netrashetty
Netra Shetty
NBC Universal, Inc. is a media and entertainment company engaged in the production and marketing of entertainment, news, and information products and services to a global customer base. The company owns and operates two American television networks, numerous cable channels, and a group of local stations in the United States, as well as motion picture companies, several television production companies, and branded theme parks.
NBC Universal was formed in May 2004 by the merger of General Electric's NBC with Vivendi's Vivendi Universal Entertainment.[4][5] General Electric (GE) owns 87.66% of NBC Universal with the remaining 12.34% owned by Vivendi.[6] The logo of NBC Universal is a combination of the NBC peacock logo and the Universal Studios globe and text.
Human resource and the management is truly one of the functional and credible areas in the organization that plays an integral part in the project management. Because of the availability of different opportunities, there is an assurance that the challenges are tailing in the end of the detected opportunities. As considered the part of the dynamic part within an organization, human resource management has challenges that they must learn to recognize and learn to work out. However, what are the most significant challenges and changes in the function of human resource management
Project-based organizations face unique problems in terms of coordination and strategic direction and the teams are challenged in carrying the essential work within the organizations. The project-based organizations usually compose of the experts, scientists, and other professionals that are dependent enough to perform in their nature of work (Olson, and Branch, 2002). Through the different qualifications and requirements in the various activities, the best design that the organization can apply is in the aid of the human resource management. The growing interest in different developing and empowering the employees in to the best knowledge team within the organization is extremely a challenge (Packer, 2009). Most of the past researches are intended to place the state of knowledge on the human resource management or HRM in most of the project-based or project-oriented organizations because the project-based organizations differ from the classically or traditional organizations and there are complexities present in the operation of the organizations
On-the-job training is delivered to employees while they perform their regular jobs. In this way, they
do not lose time while they are learning. After a plan is developed for what should be taught,
employees should be informed of the details. A timetable should be established with periodic
evaluations to inform employees about their progress. On-the-job techniques include orientations,
job instruction training, apprenticeships, internships and assistantships, job rotation and coaching.
Off-the-job techniques include lectures, special study, films, television conferences or discussions,
case studies, role playing, simulation, programmed instruction and laboratory training. Most of these
techniques can be used by small businesses although, some may be too costly. Box 7 shows the
range of costs for different types of training. Choose the techniques that meet your needs and fit your
budget.
Orientations are for new employees. The first several days on the job are crucial in the success of
new employees. This point is illustrated by the fact that 60 percent of all employees who quit do so
in the first ten days. Orientation training should emphasize the following topics:
!
!
!
The company's history and mission.
The key members in the organization.
The key members in the department, and how the department helps fulfill the
mission of the company.
Personnel rules and regulations.
!
Some companies use verbal presentations while others have written presentations. Many small
businesses convey these topics in one-on-one orientations. No matter what method is used, it is
important that the newcomer understand his or her new place of employment. The importance of an
employee handbook for imparting rules and culture was discussed earlier, with specific suggestions
for what should be included in the employee handbook.
Lectures present training material verbally and are used when the goal is to present a great deal of
material to many people. It is more cost effective to lecture to a group than to train people
individually. Lecturing is one-way communication and as such may not be the most effective way to
train. Also, it is hard to ensure that the entire audience understands a topic on the same level; by
targeting the average attendee you may undertrain some and lose others. Despite these drawbacks,
lecturing is the most cost-effective way of reaching large audiences.
Role playing and simulation are training techniques that attempt to bring realistic decision-making
situations to the trainee. Likely problems and alternative solutions are presented for discussion. The
adage there is no better trainer than experience is exemplified with this type of training. Experienced
employees can describe real world experiences, and can help in and learn from developing the
solutions to these simulations. This method is cost effective and is used in marketing and
management training.
Audiovisual methods such as television, videotapes and films are the most effective means of
providing real world conditions and situations in a short time. One advantage is that the presentation
is the same no matter how many times it's played. This is not true with lectures, which can change as
the speaker is changed or can be influenced by outside constraints. The major flaw with the
audiovisual method is that it does not allow for questions and interactions with the speaker, nor does
it allow for changes in the presentation for different audiences.
