particular new and inexperienced group members need special treatment so that they can meet required levels of performance.
Counseling and training share many of the same skills and in many cases they are used together to achieve your results.
The following are typical signs of change to look for then you must decide to initiate the counseling or training (or both) initiatives.
TYPICAL SIGNS OF NEED FOR HELP
Avoids difficult work
No co-operation
Lack of interest
No initiative
Complaining
Making mistakes
Avoiding contact
No communication
Depressed
Poor quality
Argumentative
Unsafe working
Poor productivity
Delegating to others
Laziness
Absenteeism
Irritability
Blaming others
The most important sign to look for is a change in behavior or performance. For example, if a an employee who has always been well behaved, with a pleasant disposition suddenly becomes aggressive you can bet on him having some problem that needs counseling.
Counseling
On-the-job counseling is a process of talking about things that affect the performance of the work. It involves sitting down in some quiet place and getting job problems out in the open without hurting each other.
It's all about talking, listening, and trying to understand the other person's point of view. All supervisors are counselors whether they realize it or not. Sometimes a long heart-to-heart talk is needed to clear the air or a quick exchange will clear up a misunderstanding. Perhaps the supervisor does most of the talking; the next time it may be the other way around. However, counseling is more than a casual discussion resulting from an accidental encounter.
Counseling is a very effective management tool to increase productivity by solving problems and strengthening or repairing working relationships. Other kinds of problems of a personal or psychological nature should be avoided and left to professionals in that field.
On the Job training
Training is almost a natural human instinct. We all train our children without even thinking about it but when we have the job of training someone at work we find problems.
On the job training is often a one to one situation, usually involving the supervisor and one of the group. The supervisor uses the actual work as the training location, and works with the trainee to improve skills or introduce new tasks. This process is also referred to as coaching.
Advantages of on the job training
* It is cost effective
* It strengthens relationship within the group
* Feedback and support is easy
Nearly all the problems associated with on the job training are very simple to overcome. Like so many other parts of our work they require us to take a more systematic approach to the situation.
Most workers usually take pride in learning a new skill. The new skills gained are to our mutual benefit as it's good for the worker to improve his future employment value and for us to have new capability in our groups. In addition, by making learning possible, you earn their respect and build enduring relationships.
The supervisor is frequently the only person in the organization that teaches the basic knowledge and the many key skills that the group needs to learn. On-the-job training should never stop.
================================================== ============================================
OFF THE JOB TRAINING
Advantages
If the course has been designed by staff member it can be delivered to fit in with the employee's regime and workload, so it does not affect productivity
Can work out extremely cost effective as no hotel fees, trainer fees or extra equipment are incurred, all is provided in-house and in works time
Depending on the course, employees are ample to meet other employees perhaps from other branches or departments they would not have normally met
As employees are familiar with the trainer and the environment they are being taught in, this would help them to feel more relaxed
The person developing the course would be able to gauge the level of ability and content for the course to be taught.
The course would be more relevant and adaptable to the needs of the company
Disadvantages
Extra Audio or Visual aids to aid learning (whiteboard, Overhead projector, projector, video etc) might not be available and so this would mean courses might be basic or substandard
As a member of staff may be delivering the course rather than an experienced trainer, the employees might not take the course seriously and this might hamper learning
Employee rivalry and banter may mean that employees bypass the course and undervalue its content as they think they know better or have better ways of doing it
Depending on the teaching skills of the employee training the members of staff, they might not be able to gauge the existing abilities, knowledge, skill or need for training, and so employees attending the course might already know what is being taught already.
If the need for training has not accurately been gauged this would result in the work space being wasted where it could have been utilised more productively
If resources are limited, equipment available may be different than that used by the employees and this would be counter productive
Employees may feel devalued if they are sent on an internal training course to improve skills rather than learn new ones and so courses have to be selected and promoted to the employees very carefully and sensitively
Rgds,
John N
From India, Madras
Greetings!
In addition to my previsious message, here are some more information on the ON THE JOB TRAINING & OFF THE JOB TRAINING
ON THE JOB TRAINING
Managers have two powerful ways of improving the performance and productivity of their subordinates, which are counseling and on the job training.
Counseling is the process of helping a subordinate define and resolve personal problems that effect performance or in order to develop a good attitude to work.
On the job training is the process of explaining, demonstrating and the structured supervision of specific skills or particular tasks. It is similar to the teaching process. On the job training is often referred to as OJT.
These are highly effective in three situations, which are:
Resolving people problems
All managers are faced with problem people from time to time. Counseling and training are always the first considerations in these cases but they do not always result in success and sometimes more radical action is required. This is covered in the Problem People and Positive Discipline modules.
Maintaining group standards
The management of people both as individuals and groups is a dynamic process as nothing remains static ? problems are always arising. A good manager must be aware of this and be constantly ready to use counseling and training to maintain standards.
To achieve continuous improvement
The best way to avoid problems is to keep ahead of them by being proactive. You must have a plan for each individual in your group and for the group as a whole. In particular new and inexperienced group members need special treatment so that they can meet required levels of performance.
Counseling and training share many of the same skills and in many cases they are used together to achieve your results.
The following are typical signs of change to look for then you must decide to initiate the counseling or training (or both) initiatives.
