netrashetty
Netra Shetty
Musco Lighting is an American privately owned company, based out of Oskaloosa, Iowa that is noted for providing permanent or temporary lighting at major sports events and stadiums including the Super Bowl and Olympics.
The company derives its name from Muscatine County, Iowa, where it was founded and still maintains a large manufacturing plant.
Company projects range from the largest sports lighting project in the world to small Little League parks. In addition to its Academy Award, it has also won an Emmy Award for its providing temporary lighting for night time NCAA games, including games at Notre Dame Stadium, Ohio Stadium, Kinnick Stadium and Bearcat Stadium. The company illuminated the Statue of Liberty during its rededication, four Super Bowls, and was the official lighting company for the 1984, 1996 and 2000 Olympic Games[1]
As of 2006 it employed 1,000 people including 350 in Oskaloosa, 350 in Muscatine and 300 worldwide
Among the products of their Sports Lighting system is the Light Structure Green- an energy-saving pole-light system.
Recruiting
As a small business owner-manager, you should be aware of the legal environment in which you
operate. This is especially true when it comes to recruitment. Being aware of legislation that will
affect your business is extremely important to efficient recruiting.
Congress has passed several laws that deal with discrimination in the workplace. The Civil Rights
Act of 1964 and the Equal Employment Act of 1972 are two that small businesses owners should be
especially aware of. The Equal Employment Opportunity Commission (EEOC), is charged with
enforcing federal law against discrimination based on
!
Race.
!
!
!
!
!
!
!
!
Another law to be aware of is the 1963 Equal Pay Act, which requires that men and women receive
equal pay for equal work.
Box 1 is a list of illegal questions that are often asked during the recruitment process. Review them
carefully to ensure that you avoid asking them when interviewing applicants.
Color.
National origin.
Sex.
Age (between 40 and 70).
Disability.
Veteran status.
Handicap.
Religion.
Conduct orientation sessions and arrange on-the-job training for new hires.
Evaluate instructor performance and the effectiveness of training programs, providing recommendations for improvement.
Develop testing and evaluation procedures.
Conduct or arrange for ongoing technical training and personal development classes for staff members.
Confer with management and conduct surveys to identify training needs based on projected production processes, changes, and other factors.
Develop and organize training manuals, multimedia visual aids, and other educational materials.
Plan, develop, and provide training and staff development programs, using knowledge of the effectiveness of methods such as classroom training, demonstrations, on-the-job training, meetings, conferences, and workshops.
Analyze training needs to develop new training programs or modify and improve existing programs.
Review and evaluate training and apprenticeship programs for compliance with government standards.
Train instructors and supervisors in techniques and skills for training and dealing with employees.
Coordinate established courses with technical and professional courses provided by
Community schools and designate training procedures.
Prepare training budget for department or organization.
OR
Job Description – Training and Development Manager
Role: To plan, develop and implement strategies for training and development.
Responsibilities:
• To implement the Mission Statement of NAPAC.
• To line manage supervisors and trainers ensuring individual support needs are met and training needs identified.
• To arrange relevant induction and ongoing training for all staff and volunteers.
• To regularly liaise with all other managers so as to understand all necessary aspects and needs of staff and volunteer training and development, and to ensure that they are fully informed of training and development objectives.
• To ensure policies and procedures remain relevant to all NAPAC staff and volunteers, adjusting or devising replacements as necessary.
• To ensure that policies and procedures are implemented effectively.
• To maintain awareness and knowledge of up-to-date training and development theories/methods and to provide suitable interpretations to other managers.
• To devise and implement a training needs analysis, making use of information from practice and PDRs.
• To establish and maintain appropriate systems for measuring necessary aspects of staff and volunteer training and development.
• To devise and implement a strategy for Personal Development Reviews (PDRs) for staff and volunteers, in order that future development and training needs are identified.
• To manage and control training and development expenditure within agreed budgets.
• To contribute to the strategic direction of NAPAC.
• To undertake training as deemed necessary.
• To undertake other duties as required for the effective running of the organisation.
Person Specification:
Essential:
• Experienced trainer.
• Experience of managing people in non profit organisations.
• At least two years experience working with adult survivors of childhood abuse.
• Able to think strategically.
• Excellent and effective communication skills.
• Literate and numerate.
• A doer and a finisher.
• Good administrative and organisational skills.
• Emotionally intelligent.
