netrashetty
Netra Shetty
Brightpoint, Inc. (NASDAQ: CELL) is a leading global communications technology firm that specializes in the distribution of wireless devices and in providing customized logistics services to the wireless industry.
Brightpoint had a 2009 revenue of $3.2 billion. With 2,700 employees and 25,000 customers in more than 25 countries, Brightpoint handled 84 million wireless devices globally[2] in 2009.
Brightpoint's services include distribution, channel development, product customization, E-Business solutions, and other outsourced services that integrate with its customers.
In both 2007 and 2009, Brightpoint was selected as one of America's Most Admired Companies by FORTUNE Magazine, ranking in the top 5 of the "Wholesalers: Electronics" category each year.
Training method:
• On-the-job Training
• Off-the-job Training
On-the-job Training:
Having a person learn a job by actually doing the job is OJT. Methods of OJT are
Coaching or understudy
Special assignments
Informal Learning
Coaching or understudy:
It is the OJT method in which employee is coached and taught by profession that how to do the job in order to meet NIB Bank’s goals and objectives. It is the OJT method in which employee is coached and taught by profession that how to do the job in order to meet NIB bank’s goals and objectives. At managerial level the trainee works directly with a senior manager. It is done at all levels of job. New employees are trained through coaching and old employees are also trained through this method like when some new innovation is introduced old employees are trained in order to handle that new innovation.
Like in pervious years new software was introduced in bank this was learned old employee through coaching.
Special Assignments:
Special assignments are also given to employees for special training. These assignments are actually related to tasks within the branch by achieving those tasks assigned by trainer, employee get training
Informal Learning:
The majority of what employees learn on the job they learn through informal means of performing their jobs on a daily basis.
Off-the-job Training:
It is the method which is opposite to the OJT. In this method employee does not get training at his/her work place. This method of training is only for managerial level employees. Off-the-job training methods are
• Case study method
• Outside seminars
• Effective Lectures
• Vestibule training
Case study methods:
Special case studies are given to employees which contains some dilemma about banking sector. By solving those case study problems employee gets training to take bold and effective decision in crucial situations.
Outside seminars:
NIB bank encourages its employees to participate in the seminars arranged by banking sectors not just in the Pakistan but also beyond the boarders. By participating in outside seminars employee gets authentic knowledge about the new horizons of banking sector which is useful for NIB bank and makes it leading bank in Pakistan.
Effective Lectures:
Lectures about jobs are also delivered. These lectures are delivered to new employees as well as senior level employees and managerial level too. In these lectures employees are prepared for facing new challenges in the banking sectors and also told them how to achieve those challenges.
Vestibule training:
A structured process by which employees become skilled workers through a combination of classroom instruction and on-the-job training. It is actually combination of OJT and lectures delivered to employees. It may be for both levels of managerial and fresh employee. In this method employee is first given the lecture about his/her job and after that implementation of lecture in practical field is observed
3. Employee development:
Employee development means that training of employees for future job. NIB bank used following methods:
Management associate
Management Trainee
Management Trainee:
NIB bank’s Management Trainee (MT) program looks for highly motivated individuals who exhibit the potential to excel as future leaders. The program is providing challenging work assignments complemented by a learning component for select individuals from reputable universities.
Management associate:
Management associate is the program in which for the training of future job bank send their employees to other branches of bank. During this program, candidates are assigned with challenging business scenarios to enhance their critical and analytic skills.
Most jobs will be done better if filled by people selected because of their relevant traits. Finding a relevant basis requires thought and work, but focusing on designing, developing, or using procedures for personnel decisions should not obscure the importance of other management tools. Observational and interview methods are useful when studying a single job where adequate information can be obtained from a few experts. When simultaneously studying sets of related jobs, especially in multiple locations, survey research may be the preferred method of collecting observations (Guion 1998). The content of selection procedures defended on the basis of content validity must match the content defined by the job analysis. Selection procedures defended only on the basis of content validity may be used only with a minimum cutting score; although words in the Guidelines refer to circumstances where ranking is permitted, the words necessarily imply criterion-related data (Guion 1998). There can be different selection procedures but it will not be valid if it does not give PCCW the most acceptable personnel. The selection procedure of the company focuses on knowing the applicant thoroughly and identifying the applicant’s desirable attitude. The selection procedure carefully dissected the applicant and then analyzed the applicant’s qualities that set him apart from the others. The selection procedure was aligned with the purpose of the selection process. The selection procedure used communication techniques ranging from personal communication to the use of advanced selection technologies such as interactive and automated communication systems.
