netrashetty
Netra Shetty
Western Digital Corporation (NYSE: WDC) (often abbreviated to WD) is the second largest computer hard disk drives manufacturer in the world, after Seagate[2] and has a long history in the electronics industry as an integrated circuit maker and a storage products company. Western Digital was founded on April 23, 1970 by Alvin B. Phillips, a Motorola employee, as General Digital, initially (and briefly) a manufacturer of MOS test equipment. It rapidly became a speciality semiconductor maker, with start-up capital provided by several individual investors and industrial giant Emerson Electric Company. Around July 1971 it adopted its current name and soon introduced its first product, the WD1402A UART.
Proposed Training and Development Methods
New Employee Orientation
All employees, whether managerial or non-managerial, should be provided with systematic orientation when they first join the organization. Orientation introduces new employees to the organization and to their new tasks, managers, and co-workers so that they can quickly become effective contributors. Effective orientation can play a very important role in employee job satisfaction, performance, retention and similar areas (, 1998 cited in 2002).
Classroom Lectures
Classroom lectures are used in many organizations to impart information to trainees. Classroom lectures are oral presentations covering particular topics and concepts. Discussions involve more interchange and less structure than other oral instructional methods. Discussions encourage participants and trainers to freely exchange knowledge, ideas, and opinions on a particular subject. Discussions give trainers feedback on how employees are using the knowledge or skills they have learned ( 1998).
Programmed or Self-Instructions
Self-instructions let trainees learn at their own pace. Topics can range from the simple to complex. Programmed instruction can be carried out by the use of computers or booklets, depending on the need. The method is to present a small amount of information, followed by a simple question the requires an answer on the part of the learner. There is immediate feedback for each response as the learner finds the answer on the next page or elsewhere. The learner knows whether he or she is right or wrong immediately. The main advantage of such an individualized program is that it is self-pacing. Relative to other training methods, self-instruction offers high mobility and flexibility. It can take place with or without instructors, in a wide variety of learning environments: learning centers, workstations, homes ( 2002).
The company was formally commissioned in February 2001 at Mehmood Kot. It comprises on a grass root refinery complex of main process unit, treatment and recovery unit and full range of Offsite utilities system. It also include a new residential colony that provides housing and other amenities.
Department
· The organization has eight departments.
· The organization has formal “HR” department.
No. of employees
· A total of eight hundred employees are working in The organization.
Survey for pay rates
· The organization does conduct informal survey for establishing the pay rates of various grades.
Basis for pay structure
· The organization set the pay structure for various appointments on the basis of :
1. Qualification
2. Experience
3. Technical skill
Job evaluation concept
· No job evaluation concept is being followed by the organization.
Basic salaries
· Basic salaries are set according to qualification, experience, and technical skills.
Union
· A formal labor union (C.B.A.) exists in the organization.
· The union discuss the issues like:
1. Wages rates
2. Income security
3. Time of with pay
4. Cost of living adjustment
5. Health care
Payment policy
· No response is given by the organization.
· Regular salaries are paid to the employees during probationary period.
Increments
· The employees are awarded annual increments.
Allowances policy
· Allowances are paid grade wise.
Compensation to the trainees
· Compensation to the trainee employees is paid according to the grades.
Accident compensation
· Compensation is paid through in vogue group insurance policy as per government regulations.
Medical treatment
· Free medical treatment is entitled to the employees, their parents and their families through various hospitals on the pool of the organizations.
Payments during leaves
· Employees are paid during leave periods.
TA/DA’s policy
· TA/DA’s are paid to the employees at different categories according to their grades and entitlement.
Unfortunately for the Disney, Tokyo Disneyland is wholly owned by Japanese firm, the oriental land co, which licenses Disney characters and the copyright material from the American firm the park owes some of its success to its location in a metropolitan area of 30 million people, but a cultural change is believed to the major reason for its success. Some says that Walt Disney production has written a new chapter in the Japanese history by popularizing the idea that family outing can be fun. Family now accounts for half of the park visitors. An executive of the park owners states, "Leisure was not always a part of the Japanese lifestyle. Father used to sea family outings as duty."
