on Training and Development of Unilever Assignment

on Training and Development of Unilever Assignment Words: 2067

Here included the definition of training, methods of training and about development. Milliner an Anglo-Dutch multinational consumer goods company with a mission to help people feel good, look good and get more out of life with brands and services arrange global training for those employees who have the most potential and leadership quality for the company. Introduction of Milliner, their HER department and training methods related to HER department information also included. Through this study there tried to identify the perspective of training program of Milliner.

It has found that Milliner wants to share all its best raciest, ideas and all other skills with all the members of the company across the world. These training programs help the employees to have specialized knowledge of a subject. This will helps them to do business successfully in their respective places. This assignment also contain the discussion of training of Milliner company with conclusion. Definition of training The official and ongoing educational activities within an organization designed to enhance the fulfillment and performance of employees.

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Training and development programs offered by a business might include a variety of educational techniques and programs that can be attended on a compulsory or voluntary basis by staff. ( http://www. Objectifications. Com/definition/training- and-development. HTML/jejune) Patrick (1 992), in one of the best books available on the psychology of training, starts his discussion of the definition of training by referring to its aims – to develop new skills, knowledge or expertise. He then cites two definitions of training. Http://www. El. AC. Resourceful/psychology/ superconductivity /page_03. Tm) “Training is the systematic development of the attitudes/knowledge/skill behavior patterns required by an individual in order to perform adequately a given task or job. ” Patrick gives a second definition from Goldstein (1980): “The acquisition of skills, concepts or attitudes that result in improved performance in an on-job situation. ” For the purpose of this learning unit we shall depart slightly from both of these definitions.

Here, training will be defined as: “The manipulation of conditions to enable a person or team to develop the competency required to fulfill their work responsibilities or undertake some other purposeful activity. “An important feature of this definition of training is that it is operationally defined. That is, it is defined in terms of what training sets out to achieve – competency at work or at some other task-related activity, rather than prescribing the psychological components that lead to competency. ( Goldstein, I. L. (1980). Training in work organizations. Annual Review of Psychology, 31, 229-272. Patrick, J. (1992). Training Research and Practice. London: Academic Press. ) Development A word commonly encountered in organizations, especially in conjunction with management, is ‘development’. The operational definition of training above applies equally to that of development, although the word development has nuances that need to be appreciated by people applying occupational psychology in practice.

Development is used in the occupational setting to imply a longer term and more durable change to the behavior of the individual. It is often used in preference to the word training in the context of management development or staff development to imply processes that change the individual’s capability to deal with events in the future in a more flexible and profound way than merely replicating standard pieces of behavior. In a development programmer we would aim for a person to be able to deal effectively with circumstances that had not been anticipated.

Such capability entails less tangible aspects of performance such as attitudes, perceptions, judgments, diagnosis, insights, discretion and flexibility. Training methods: There are two types of training methods, these are (a) On the job training: On job training methods are like, 1. Apprenticeship training 2. Informal learning 3. Job instruction training 4. Lectures 5. Programmed learning 6. Audiovisual-based training 7. Vestibule training 8. Computer-based training 9. Simulated learning (b) Off the job training: Off the job training methods are like, method 2.

Management games 3. Outside seminars 4. Executive coaches etc. (Human Resource Management/Gary Desert/twelfth edition) Introduction to Milliner Bangladesh 1. The case study “Milliner Bangladesh is a leading Fast Moving Consumer Goods Company with a heritage of over 48 years. Unbeliever started its onshore operations in Bangladesh in 1964 when its soap factory was set up at Chitchatting. Milliner Bangladesh is market leader in 7 of the 8 categories it operates in, with 16 brands spanning across Home and Personal Care and Foods.

Jinglier Bangladesh operation provides employment to over 10,000 people directly and indirectly through its dedicated suppliers, distributors and service providers. 99. 8% of Milliner Bangladesh employees are locals. We also have a large number of Company employees working abroad in other Milliner companies as expatriates” ( http:// www. Milliner. Com. Bed/about/introductiontounileverbangladesh/jejune) Human Resources department of Milliner HER supports and develops the most important asset for Milliner Bangladesh – their people – by enabling them to deliver outstanding business performance.

An eye on the future Their environment is about empowering people, both to contribute to their business objectives and to achieve their own personal and career goals. They also keep an eye on the future, with their ‘leadership behaviors’ initiative aiming to identify the next generation of leaders. Diverse roles FIR’s job is to make sure they have highly-skilled, exceptional people in all areas of the organization. Within that, there are numerous possibilities split into three broad areas. HER Business Partners Partner each of the five functions (Marketing, Customer Development, Finance,

Supply Chain and Human Resources included) to identify the needs of the business in order to develop, manage and implement appropriate strategies. They ensure that the right structure, culture, people and capabilities are in place to foster positive working relationships. HER Expertise Teams Work on policies, processes, systems and tools that allow each business area to attract, select and develop talented individuals. They also provide a connection with world-class external experts and keep them up-to-date with industry best practice.