Brightpoint had a 2009 revenue of $3.2 billion. With 2,700 employees and 25,000 customers in more than 25 countries, Brightpoint handled 84 million wireless devices globally[2] in 2009.
Brightpoint's services include distribution, channel development, product customization, E-Business solutions, and other outsourced services that integrate with its customers.
In both 2007 and 2009, Brightpoint was selected as one of America's Most Admired Companies by FORTUNE Magazine, ranking in the top 5 of the "Wholesalers: Electronics" category each year.
Training method:
• On-the-job Training
• Off-the-job Training
On-the-job Training:
Having a person learn a job by actually doing the job is OJT. Methods of OJT are
Coaching or understudy
Special assignments
Informal Learning
Coaching or understudy:
It is the OJT method in which employee is coached and taught by profession that how to do the job in order to meet NIB Bank’s goals and objectives. It is the OJT method in which employee is coached and taught by profession that how to do the job in order to meet NIB bank’s goals and objectives. At managerial level the trainee works directly with a senior manager. It is done at all levels of job. New employees are trained through coaching and old employees are also trained through this method like when some new innovation is introduced old employees are trained in order to handle that new innovation.
Like in pervious years new software was introduced in bank this was learned old employee through coaching.
Special Assignments:
Special assignments are also given to employees for special training. These assignments are actually related to tasks within the branch by achieving those tasks assigned by trainer, employee get training
Informal Learning:
The majority of what employees learn on the job they learn through informal means of performing their jobs on a daily basis.
Off-the-job Training:
It is the method which is opposite to the OJT. In this method employee does not get training at his/her work place. This method of training is only for managerial level employees. Off-the-job training methods are
• Case study method
• Outside seminars
• Effective Lectures
• Vestibule training
Case study methods:
Special case studies are given to employees which contains some dilemma about banking sector. By solving those case study problems employee gets training to take bold and effective decision in crucial situations.
Outside seminars:
NIB bank encourages its employees to participate in the seminars arranged by banking sectors not just in the Pakistan but also beyond the boarders. By participating in outside seminars employee gets authentic knowledge about the new horizons of banking sector which is useful for NIB bank and makes it leading bank in Pakistan.
Effective Lectures:
Lectures about jobs are also delivered. These lectures are delivered to new employees as well as senior level employees and managerial level too. In these lectures employees are prepared for facing new challenges in the banking sectors and also told them how to achieve those challenges.
Vestibule training:
A structured process by which employees become skilled workers through a combination of classroom instruction and on-the-job training. It is actually combination of OJT and lectures delivered to employees. It may be for both levels of managerial and fresh employee. In this method employee is first given the lecture about his/her job and after that implementation of lecture in practical field is observed
3. Employee development:
Employee development means that training of employees for future job. NIB bank used following methods:
Management associate
Management Trainee
Management Trainee:
NIB bank’s Management Trainee (MT) program looks for highly motivated individuals who exhibit the potential to excel as future leaders. The program is providing challenging work assignments complemented by a learning component for select individuals from reputable universities.
Management associate:
Management associate is the program in which for the training of future job bank send their employees to other branches of bank. During this program, candidates are assigned with challenging business scenarios to enhance their critical and analytic skills.
Most jobs will be done better if filled by people selected because of their relevant traits. Finding a relevant basis requires thought and work, but focusing on designing, developing, or using procedures for personnel decisions should not obscure the importance of other management tools. Observational and interview methods are useful when studying a single job where adequate information can be obtained from a few experts. When simultaneously studying sets of related jobs, especially in multiple locations, survey research may be the preferred method of collecting observations (Guion 1998). The content of selection procedures defended on the basis of content validity must match the content defined by the job analysis. Selection procedures defended only on the basis of content validity may be used only with a minimum cutting score; although words in the Guidelines refer to circumstances where ranking is permitted, the words necessarily imply criterion-related data (Guion 1998). There can be different selection procedures but it will not be valid if it does not give PCCW the most acceptable personnel. The selection procedure of the company focuses on knowing the applicant thoroughly and identifying the applicant’s desirable attitude. The selection procedure carefully dissected the applicant and then analyzed the applicant’s qualities that set him apart from the others. The selection procedure was aligned with the purpose of the selection process. The selection procedure used communication techniques ranging from personal communication to the use of advanced selection technologies such as interactive and automated communication systems.
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