The staggering at a Disneyland Paris stem from the high interest cost and high over heads, many of which cause by cultural errors. To cover the projects $4 billion, Disney put up just $170 million for 49 percent of the operations and public shareholders paid $1 billion for the 51 percent they own. The $2.9 billion balance was borrowed at the interest rates up to 11 percent. Disney management expected to reduce the debt by selling the six big hotles it had built, but the $340 per night price it charge has kept about half ful, moreover, the guest has not been staying as longer or spending as much as Disney has calculated.
Proposed Training and Development Methods
New Employee Orientation
All employees, whether managerial or non-managerial, should be provided with systematic orientation when they first join the organization. Orientation introduces new employees to the organization and to their new tasks, managers, and co-workers so that they can quickly become effective contributors. Effective orientation can play a very important role in employee job satisfaction, performance, retention and similar areas (, 1998 cited in 2002).
Classroom Lectures
Classroom lectures are used in many organizations to impart information to trainees. Classroom lectures are oral presentations covering particular topics and concepts. Discussions involve more interchange and less structure than other oral instructional methods. Discussions encourage participants and trainers to freely exchange knowledge, ideas, and opinions on a particular subject. Discussions give trainers feedback on how employees are using the knowledge or skills they have learned ( 1998).
Programmed or Self-Instructions
Self-instructions let trainees learn at their own pace. Topics can range from the simple to complex. Programmed instruction can be carried out by the use of computers or booklets, depending on the need. The method is to present a small amount of information, followed by a simple question the requires an answer on the part of the learner. There is immediate feedback for each response as the learner finds the answer on the next page or elsewhere. The learner knows whether he or she is right or wrong immediately. The main advantage of such an individualized program is that it is self-pacing. Relative to other training methods, self-instruction offers high mobility and flexibility. It can take place with or without instructors, in a wide variety of learning environments: learning centers, workstations, homes ( 2002).
The company was formally commissioned in February 2001 at Mehmood Kot. It comprises on a grass root refinery complex of main process unit, treatment and recovery unit and full range of Offsite utilities system. It also include a new residential colony that provides housing and other amenities.
Department
· The organization has eight departments.
· The organization has formal “HR” department.
No. of employees
· A total of eight hundred employees are working in The organization.
Survey for pay rates
· The organization does conduct informal survey for establishing the pay rates of various grades.
Basis for pay structure
· The organization set the pay structure for various appointments on the basis of :
1. Qualification
2. Experience
3. Technical skill
Job evaluation concept
· No job evaluation concept is being followed by the organization.
Basic salaries
· Basic salaries are set according to qualification, experience, and technical skills.
Union
· A formal labor union (C.B.A.) exists in the organization.
· The union discuss the issues like:
1. Wages rates
2. Income security
3. Time of with pay
4. Cost of living adjustment
5. Health care
Payment policy
· No response is given by the organization.
· Regular salaries are paid to the employees during probationary period.
Increments
· The employees are awarded annual increments.
Allowances policy
· Allowances are paid grade wise.
Compensation to the trainees
· Compensation to the trainee employees is paid according to the grades.
Accident compensation
· Compensation is paid through in vogue group insurance policy as per government regulations.
Medical treatment
· Free medical treatment is entitled to the employees, their parents and their families through various hospitals on the pool of the organizations.
Payments during leaves
· Employees are paid during leave periods.
TA/DA’s policy
· TA/DA’s are paid to the employees at different categories according to their grades and entitlement.
Unfortunately for the Disney, Tokyo Disneyland is wholly owned by Japanese firm, the oriental land co, which licenses Disney characters and the copyright material from the American firm the park owes some of its success to its location in a metropolitan area of 30 million people, but a cultural change is believed to the major reason for its success. Some says that Walt Disney production has written a new chapter in the Japanese history by popularizing the idea that family outing can be fun. Family now accounts for half of the park visitors. An executive of the park owners states, "Leisure was not always a part of the Japanese lifestyle. Father used to sea family outings as duty."
The staggering at a Disneyland Paris stem from the high interest cost and high over heads, many of which cause by cultural errors. To cover the projects $4 billion, Disney put up just $170 million for 49 percent of the operations and public shareholders paid $1 billion for the 51 percent they own. The $2.9 billion balance was borrowed at the interest rates up to 11 percent. Disney management expected to reduce the debt by selling the six big hotles it had built, but the $340 per night price it charge has kept about half ful, moreover, the guest has not been staying as longer or spending as much as Disney has calculated.
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