Division of work

 Executive summary, introduction, overview of the organization, structure of

the organization

 Literature review, Analysis of the HR process within the organization

 Diagnosis of the problems associated with the HR function

 Conclusion and Recommendations

Points to use

Topic 1 eLearning importance

For companies looking to incorporate a new training program, the advantages of e-
learning greatly outweigh those of face-to-face or classroom learning.
Advancement and efficiency are extremely important to businesses today, and
many organizations are turning to e-learning to save money, time, and energy.
Here’s a breakdown of some of the benefits companies can gain from implementing
an online training platform (and why your company should position itself as an e-
learning company in order to attract top talent).
E-Learning Is Cost Effective
An online training system reduces many costs that would normally be associated
with classroom training, including travel, learning materials, venues, and catering.
With outdated training methods, updating and reproducing learning materials is
costly and time-consuming. Online training platforms let you update important text
packets and lesson plans quickly and easily, and since they remain online, you can
save on printing costs. Given the savings a company can see after implementing an
online employee training program, ROI is one of the clearest benefits of e-learning
for businesses.
E-Learning Improves Performance and Productivity
People are always looking for opportunities to grow. Online training allows
employees to quickly get up to speed on new processes. One major complaint about
traditional training methods is that the time consuming nature of the programs takes
away from valuable time that could have been spent on other work. With training
management systems, employees can participate in their online courses at any
time—including at home or during down time at work—so learning doesn’t have to
conflict with other important or time-sensitive job tasks. Online training platforms
also allow employees to revisit key information right when they need it.
E-Learning Is Convenient and Flexible
E-learning means no boundaries. One of the key advantages of e-learning is that
employees have the ability to participate in online courses from anywhere with an
internet connection. This eliminates a lot of energy spent coordinating where and
when a course will take place. Gathering a whole team of employees together in one
place is never easy, and never efficient. E-learning gives both management and
employees more flexibility to complete important “just-in-time” training as
requirements change.
E-Learning Allows Timely Feedback
Employees are able to get real-time feedback during an online training course. And
because everything is connected online, management can also get up-to-date
analyses on how courses are performing, and they track the progress of individual
employees. Another bonus for management? No manual evaluations of coursework.
If you want to include quizzes in your training, all course authors need to do is
provide the correct answers, and the learning management system can automate the
grading and evaluation.
E-Learning Provides Easy Access to Information
We all know that referring back to sloppy hand-written notes taken during training
sessions is not the most effective way to retain information. Online training helps
take paper out of the equation altogether. E-learning materials are stored online, so
employees can access important resources any time they encounter a question or
difficult situation. And really, isn’t that the point of the training anyway?
E-Learning Improves Retention
E-learning companies get the opportunity to create fun and engaging training courses
through the use of videos, interactive slides, and even games. These intriguing
courses lead to better results by helping employees retain more of the information
learned.
E-Learning Personalizes the Training Experience
Not every employee learns the same way. Even though the course material is
consistent for all users, e-learning allows each individual learner to control the pace
of the course. Because of the flexibility e-learning provides, users can also take the
course in an environment more conducive to their learning style.
The advantages of e-learning are plentiful. But here’s where businesses may be the
most interested: the bottom line. E-learning helps companies create a higher quality,
more effective training experience for employees, at a more affordable cost. When
employees can be more excited about training, their engagement carries over into
the rest of their work, and when that engagement is multiplied across entire
departments, the bottom line is impacted. A company’s ROI might be the most
surprising—and most apparent—advantage of online learning.

Topic 2 Company info

Gulf Warehousing Company QPSC (GWC) is in the business of providing high-
quality logistics services that give our customers a competitive advantage in Qatar
and the Middle East markets. GWC is the leading provider of logistics and supply
chain solutions in the State of Qatar. Established as a Qatari shareholding company
in 2004; the company offers high-quality warehousing and distribution services,
hazmat logistics, freight forwarding, project logistics, sports and event logistics,
equestrian logistics, fine art logistics, supply chain consulting, transportation
management, records management, and door-to-door moving and relocation
services. GWC delivers this by understanding their clients’ needs and by leveraging
their global shipping network. The company is backed by a team of committed and
innovative experts in the field and supported by state-of-the-art IT systems and
logistical infrastructure.