• Familiar with a range of Information Communication Technology (ICT).
• Demonstrates the ability to be proactive, self motivated and able to work under own initiative.
The company derives its name from Muscatine County, Iowa, where it was founded and still maintains a large manufacturing plant.
Company projects range from the largest sports lighting project in the world to small Little League parks. In addition to its Academy Award, it has also won an Emmy Award for its providing temporary lighting for night time NCAA games, including games at Notre Dame Stadium, Ohio Stadium, Kinnick Stadium and Bearcat Stadium. The company illuminated the Statue of Liberty during its rededication, four Super Bowls, and was the official lighting company for the 1984, 1996 and 2000 Olympic Games[1]
As of 2006 it employed 1,000 people including 350 in Oskaloosa, 350 in Muscatine and 300 worldwide
Among the products of their Sports Lighting system is the Light Structure Green- an energy-saving pole-light system.
Recruiting
As a small business owner-manager, you should be aware of the legal environment in which you
operate. This is especially true when it comes to recruitment. Being aware of legislation that will
affect your business is extremely important to efficient recruiting.
Congress has passed several laws that deal with discrimination in the workplace. The Civil Rights
Act of 1964 and the Equal Employment Act of 1972 are two that small businesses owners should be
especially aware of. The Equal Employment Opportunity Commission (EEOC), is charged with
enforcing federal law against discrimination based on
!
Race.
!
!
!
!
!
!
!
!
Another law to be aware of is the 1963 Equal Pay Act, which requires that men and women receive
equal pay for equal work.
Box 1 is a list of illegal questions that are often asked during the recruitment process. Review them
carefully to ensure that you avoid asking them when interviewing applicants.
Color.
National origin.
Sex.
Age (between 40 and 70).
Disability.
Veteran status.
Handicap.
Religion.
Conduct orientation sessions and arrange on-the-job training for new hires.
Evaluate instructor performance and the effectiveness of training programs, providing recommendations for improvement.
Develop testing and evaluation procedures.
Conduct or arrange for ongoing technical training and personal development classes for staff members.
Confer with management and conduct surveys to identify training needs based on projected production processes, changes, and other factors.
Develop and organize training manuals, multimedia visual aids, and other educational materials.
Plan, develop, and provide training and staff development programs, using knowledge of the effectiveness of methods such as classroom training, demonstrations, on-the-job training, meetings, conferences, and workshops.
Analyze training needs to develop new training programs or modify and improve existing programs.
Review and evaluate training and apprenticeship programs for compliance with government standards.
Train instructors and supervisors in techniques and skills for training and dealing with employees.
Coordinate established courses with technical and professional courses provided by
Community schools and designate training procedures.
Prepare training budget for department or organization.
OR
Job Description – Training and Development Manager
Role: To plan, develop and implement strategies for training and development.
Responsibilities:
• To implement the Mission Statement of NAPAC.
• To line manage supervisors and trainers ensuring individual support needs are met and training needs identified.
• To arrange relevant induction and ongoing training for all staff and volunteers.
• To regularly liaise with all other managers so as to understand all necessary aspects and needs of staff and volunteer training and development, and to ensure that they are fully informed of training and development objectives.
• To ensure policies and procedures remain relevant to all NAPAC staff and volunteers, adjusting or devising replacements as necessary.
• To ensure that policies and procedures are implemented effectively.
• To maintain awareness and knowledge of up-to-date training and development theories/methods and to provide suitable interpretations to other managers.
• To devise and implement a training needs analysis, making use of information from practice and PDRs.
• To establish and maintain appropriate systems for measuring necessary aspects of staff and volunteer training and development.
• To devise and implement a strategy for Personal Development Reviews (PDRs) for staff and volunteers, in order that future development and training needs are identified.
• To manage and control training and development expenditure within agreed budgets.
• To contribute to the strategic direction of NAPAC.
• To undertake training as deemed necessary.
• To undertake other duties as required for the effective running of the organisation.
Person Specification:
Essential:
• Experienced trainer.
• Experience of managing people in non profit organisations.
• At least two years experience working with adult survivors of childhood abuse.
• Able to think strategically.
• Excellent and effective communication skills.
• Literate and numerate.
• A doer and a finisher.
• Good administrative and organisational skills.
• Emotionally intelligent.
• Familiar with a range of Information Communication Technology (ICT).
• Demonstrates the ability to be proactive, self motivated and able to work under own initiative.
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