netrashetty
Netra Shetty
Asbury Automotive Group (NYSE: ABG) is a Fortune 500 company based in New York City, and was founded in 1995. The company operates auto dealerships in various parts of the United States. In 2006 it ranked 364 out of 500 [1]
As of First Quarter 2008, it is one of the largest automobile retailers in the U.S. 2006 revenues were reported to be approximately $5.7 billion.[2] There are 120 franchises selling and serving 33 different automotive brands.
TRAINING AND DEVELOPMENT
Every organization needs to have well-trained and experienced personnel to perform the activities that have to be done. If the current or potential job occupant can meet this requirement, training is not important. But when this is not the case, it is necessary to raise the skill levels and increase the versatility and adaptability of employees. Our company will perform the function of training and development through the following:
In company / External Programmes:
The Company needs to formulate its thinking regarding participating in programme offered by external agencies like educational management institutes, government institutions and consultant programme, vis-à-vis conducting its own in-house programme. Where employee numbers are small, it may not be worthwhile to set up a training establishment and conduct in-house programme, but as the number increases, this option may offer a distinct possibility. There is the cost aspect to be considered: for the cost of sending a participant to an external programme, several employees could be trained within an organization. Yet, the advantage of an external programme could be a breath of fresh air through discussion with participant and a fresh approach could be brought in to the organization and its problems.
In our company employees will be send for such programs for their development;
Training Budgets:
A training budget for each internal programme has be prepared, which would include cost of facilities like training room, food, transport, guest faculty, if any, and cost of teaching materials. In fact, the cost to the organization should also include the wages and salaries of employee participant who would be temporarily pulled out their regular jobs and sent for training. The reasons for costing the trainee employee’s salary would be that they would not be making any contribution to the company during the training period, and that this is an addition burden on the company’s finances.
So in short training budgets will be provided by us, but we will not be paying any salary to them.
TYPES OF TRAINING WHICH WILL BE PROVIDED
Training methods have a number of overlapping objectives. They have to be chosen in relation to the programme design requirements. The main objective of individual training methods could be: demonstration value, developing interest and finally appeal to senses.
Demonstration Value:
Complete demonstration of job requirements enables the trainee to grasp the meaning of ideas, concepts, or procedures visually. Such a method can be used effectively as an aid to overcome the “breakdown of communication”. Trainees remember things that they see and hear, much longer than they do information they receive through talks or reading alone.
Developing interest:
One of the important factors to be kept in mind in choosing a method is its ability to hold and arouses the interest of the trainee in the learning situation. A trainee has to consider alternative methods of presenting training material to participants in order to stimulate their interest and facilitate retention of the matter. For instance, if traditional the matter has been presented through lectures, perhaps audio visual methods could be used, or instead project work be assigned which would mean learning by doing or researching the subject oneself.
Appeal too many senses:
From the trainer’s point of view, it would be beneficial to utilize as many of the trainer’s senses as possible, in order to improve retention of learning. The trainer has to understand and identify the problem area i.e., he has to examine whether there is a problem with the manner in which the task is done. Secondly selecting the appropriate method would be dependent on the level of the trainee in an organization’s hierarchy. Finally, before selecting training methods, the trainer should keep in mind about cost effectiveness.
There is a great deal more to hiring a new employee than simply reading over their resume, conducting an interview, and saying you're hired. There are several federal and state laws and regulations that must be adhered. Any company who violates the rules will find themselves facing a very steep fine. The best way to avoid the fine is by creating a series of hr policies and procedures. Once drafted, the policies must be adhered to each time you hire a new employee. When you sit down to draft your companies hr policies and procedures you need to make sure you do so by using current human resource management information.
Contrary to popular opinion the Federal Labor Laws weren't drafted and implemented simply to give employers a headache, the laws are designed to protect companies. At the same time they are also protecting the rights of employees. When drafting your companies hr policies and procedures it is important that you consult the Federal Labor Laws and make sure that nothing you write is going to violate regulations on topics like medical leave and discrimination. Most companies find themselves in the middle of an HR nightmare when they have skipped over something that was clearly addressed in the federal laws. Spending some extra time to reread your human resource management information can help prevent a costly mistake in the future.
When you are sorting through the endless human resource management information and drafting your hr policies and procedures , you may want to consider purchasing an HR software program that can be installed on your business computer. The software is cheaper than hiring an HR professional to oversee your companies human resources program. In addition to helping you keep track of your hr policies and procedures, the right software can also help you with financial issues, such as payroll, payroll taxes, and employee taxes, which pertain directly to your employees. The software can also be used to keep track of other critical human resource management information such as remaining vacation time, sick days an employee has used, and how much training the employee has received. The software is an excellent HR tool for streamlining your companies HR program.
While there are times when sifting through human resource management information and drafting your companies policies can seem like an enormous waste of time, especially since many of your procedures will never be used. If a situation, such as a strike or layoffs, ever arise, you will be grateful you spent the time drafting your hr policies and procedures. The trick is to not allow yourself to get overwhelmed by the human resource management information, and to take advantage of things, such as HR software, that will make your job simpler.
In the long run, you will be grateful that you put the effort into creating the human resources policies that your company adheres to. Not only are you protected, but having the policies in place usually makes your employees feel better as well. If you get stuck you can go online and find human resource websites that have huge databases full of information and templates you can use. When dealing with human resource issues is to stay calm and focused, and to take advantage of every single resource that is available.