Main points

 Categories of human capital expenses to include

It’s a good idea to have a comprehensive overview of the categories of expenses you
need to include in your budget before you get started—especially if you are building
your budget from scratch with a zero-based approach. These are the broad categories
you should account for in your HR budget:
1. Recruiting and Hiring: Make sure you have the funds required to keep a
talented workforce in place. This category should include job board
advertising, talent agency fees, and the cost of maintaining your company’s
career website and applicant tracking system. Special recruitment programs,
such as employee referral bonuses and college recruiting, should also be
accounted for here. Calculate your costs in interviewing, testing for skills,
background checks and drug testing. Finally, include the costs associated with
your onboarding program as it is the last step in the hiring process.
2. Compensation and Benefits: This category touches everything that is
included in your employees’ total compensation plans. On the compensation
side, you should include employee salaries, overtime pay, incentive pay, and
payroll costs. You should also include the cost of keeping your competitive
compensation research fresh through consultants and surveys. On the benefits
side, remember to include health, dental, vision insurance, as well as life
insurance and both short-term and long-term disability funding. If you operate
a cafeteria plan, include the costs of administering that, as well as any
voluntary benefits offered. Add in the cost of administering your open
enrollment. Finally, don’t forget to include the costs of your pensions, profit
sharing, and employer contributions to 401(k) plans, as well as any costs you
incur in administering retirement plans.
3. Training and Development: Training and development is a key area of
human capital—especially important to younger generations of workers. In
this category, you will want to include your anticipated expenses for sending
employees out for training (including tuition, travel and per diem expenses),
conducting in-house training (including trainers’ salaries or consultants’ fees),
and computer-based training. You’ll also want to include any learning
management software you use in HR. Finally, remember to include the cost
of maintaining employee certifications and credentials, if applicable.
4. Talent Management and Employee Relations: Expenses in this category
include the talent management and performance appraisal system, employee
recognition and reward programs, succession planning, diversity programs,
engagement surveys, attendance management, outplacement services, labor
relations consultants and attorneys, and internal communications strategy.
5. Employee Safety and Wellness: This category should include the cost of
things required to comply with OSHA safety regulations, as well as safety
training and workplace violence prevention. Wellness programs such as
smoking cessation, employee assistance, or weight loss should be accounted
for here. You should also include the cost of maintaining and equipping any
onsite fitness facilities.
 6. Technology: The HR budget is often responsible for administering and
maintaining the Human Capital Management (HCM) system and the
company’s HR/benefits intranet. This would also be a good category for any
telecommuting support costs that HR is expected to cover.

 Training is the crucial area of human resource management; it is the fastest

growing segment of personnel activities. This paper aims to investigate the
effect of training and development on in GWC Company and the obstacles
the HR manager facing in applying . The main role of training and
development in the efficiency of the organizations is to experiences the
worker in work place. Greatest organizations are mindful of this necessity and
invest strength and other sources in the training and development.

 HR role in the organization

There are many definitions of the term "management". At any stage of development,
we have to deal with the management of various types - technological, financial,
corporate, functional, etc.
HRM is an area of knowledge and practical activities designed to ensure the
organization or company of qualified personnel capable to perform well in its job
functions. HRM is an integral part of the quality management systems of an
organization.

Training and development is one of the key HR functions. Most organisations

look at training and development as an integral part of the human resource
development activity. The turn of the century has seen increased focus on the same
in organisations globally. Many organisations have mandated training hours per year
for employees keeping in consideration the fact that technology is deskilling the
employees at a very fast rate.
So what is training and development then? Is it really that important to organisational
survival or they can survive without the former? Are training and development one
and the same thing or are they different? Training may be described as an endeavour
aimed to improve or develop additional competency or skills in an employee on the
job one currently holds in order to increase the performance or productivity.
Technically training involves change in attitude, skills or knowledge of a person with
the resultant improvement in the behaviour. For training to be effective it has to be
a planned activity conducted after a thorough need analysis and target at certain
competencies, most important it is to be conducted in a learning atmosphere.
While designing the training program it has to be kept in mind that both the
individual goals and organisational goals are kept in mind. Although it may not be
entirely possible to ensure a sync, but competencies are chosen in a way that a win-
win is created for the employee and the organisation.
Typically organisations prepare their training calendars at the beginning of the
financial year where training needs are identified for the employees. This need
identification called as ‘training need analysis’ is a part of the performance appraisal
process. After need analysis the number of training hours, along with the training
intervention are decided and the same is spread strategically over the next year.

HR strategy
GWC is a forward-looking company. It wants its people and leaders to be:
• passionate about achieving the company’s goals
• developing new skills and expertise to ensure the highest
standards are maintained
• recognised and celebrated for their achievements
• creative and innovative in how they work.