Job rotation involves moving an employee through a series of jobs so he or she can get a good feel
for the tasks that are associated with different jobs. It is usually used in training for supervisory
positions. The employee learns a little about everything. This is a good strategy for small businesses
because of the many jobs an employee may be asked to do.
NBC Universal was formed in May 2004 by the merger of General Electric's NBC with Vivendi's Vivendi Universal Entertainment.[4][5] General Electric (GE) owns 87.66% of NBC Universal with the remaining 12.34% owned by Vivendi.[6] The logo of NBC Universal is a combination of the NBC peacock logo and the Universal Studios globe and text.
Human resource and the management is truly one of the functional and credible areas in the organization that plays an integral part in the project management. Because of the availability of different opportunities, there is an assurance that the challenges are tailing in the end of the detected opportunities. As considered the part of the dynamic part within an organization, human resource management has challenges that they must learn to recognize and learn to work out. However, what are the most significant challenges and changes in the function of human resource management
Project-based organizations face unique problems in terms of coordination and strategic direction and the teams are challenged in carrying the essential work within the organizations. The project-based organizations usually compose of the experts, scientists, and other professionals that are dependent enough to perform in their nature of work (Olson, and Branch, 2002). Through the different qualifications and requirements in the various activities, the best design that the organization can apply is in the aid of the human resource management. The growing interest in different developing and empowering the employees in to the best knowledge team within the organization is extremely a challenge (Packer, 2009). Most of the past researches are intended to place the state of knowledge on the human resource management or HRM in most of the project-based or project-oriented organizations because the project-based organizations differ from the classically or traditional organizations and there are complexities present in the operation of the organizations
On-the-job training is delivered to employees while they perform their regular jobs. In this way, they
do not lose time while they are learning. After a plan is developed for what should be taught,
employees should be informed of the details. A timetable should be established with periodic
evaluations to inform employees about their progress. On-the-job techniques include orientations,
job instruction training, apprenticeships, internships and assistantships, job rotation and coaching.
Off-the-job techniques include lectures, special study, films, television conferences or discussions,
case studies, role playing, simulation, programmed instruction and laboratory training. Most of these
techniques can be used by small businesses although, some may be too costly. Box 7 shows the
range of costs for different types of training. Choose the techniques that meet your needs and fit your
budget.
Orientations are for new employees. The first several days on the job are crucial in the success of
new employees. This point is illustrated by the fact that 60 percent of all employees who quit do so
in the first ten days. Orientation training should emphasize the following topics:
!
!
!
The company's history and mission.
The key members in the organization.
The key members in the department, and how the department helps fulfill the
mission of the company.
Personnel rules and regulations.
!
Some companies use verbal presentations while others have written presentations. Many small
businesses convey these topics in one-on-one orientations. No matter what method is used, it is
important that the newcomer understand his or her new place of employment. The importance of an
employee handbook for imparting rules and culture was discussed earlier, with specific suggestions
for what should be included in the employee handbook.
Lectures present training material verbally and are used when the goal is to present a great deal of
material to many people. It is more cost effective to lecture to a group than to train people
individually. Lecturing is one-way communication and as such may not be the most effective way to
train. Also, it is hard to ensure that the entire audience understands a topic on the same level; by
targeting the average attendee you may undertrain some and lose others. Despite these drawbacks,
lecturing is the most cost-effective way of reaching large audiences.
Role playing and simulation are training techniques that attempt to bring realistic decision-making
situations to the trainee. Likely problems and alternative solutions are presented for discussion. The
adage there is no better trainer than experience is exemplified with this type of training. Experienced
employees can describe real world experiences, and can help in and learn from developing the
solutions to these simulations. This method is cost effective and is used in marketing and
management training.
Audiovisual methods such as television, videotapes and films are the most effective means of
providing real world conditions and situations in a short time. One advantage is that the presentation
is the same no matter how many times it's played. This is not true with lectures, which can change as
the speaker is changed or can be influenced by outside constraints. The major flaw with the
audiovisual method is that it does not allow for questions and interactions with the speaker, nor does
it allow for changes in the presentation for different audiences.
Job rotation involves moving an employee through a series of jobs so he or she can get a good feel
for the tasks that are associated with different jobs. It is usually used in training for supervisory
positions. The employee learns a little about everything. This is a good strategy for small businesses
because of the many jobs an employee may be asked to do.
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