HER Services Deliver and continuously improve services such as learning, payroll, recruitment, emissions and benefits. They also track, monitor and aggressively manage service performance to ensure that it’s delivered to the required quality and at the optimum cost. Training ; development of HER department Milliner is committed to training ; developing its employees, both professionally ; personally. Learning is an integral part of life at Milliner. There are many ways in which we can develop our skills, both professional ; personal.

In Bangladesh, they undertake a focused approach to training and each individual has a customized development plan that they build in discussion with heir line managers “On the job They’ll learn much of what they need to know by working with knowledgeable colleagues and receiving regular coaching and feedback. Wherever they join, in whatever capacity, they’ll have a wide variety of experiences developing skills relevant to their job and giving them an overview of how their company works. General skills Milliner offers a wide variety of courses and learning solutions to help employees develop their general business skills.

They have over 50 instructor led programs, over 100 web-based programs and several leadership development programs. Milliner also provides learning paths for specific position levels and skill areas to guide employees through self-motivated development. Professional skills Milliner’s Learning Academies provide function-specific training for employees to build expertise in their chosen area. The courses vary between instructor- led and e-learning, enabling each employee to learn at their own pace. Personal development They know we’ll bring passion, energy and creative thinking to Milliner when we join.

But equally important is the ability to understand who we are as an individual and what we want to achieve from our career. They offer a range of personal development opportunities which can be tailored to employees specific goals. Mentoring & coaching They understand that mentoring & coaching are proven ways to enhance employees experience at Milliner. There are many people on hand who will encourage and support them, answer questions, help build their self-confidence and offer invaluable advice. They also offer several programs that include mentoring and coaching best practices. (http://www. Unilateral. Com/Careers/ housings/experiencedprofessionals/transcendentalism’s/jejune/10:22 p m) “Their Training Methods include: On-the-job training is delivered to employees while they perform their regular jobs. Off-the-job techniques include lectures, special study, films, television conferences or discussions, case studies, role playing, simulation, programmed instruction and laboratory training. Orientations are for new employees. Now a days they also provide E-learning training program for their employees as a part global training.

Training Programs include: harassment training communication skills training computer and technical skills training management and leadership training diversity training safety training inflict management workplace wellness supervisor skills development team building skills training In addition to the above training programs, the also offer customized training programs specific to their industry. They have partners in all industries and can bring in experts to make sure employees get the best results. ” ( http://countersinking. Com/services/employee-training. HTML? Clad=CJG71deD6bcCFc4E4god3wwAoA) Discussion of Training of Milliner Milliner is a successful multinational company always believe that their hard working and knowledgeable employees need to be trained and developed. So very year they send their employees to different countries to train them in a global manner. Milliner’s training program focuses on two broad areas; some are aimed to upgrade the skill of an individual which is more of a functional training, whilst others are aimed to elevate the leadership quality of an individual, which is more of a behavioral training (Milliner, Handouts of training).

There are mainly three type of training program which Milliner follows to train their employees: they are on the job training, off the job training and e-learning. These are mainly designed for employees for different levels. On the job training programs are for the employees who are at entry level in the company. They are called general skill. General skill training is taken by the external vendors most of the time. It’s more about industry knowledge. The trainees are taught about the business and the industry. That is why, it is called general skill (Milliner Handout).

Off the job training programs are for the mid-level and upper- level employees. These types of training programs are called functional skill. Most of the time, these training programs are held both locally and regionally. These training programs are mainly for professional skills. For the upper-level employees, they do more conference, workshops etc. The cost of these training programs is very high and they are regional trainings (Milliner Handout). Milliner already introduced E-learning for their employees as a part of global training.

Because of all the new issues and the economic crisis, Milliner is also trying to cut its extra expenses. The HER department of Milliner decided to train some of their employees by using Weber and only the very deserving employees, who have talents and future leadership quality, will go for global training. It will cut the extra costs and save a lot of time. This process is time consuming, cheap and easy to learn (Milliner Handout). Global training programs of Milliner are not cheap. Milliner spends a lot of money every year to develop its employees.

It sends its employees to different countries to make sure that Milliner works as a team no matter where they are based. These training programs are not only for the high level managers. Milliner sends its management trainees in these global training programs as well. Milliner UK has its own 4 Acres site for training its employees, Not only that, Milliner sends its employees to train them in institutes eke Harvard, MOM, INSEAM etc. Only the very deserving employees get the chance to go for their training and developing programs.

Actually the company provide every training method whatever or whenever they need to do. They do all activities for improving their employees. They spend a lot of money to improve the skills of employee for better performance. So there is no way to explain the training methods which they not use. But they should use an extra training that is informal learning. Because everybody like to enjoy anything informally. People are get bored from daily formal duty or work. So they want to relax. To provide some kind of training which is both enjoyable and learning.

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