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HRM619 project proposal (accepted) PROJECT PROPOSAL ON HR Training Practices“A comparative study of Mobilink and Warid”

HRM619 project proposal (accepted)  PROJECT PROPOSAL ON  HR Training Practices“A comparative study of Mobilink and Warid” 

HRM619 project proposal (accepted) 


HRM project propsal. proposal for the project is accepted and you are allowed to start working on your project
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PROJECT PROPOSAL ON

 

 

HR Training Practices“A comparative study of Mobilink and Warid”

 

 

 

 

 

Submitted by

 

 

submitted to

 

HRM619

 

 

date of submission

 

12-11-2011

Virtual university of paksitan

 

 

 

 

 

 

 

1.1 Introduction of the Project

 

 

 

This project “Study of HR Practices” is an effort to explore the nature of training and development programs of two telecommunication companies in particular. In this regard I have chosen Mobilink GSM and Warid.It must be borne in mind that every organization, whether it is a multinational, private business, government offices, etc. depend on its people. These people must be trained and kept motivated, offered good working environment and must be acknowledged at work. Talking of the Telecom industry, it is growing very fast in Pakistan, with new companies getting license. The competition is tough as a result the consumer is getting benefit and enjoying cheap call rates. With a population of 15 million countries, telecom is one of the best revenue generated industry.

 

 

Two of the main telecommunication industries in Pakistan are Mobilink GSM and Warid. Mobilink GSM in context with HRM Mobilink has a very well defined and structured department and its various policies of keeping each employee productive part of the organization are intoned with the corporate worlds requirement. Employees in the company are largely committed to their organization, have shown progress in the company and are greatly satisfied with the HR department. One of the main functions of HRM in MOBILINK is Training & development. Similarly WARID has a very well structured HRM department. Employees in the company have shown immense progress and are satisfied with HRM of WARID because WARID gives them many facilities to communicate and to give feedback freely. Along with hiring, compensation & benefits, performance appraisal, another main function of HRM in WARID is Training & Development.

 

 

 

 

 

 

Here it seems necessary to briefly state what are HR and what are its Training & Development Practices in particular.A human resource department is a critical component of employee well-being in any business, no matter how small. They play prominent roles in selection of employees and advising them about their suitable position in the organization and apart from that they keep a note of employees’ wages, leaves and work rights (sexual harassment, bullying and discrimination). Moreover, HR responsibilities include benefits, hiring, firing, training and keeping up to date with state and federal laws. We can say that HR is a direct link to employees. There are many HR practices that help in the creation of a highly satisfied and motivated work force. Among them training and development is a wonderful strategy that helps in the betterment of the employees and their work.

 

 

This project, thus clearly highlights what are the training and developmental practices regarding the two telecommunication companies under study and what is the impact and significance of these training practices not only for the success of the company but also how they are beneficial for personal progress of the employee. It is hard to imagine a more critical, challenging and dynamic job than studying on the Training Practices of any company or organization.  This research is needed so as to focus on the training practices and its requirements of both the companies,  the different training techniques that they adopt to groom their new employees and last but not the least, the comparison of both companies training styles.

1.2 Background:

 

Good companies start with good people, but finding them, managing them, and keeping them is not always easy. It is the right employee training, development and education, at the right time, which provides big payoffs for the employer in increased productivity, knowledge, loyalty, and contribution. In the field of human resource management, training and development is the field which is concerned with organizational activity aimed at bettering the performance of individuals and groups in organizational settings. Keeping our track towards training, this activity is both focused upon, and evaluated against, the job that an individual currently holds.

 

 

Talking of MOBILINK GSM, its vision is to be the leading Telecommunication Services Provider in Pakistan by offering innovative Communication solutions for their Customers while exceeding Shareholder value & Employee Expectations. At Mobilink, their belief is that "Our people are our greatest asset. We take great pride in acknowledging the contribution each one of us makes". Their focus is on People Development and for that they ensure Staff Mobilink with world class Professionals and that the right systems are in place to encourage them to develop to their full potential.

 

Moreover, they try to create a collaborative and mutually supportive work environment that encourages people to grow and build a team of professionals who deliver expertise by participating in business decisions. Talking of training practices or programs of MOBILINK GSM, they conduct training sessions, and train both internally and externally. Internal training is 75% and external is 25%.  Their main focus is on employee training and spend maximum of their budget in their training sessions for the career development of employees. arid on the other hand, also focuses on People Development and employee motivation. So they plan all their activities by focusing on these points. Training in WARID is not conducted totally by HR department only but is conducted by the help of the other departments as well.