TYPICAL SIGNS OF NEED FOR HELP
Avoids difficult work
No co-operation
Lack of interest
No initiative
Complaining
Making mistakes
Avoiding contact
No communication
Depressed
Poor quality
Argumentative
Unsafe working
Poor productivity
Delegating to others
Laziness
Absenteeism
Irritability
Blaming others
The most important sign to look for is a change in behavior or performance. For example, if a an employee who has always been well behaved, with a pleasant disposition suddenly becomes aggressive you can bet on him having some problem that needs counseling.
Counseling
On-the-job counseling is a process of talking about things that affect the performance of the work. It involves sitting down in some quiet place and getting job problems out in the open without hurting each other.
It's all about talking, listening, and trying to understand the other person's point of view. All supervisors are counselors whether they realize it or not. Sometimes a long heart-to-heart talk is needed to clear the air or a quick exchange will clear up a misunderstanding. Perhaps the supervisor does most of the talking; the next time it may be the other way around. However, counseling is more than a casual discussion resulting from an accidental encounter.
Counseling is a very effective management tool to increase productivity by solving problems and strengthening or repairing working relationships. Other kinds of problems of a personal or psychological nature should be avoided and left to professionals in that field.
On the Job training
Training is almost a natural human instinct. We all train our children without even thinking about it but when we have the job of training someone at work we find problems.
On the job training is often a one to one situation, usually involving the supervisor and one of the group. The supervisor uses the actual work as the training location, and works with the trainee to improve skills or introduce new tasks. This process is also referred to as coaching.
Advantages of on the job training
* It is cost effective
* It strengthens relationship within the group
* Feedback and support is easy
Nearly all the problems associated with on the job training are very simple to overcome. Like so many other parts of our work they require us to take a more systematic approach to the situation.
Most workers usually take pride in learning a new skill. The new skills gained are to our mutual benefit as it's good for the worker to improve his future employment value and for us to have new capability in our groups. In addition, by making learning possible, you earn their respect and build enduring relationships.
The supervisor is frequently the only person in the organization that teaches the basic knowledge and the many key skills that the group needs to learn. On-the-job training should never stop.
================================================== ============================================
OFF THE JOB TRAINING
Advantages
If the course has been designed by staff member it can be delivered to fit in with the employee's regime and workload, so it does not affect productivity
Can work out extremely cost effective as no hotel fees, trainer fees or extra equipment are incurred, all is provided in-house and in works time
Depending on the course, employees are ample to meet other employees perhaps from other branches or departments they would not have normally met
As employees are familiar with the trainer and the environment they are being taught in, this would help them to feel more relaxed
The person developing the course would be able to gauge the level of ability and content for the course to be taught.
The course would be more relevant and adaptable to the needs of the company
Disadvantages
Extra Audio or Visual aids to aid learning (whiteboard, Overhead projector, projector, video etc) might not be available and so this would mean courses might be basic or substandard
As a member of staff may be delivering the course rather than an experienced trainer, the employees might not take the course seriously and this might hamper learning
Employee rivalry and banter may mean that employees bypass the course and undervalue its content as they think they know better or have better ways of doing it
Depending on the teaching skills of the employee training the members of staff, they might not be able to gauge the existing abilities, knowledge, skill or need for training, and so employees attending the course might already know what is being taught already.
If the need for training has not accurately been gauged this would result in the work space being wasted where it could have been utilised more productively
If resources are limited, equipment available may be different than that used by the employees and this would be counter productive
Employees may feel devalued if they are sent on an internal training course to improve skills rather than learn new ones and so courses have to be selected and promoted to the employees very carefully and sensitively
Rgds,
John N
From India, Madras
Hi John,
Thank you so much for ur help :o :o
:) :)
:D :D :D
Can I get your email ID, I would like to mail u my project.
I am unable to upload it on the cite, let see if I can mail it.
I have analysed the T & D pattern of both the companies, how ever I have got stuck in comparative analysis, I guess I'll manage.
The project ws difficult, But i really enjoyed a lot and learnt a lot.
:D :D :D
Regards
Khushboo0
From India, Bangalore
Thank you so much for ur help :o :o
:) :)
:D :D :D
Can I get your email ID, I would like to mail u my project.
I am unable to upload it on the cite, let see if I can mail it.
I have analysed the T & D pattern of both the companies, how ever I have got stuck in comparative analysis, I guess I'll manage.
The project ws difficult, But i really enjoyed a lot and learnt a lot.
:D :D :D
Regards
Khushboo0
From India, Bangalore
Dear John,
Need help!
As mentioned in the thread I also got an assignment to do a project in the same subject but the company list is little high which includes Honeywell,RRD,etc along with Wipro,Infosys,HCL and TCS. I am doing research and reached in the middle. Could you please share your report with me that I can get help and some more additional info from the same. Please find my email ID: [anoop.krishnan78@gmail.com]
Thanks for the help in advance!
-Anoop
Need help!
As mentioned in the thread I also got an assignment to do a project in the same subject but the company list is little high which includes Honeywell,RRD,etc along with Wipro,Infosys,HCL and TCS. I am doing research and reached in the middle. Could you please share your report with me that I can get help and some more additional info from the same. Please find my email ID: [anoop.krishnan78@gmail.com]
Thanks for the help in advance!
-Anoop
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Email writing skills.part2.ho w to ask for information.ppt x
Employee Information form.doc