As of First Quarter 2008, it is one of the largest automobile retailers in the U.S. 2006 revenues were reported to be approximately $5.7 billion.[2] There are 120 franchises selling and serving 33 different automotive brands.
TRAINING AND DEVELOPMENT
Every organization needs to have well-trained and experienced personnel to perform the activities that have to be done. If the current or potential job occupant can meet this requirement, training is not important. But when this is not the case, it is necessary to raise the skill levels and increase the versatility and adaptability of employees. Our company will perform the function of training and development through the following:
In company / External Programmes:
The Company needs to formulate its thinking regarding participating in programme offered by external agencies like educational management institutes, government institutions and consultant programme, vis-à-vis conducting its own in-house programme. Where employee numbers are small, it may not be worthwhile to set up a training establishment and conduct in-house programme, but as the number increases, this option may offer a distinct possibility. There is the cost aspect to be considered: for the cost of sending a participant to an external programme, several employees could be trained within an organization. Yet, the advantage of an external programme could be a breath of fresh air through discussion with participant and a fresh approach could be brought in to the organization and its problems.
In our company employees will be send for such programs for their development;
Training Budgets:
A training budget for each internal programme has be prepared, which would include cost of facilities like training room, food, transport, guest faculty, if any, and cost of teaching materials. In fact, the cost to the organization should also include the wages and salaries of employee participant who would be temporarily pulled out their regular jobs and sent for training. The reasons for costing the trainee employee’s salary would be that they would not be making any contribution to the company during the training period, and that this is an addition burden on the company’s finances.
So in short training budgets will be provided by us, but we will not be paying any salary to them.
TYPES OF TRAINING WHICH WILL BE PROVIDED
Training methods have a number of overlapping objectives. They have to be chosen in relation to the programme design requirements. The main objective of individual training methods could be: demonstration value, developing interest and finally appeal to senses.
Demonstration Value:
Complete demonstration of job requirements enables the trainee to grasp the meaning of ideas, concepts, or procedures visually. Such a method can be used effectively as an aid to overcome the “breakdown of communication”. Trainees remember things that they see and hear, much longer than they do information they receive through talks or reading alone.
Developing interest:
One of the important factors to be kept in mind in choosing a method is its ability to hold and arouses the interest of the trainee in the learning situation. A trainee has to consider alternative methods of presenting training material to participants in order to stimulate their interest and facilitate retention of the matter. For instance, if traditional the matter has been presented through lectures, perhaps audio visual methods could be used, or instead project work be assigned which would mean learning by doing or researching the subject oneself.
Appeal too many senses:
From the trainer’s point of view, it would be beneficial to utilize as many of the trainer’s senses as possible, in order to improve retention of learning. The trainer has to understand and identify the problem area i.e., he has to examine whether there is a problem with the manner in which the task is done. Secondly selecting the appropriate method would be dependent on the level of the trainee in an organization’s hierarchy. Finally, before selecting training methods, the trainer should keep in mind about cost effectiveness.
There is a great deal more to hiring a new employee than simply reading over their resume, conducting an interview, and saying you're hired. There are several federal and state laws and regulations that must be adhered. Any company who violates the rules will find themselves facing a very steep fine. The best way to avoid the fine is by creating a series of hr policies and procedures. Once drafted, the policies must be adhered to each time you hire a new employee. When you sit down to draft your companies hr policies and procedures you need to make sure you do so by using current human resource management information.
Contrary to popular opinion the Federal Labor Laws weren't drafted and implemented simply to give employers a headache, the laws are designed to protect companies. At the same time they are also protecting the rights of employees. When drafting your companies hr policies and procedures it is important that you consult the Federal Labor Laws and make sure that nothing you write is going to violate regulations on topics like medical leave and discrimination. Most companies find themselves in the middle of an HR nightmare when they have skipped over something that was clearly addressed in the federal laws. Spending some extra time to reread your human resource management information can help prevent a costly mistake in the future.
When you are sorting through the endless human resource management information and drafting your hr policies and procedures , you may want to consider purchasing an HR software program that can be installed on your business computer. The software is cheaper than hiring an HR professional to oversee your companies human resources program. In addition to helping you keep track of your hr policies and procedures, the right software can also help you with financial issues, such as payroll, payroll taxes, and employee taxes, which pertain directly to your employees. The software can also be used to keep track of other critical human resource management information such as remaining vacation time, sick days an employee has used, and how much training the employee has received. The software is an excellent HR tool for streamlining your companies HR program.
While there are times when sifting through human resource management information and drafting your companies policies can seem like an enormous waste of time, especially since many of your procedures will never be used. If a situation, such as a strike or layoffs, ever arise, you will be grateful you spent the time drafting your hr policies and procedures. The trick is to not allow yourself to get overwhelmed by the human resource management information, and to take advantage of things, such as HR software, that will make your job simpler.
In the long run, you will be grateful that you put the effort into creating the human resources policies that your company adheres to. Not only are you protected, but having the policies in place usually makes your employees feel better as well. If you get stuck you can go online and find human resource websites that have huge databases full of information and templates you can use. When dealing with human resource issues is to stay calm and focused, and to take advantage of every single resource that is available.