Training and development is the field which is concerned with

organizational activity aimed at bettering the performance of
Individuals and groups in organizational setting. It is a combined role
often called human resources development (HRD) meaning the
development of “Human” resources to remain competitive in the
marketplace. Training focuses on doing activities today to develop
employees for their current jobs and development is preparing
employees for future roles and responsibilities. It carry out an analysis
that the objective of training and development is to creative learning
organizations which ensure that employees through value addition can
effectively perform their jobs, gains competitive advantage and seek
self growth: this measurable performance resulting from good training
and development, shall enhance organization development. It is a
process transferring information and knowledge to employers. It is
equipping employers to translate that information and knowledge into
practice with a view to enhancing organization effectiveness and
productivity, and the quality of a management of people. It should be
considered along with education policies and systems which are crucial
to the development of human resources.

Training and development are essential in providing employees with the right skills
for their present and future jobs. The world today is constantly evolving, with
customers demanding more, which in turn adds pressure to companies and their
employees. Therefore, in times of recessions, decreasing the budgets of training
programs is a way for companies in all industries to manage and minimize their
financial losses.

The purpose of this paper is to identify the different techniques that the HR manager
could use to maintain the training and development of their employees during an
economic
recession or limited budget.

Dedicated to the tenet of “Maximizing Employee Performance”, the Human

Resources (HR) Division in GWC dedicated a number of strategies and policies
to enhance the company’s performance-driven culture.
For most companies, the highest priority when it comes to allocating training
resources is increasing the effectiveness of training programs. This is hardly
surprising because both executives and learners benefit from training that’s
optimized to save time (and money) while delivering all its learning promises.
Yet despite careful resource allocation, many companies still find their training to
be ineffective (or only partially effective) in achieving its goals. This is usually
because of a few common challenges in training and development. These training
issues range from a time-poor and sometimes dispersed workforce to limiting costs
while improving engagement, and catering for diverse learning preferences.

49% of the surveyed professionals sited 'Limited Budget' as a major challenge for
L&D.

While the report itself points out that the budget constraints are mostly due to lack
of evidence when it comes to returns, it also mentions that demonstrating value is
often a tough nut to crack.

But, budget cuts do not have to hinder the Learning and Development process
always. Take for instance cloud -hosted, SaaS Learning Management Systems that
come with flexible pricing models like Pay As You Go, that not just charge as per
the actual usage/ users but also allow lower per user cost for higher commitments
and fit well for organizations with small pockets. Further, free technical support and
free upgrades that are a part of most good Learning Management Systems ensure
that the learning/training happens smoothly with little or no time and effort
investment towards the Learning Management System's maintenance. The trick
however is to find the right vendor that ticks all these boxes.

In order to maintain a competitive edge in the marketplace, your company must

invest in the training and development of your employees. Human Resources
Development (HRD) focuses on both training employees for their current jobs and
developing skills for their future roles and responsibilities.

strategic HR inc.’s HRD experts can customize the training and development
programs that you need to ensure your employees are equipped to achieve optimal
performance both today and tomorrow.
Opportunities for E-Learning in the Banking Industry

 Compliance training – complying with regulators is crucial to your business

with training being one of the most important parts of the compliance process.
E-learning can make that training more efficient.
 Process training – e-learning can help when you are implementing new
processes, for onboarding, and for upskilling your existing team. E-learning can
save you money and time when doing this training, plus the modular nature of e-
learning is beneficial. By creating an e-learning course in modules, you can
easily update specific sections when processes change. In addition, you can
create core modules for the course and then variable modules to make the content
more specific to individuals in your team with different roles.
 Soft skills training – soft skills are very important for many of the roles in your
bank. This includes improving the way your staff deal with customers as well as
improving the performance and inter-personal dynamics of teams.
 Software training – this can include training existing staff when you introduce
new applications as well as during the onboarding process. E-learning is also
ideal when upskilling staff so they can become proficient on software they
haven’t used before.
 Sales and customer service training – to improve the customer experience and
to help your bank win more business. With e-learning, you can ensure standards
remain high in terms of performance and in transparency and accountability.
 Onboarding training – I have already mentioned some aspects of onboarding
above. In addition, e-learning can help with the entire onboarding process. In
particular, using e-learning ensures all new members of staff get the same
onboarding experience plus they can use the e-learning course as a tool for future
reference.