netrashetty
Netra Shetty
Caterpillar Inc. (NYSE: CAT), also known as "CAT", designs, manufactures, markets and sells machinery and engines and sells financial products and insurance to customers via a worldwide dealer network.[2][3] Caterpillar is the world's largest manufacturer of construction and mining equipment, diesel and natural gas engines and industrial gas turbines.[2] With more than US$7 billion in assets, Caterpillar was ranked number one in its industry and number 44 overall in the 2009 Fortune 500.[5] Caterpillar stock is a component of the Dow Jones Industrial Average.[6]
Caterpillar Inc. traces its origins to the 1925 merger of the Holt Manufacturing Company, the inventor of the crawler tractor, and the C. L. Best Tractor Company, creating a new entity, the California based Caterpillar Tractor Company.[7] In 1986, the company re-organized itself as a Delaware corporation under the current name, Caterpillar Inc.[3] Caterpillar's headquarters are located in Peoria, Illinois, United States.
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.
Caterpillar Inc. traces its origins to the 1925 merger of the Holt Manufacturing Company, the inventor of the crawler tractor, and the C. L. Best Tractor Company, creating a new entity, the California based Caterpillar Tractor Company.[7] In 1986, the company re-organized itself as a Delaware corporation under the current name, Caterpillar Inc.[3] Caterpillar's headquarters are located in Peoria, Illinois, United States.
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.