netrashetty
Netra Shetty
XPLANE is a design company that creates illustrations for corporate clients. The company aims to distill complex processes into easy-to-grasp illustrations, using visualization techniques which it calls Pictonics. XPLANE was founded in 1993 in St. Louis, Missouri by David Gray as a visual arts company creating graphics for magazines such as Business 2.0 (in particular that magazine's "XPLANATiONS"). It soon expanded into illustrating corporate presentations, business plans, and whitepapers; training; and interactive design.[1][2][3][4]
In 2000, the company was awarded the St. Louis Business Journal Best Places To Work award for People Development. At the time of the award, the company had a policy of flexible working hours and of allowing employees two weeks at full pay every year for workshops, seminars, and training. Other employee perquisites included discussion groups during the day, night classes taught by employees to other and to prospective employees, a weekly party on the company building's roof every Friday after hours, and a massage once per month.[2] The company's headquarters are now located in Portland, Oregon.[5]
On its website, the company hosts two web logs, the xBlog (information on design topics) and the bBlog (business applications of graphic design), and case studies that include graphical user interfaces, statistical maps, and discussions of Internet protocols and brand strategy. The weblogs are run by Knowledge Manager Bill Keaggy, a digital designer who spends between 10 minutes and 2 hours per day on them
Human resource management maybe defined as “the policies and practices involved in carrying out the ‘people’ aspects of a management position including recruiting, screening, training, rewarding and appraising” (Dessler, 2007). The core activities of the human resource function remain the same whether a company is operating in one place or more than one place but the context and scale of the activities change particularly the emergence of globalisation; as a result the role of human resource in international business gives rise to the international human resources management, which is said to be based on three dimensions. The first dimension is related to the distribution and use of human resources, and includes pertinent planning, personnel selection, training and development, performance evaluation, compensation and work relations. The second dimension involves the different groupings of countries which are involved in the international activities of human resources management; the three grouping of the country are host country, parent country and the “third” countries. The last dimension is distinguished by the types of employees working for an international company; these are host-country nationals (HCNs), parent-country nationals (PCNs) and third country nationals
The management inform the employee about the duties which they have to perform. The management also provide them about their career path. What types of benefits and services they will be enjoying during their life career serving in the organization. As a matter effect, there are two types of employees which are :-
1. Permanent employee
2. temporary employee
a. management
b. Sales Staff
Need Assessment
Being the multinational company they are very much interested about the performance of their employee. For its purpose they keep on assessing the needs of training of the employee. if they are not achieving their targets or their performances not upto the standards. If only one employee is lacking regarding his performance or any particular skill is required in order to improve his interpersonal skills. Even then management try out the way to improve his skill by retraining efforts.
The management rates the following factor which are necessary for training.
1. Attitude
2. skill
3. motivation
4. experience
Method Of Gathering Needs Analysis Data
In order to provide valuable services and improvement in the business, the organization keep on updating the training material. Job description and specification are designed according to the skill, knowledge and ability. The company also conduct a survey, phone calls which is normally known as service calls in order to ask the perception of general public regarding their employee.
As company ISO 9000 certified so they keep all the documents regarding the performance of the employee. They also maintain a questionnaire and get it fill by the employee in order to get feed back about their performance twice a year. Company keep on improving the skill of employee to various skill improving test such as:
Role play
Presentation
Selection Of Trainees
The selection of a trainee is very crucial decision for any organization. Commercial life Assurance company induct the new employee through a process of interview. The employees is motivated to give various incentives in order to succeed in training. Their also given various test and retest assignments.
In 2000, the company was awarded the St. Louis Business Journal Best Places To Work award for People Development. At the time of the award, the company had a policy of flexible working hours and of allowing employees two weeks at full pay every year for workshops, seminars, and training. Other employee perquisites included discussion groups during the day, night classes taught by employees to other and to prospective employees, a weekly party on the company building's roof every Friday after hours, and a massage once per month.[2] The company's headquarters are now located in Portland, Oregon.[5]
On its website, the company hosts two web logs, the xBlog (information on design topics) and the bBlog (business applications of graphic design), and case studies that include graphical user interfaces, statistical maps, and discussions of Internet protocols and brand strategy. The weblogs are run by Knowledge Manager Bill Keaggy, a digital designer who spends between 10 minutes and 2 hours per day on them
Human resource management maybe defined as “the policies and practices involved in carrying out the ‘people’ aspects of a management position including recruiting, screening, training, rewarding and appraising” (Dessler, 2007). The core activities of the human resource function remain the same whether a company is operating in one place or more than one place but the context and scale of the activities change particularly the emergence of globalisation; as a result the role of human resource in international business gives rise to the international human resources management, which is said to be based on three dimensions. The first dimension is related to the distribution and use of human resources, and includes pertinent planning, personnel selection, training and development, performance evaluation, compensation and work relations. The second dimension involves the different groupings of countries which are involved in the international activities of human resources management; the three grouping of the country are host country, parent country and the “third” countries. The last dimension is distinguished by the types of employees working for an international company; these are host-country nationals (HCNs), parent-country nationals (PCNs) and third country nationals
The management inform the employee about the duties which they have to perform. The management also provide them about their career path. What types of benefits and services they will be enjoying during their life career serving in the organization. As a matter effect, there are two types of employees which are :-
1. Permanent employee
2. temporary employee
a. management
b. Sales Staff
Need Assessment
Being the multinational company they are very much interested about the performance of their employee. For its purpose they keep on assessing the needs of training of the employee. if they are not achieving their targets or their performances not upto the standards. If only one employee is lacking regarding his performance or any particular skill is required in order to improve his interpersonal skills. Even then management try out the way to improve his skill by retraining efforts.
The management rates the following factor which are necessary for training.
1. Attitude
2. skill
3. motivation
4. experience
Method Of Gathering Needs Analysis Data
In order to provide valuable services and improvement in the business, the organization keep on updating the training material. Job description and specification are designed according to the skill, knowledge and ability. The company also conduct a survey, phone calls which is normally known as service calls in order to ask the perception of general public regarding their employee.
As company ISO 9000 certified so they keep all the documents regarding the performance of the employee. They also maintain a questionnaire and get it fill by the employee in order to get feed back about their performance twice a year. Company keep on improving the skill of employee to various skill improving test such as:
Role play
Presentation
Selection Of Trainees
The selection of a trainee is very crucial decision for any organization. Commercial life Assurance company induct the new employee through a process of interview. The employees is motivated to give various incentives in order to succeed in training. Their also given various test and retest assignments.
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