 

 

Training takes place in the supervision of the senior officers who are given the charge to conduct training. A whole team of experienced employees is set up for the training of the new employees. Training is given by the senior employees of the organization. The trainer has the polite attitude towards the trainee and they keep themselves in a good mood and the atmosphere is also kept friendly. Such an environment is stress free for the trainees and increases communication and confidence. Training criteria of WARID is that they give training to employees both internally and externally but 80% focus is on internal training and 20% on external training. The training methods WARID uses are Out sourcing, On the job training, Daily training Performance.

 

 

Classroom training is the basic technique of WARID’s training setup. They are given training by the electronic medium i.e. projectors and multi-media. Also booklets are provided printed reports and projectors are the training tools of WARID. Revision takes place at the business centers from where their abilities and efficiencies are analyzed. Trainees are given 2-3 times warnings if the are mistaking. If they repeat the same mistake again and again then they are departed from the organization. It is acknowledged by us all that training enables the new employees to groom themselves and give their outputs regarding to what they have learned from the training of few days. The trainee may analyze his/her performance and the learning capabilities.

 

And last but not the least, if such training is updated after each 6 months, it is considered as the refresher course for the current employees as well as the newly hired ones. Hence, training practices definitely have a positive impact upon the current employees so that they would be able to check themselves and would improve their weak points, and for the new employees they may learn a lot about their job and automatically find themselves in a continued effort to improve their job performance. 

1.3 Research Objectives

  1. To study the training practices of the chosen Telecommunication companies
  2. To compare the training practices of both companies
  3. To identify that which company is better in terms of training practices on the basis of comparison

 

1.4 Project Significance

 

The outcome of the study will be that which organization is utilizing better HR practices.

  1. The results of this research are useful for that company whose training practices are not better.
  2. The Training practices of the second Companies should be changed as a result of the proposed research, whose practices are not better.
  3. The result of research can be implemented by company top management of 2nd company. The results will be sent to head office, regional offices and to high authorities of company.

 

1.5 Project proceedings

 

Chapter 1

 

Introduction

 

1.1 Introduction of the project

1.2 Background of the project

1.3 Company’s introduction

1.4 List of competitors

1.5 Objectives of the project

1.6 Significance of the project

 

Chapter 2

 

2.1 Data Processing, Analysis & Interpretation

2.2. Data Collection Tools/Instruments

Data collection sources

1.1.   4.1.1 Primary sources

1.2.   4.1.2 Secondary sources

1.3.   4.2 Data collection tools

1.4.   4.3 Sampling

1.5.   4.3.1 Sample size

1.6.   4.3.2 Sampling technique

1.7.   2.3 Subjects/Participants

1.8.   summary

 

 

Chapter 3

 

Conclusion, Recommendations & Limitations:

 

 

1.6 Research Methodology

 

For this research I will use primary data and secondary data. Primary data will be collect from the Companies employees through conducting personal interview. Thus the primary source of this research is companies  employees. 

 

Secondary source may include

 

 Internet

 Newspaper

Magazine

Article

 

1.7 Data Collection tools

 

Data would be collect from the above mentioned companies employees, HR expert, managers, by conducting personal interview by means of using questionnaires as tools.

 

1.8 Subjects/Participants

 

The respondents of this study will be both telecommunication companies  employees who are HR expert, mangers, line mangers, and supervisor

 

1.9 Sample size:

 

Sample size will be 70 respondents

 

2.1 Sampling Technique

 

A non-probability sampling technique (convenience sampling) will be used

 

2.2 Fieldwork/Data Collection:

 

I have written above that data would be collect from the employees by conducting personal interviews through using questionnaires tools. Time will be taken from the company management. Only relevant data will be used, irrelevant and wrong data will be removed for quality purpose.

 

2.3 Data processing and Data analysis

 

Getting data in the form of filled questionnaires it will further proceed on excel sheet for analysis. For data measurement, descriptive measures like mean, STD, technique will use to achieve the study objectives.

 

 

 

 

2.4 BIBLIOGRAPHY

 

  1. B.E. Becker, B. Gerhart, The Impact of Human Resource Management on Organizational Performance: Progress and Prospects, Academy of Management Journal, 39, 4, 779–801 (1996).
  2. Brown, M. and Benson, J. (2003). Rated to exhaustion? Reaction to performance appraisal processes, Industrial Relations Journal, 34(1), 67-81.

 

  1. P.M. Wright, B.B. Dunford, S.A. Snell, Human Resources and the Resource-BasedView of The Firm. Journal of Management, 27, 6, 701-721 (2001).

 

  1. Mo n a p p a , A., Industrial relations. New Delhi: Tata McGraw-Hill Publishing Company Limited,2004.

 

  1. Beer , M., Spector , B., Lawrence . P.R ., Mills , D.Q., & Walton, R.E. ( !(1984).

 

  1. http://www.waridtel.com/

 

  1. http://www.mobilinkgsm.com/

 

 

 

 

 

 

 

 

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