APPENDICIES SURVEY / QUESTIONAR REPORT FROM HR REPORT FROM FINANCE Recruitment and Selection Assignment – Huda Mustafa Abugabal 2 EXECUTIVE SUMMARY DAL Property Development is a leading real-estate company, it is one of DAL Groups companies, and DAL Group is a large and diversified private-sector conglomerate in Sudan. We have focused here in this assignment about their training and development activities.
One of the vital functions of Human Resource Management, in the first part we have explained the nature of the company and training and its training and development unit.
In this assignment we have tried to investigate the effectiveness of the T & D in DPD through gathering data , conducting a survey and personal observations . The data were collected from HR and Finance department to investigate the TNA process, budget and cost, and the effectiveness of the T& D programs. The survey was used to capture information about participants’ perspectives of Training and Development programs.
The survey was sent to a targeted list of 35 employees from different levels and departments across DPD Company.
The findings showed that employees are looking to DPD to help address skill gaps need by determining common workforce needs, defining skills needed and developing training programs, the survey also showed that the employees are not fully aware with the company objectives, the same thing was not clearly addressed in the HR report, also the HR report showed that budget assigned to Training is low comparing to other functions.
Moreover only 40% of the assigned budget is used while the finance department report was very simple and not informative. In the recommendation part we have tried to suggest few actions to overcome the issues highlighted in the findings part. Training and development must be high on the corporate agenda, TNA methods , training objectives and plan must be reviewed Recruitment and Selection Assignment – Huda Mustafa Abugabal 3 1. THE OBJECTIVE OF THIS ASSIGNMENT Human Resource Department does challenging jobs for every organization through its regular and innovative HR activities.
In This paper, I have tried to trace out one of the functions of HR, Training and Development procedures, of DAL Property Development Co. Ltd , to assess and identify problems . The objectives of this assignment are: 1. 1 To present an overview of Training and development of DAL Property Development Company Ltd. [DPD] 1. 2 To investigate the training and development actions undertaken by the organization 1. 3 To identify the problems in case of training and development, and suggest actions to overcome the problems. Recruitment and Selection Assignment – Huda Mustafa Abugabal 4 2. INTRODUCTION 2. 1. History Of The Organization :
DAL Property Development is one of DAL Groups companies , DAL Group is a large and diversified conglomerate in Sudan. The Group operates across six sectors – food, agriculture, engineering, real estate, medical services and education – with each of our businesses playing a leading role in its field. Since its establishment in 1951 the company has operated to international standards, underpinned by strong, clear business principles and ethical values. DAL Property was established in 1988 with the remit of providing architectural design, construction and facilities maintenance services to meet the Group’s internal needs.
DAL Group’s phenomenal growth meant the department was soon pioneering the design and construction of high quality industrial premises in Sudan. 2. 2. 2. 2. 1. Projects of the Organization: Commercial and industrial premises include: ? An impressive and diverse range of DAL Group offices and sites including the Group’s Head Office and Excellence Centre, SUTRAC and Ailafoun’s farm buildings. ? Two brand new factories: DAL Dairy – designed in conjunction with Tetra Pak, and Sudanese Liquid Air’s facility for the production of industrial and medical gases. ? ? DAL Food Industries’ bottling plant, warehouses and administration offices.
SAYGA Flour Mills’ buildings and facilities in Khartoum North and Port Sudan. Recruitment and Selection Assignment – Huda Mustafa Abugabal 5 ? Khartoum International Community School (KICS), a state-of-the-art learning environment. 2. 2. 2. Public Private Partnership Projects Today the company boasts an impressive portfolio of industrial and commercial premises, two mega projects have been introduced through a Public Private Partnership with the Khartoum State as the public sector and DAL Property as the private side, Al Mogran Project – a large scale business district at the confluence of the Blue and the White Niles. and Fenti Residential – a residential golf course development. ? Al Mogran Project : Al Mogran is a joint venture to develop the Al Mogran area, at the confluence of the Blue and the White Niles in the heart of Khartoum, into a top end business hub and commercial district. ? Fenti Golf Course and Residential Fenti is a partnership to create the first exclusive property development of its kind in Khartoum, comprising a golf course and a villa complex in Soba, a residential district in the south east of Khartoum. 2. 3. Objective of the Organization:
DAL Property strives to work in partnership with the Government for promoting sustainable development, environment preservation, employment-generation. The DPD has a particular focus on urban housing, recreation centers, and commercial ventures. Thus, the slogan of Almogran Project is “Building Khartoum’s Future”. At the bottom of all industrial processes arranged at the DAL Group’s enterprises stands the need to ensure environmental stability Recruitment and Selection Assignment – Huda Mustafa Abugabal 6 DPD Goals: ? ? ? ? ? Create high standard housing and business districts (developed land & homes) .
Foster better living environments and pleasant surroundings Ensure environmental balance and sustainability Develop a meaningful partnership with others for development Provide better working conditions for its staff members 2. 4. Training and Development of the Organization: DPD comes under the umbrella of DAL Group HR , DPD HR department acts as operational section, while all the policies and procedures are centralized , they are developed in the DAL Group head quarter. In Training and Development in DAL group has a well established unit it called the Learning and Development Unit [ L&D Unit ] . 4. 1. L&D Vision The vision the learning and development function has been inspired by our belief that the needs to be an all-round development in the individual employee to bring about holistic development. Its part of the commitment of our company to build its capacity to meet the current and future organizational needs. 2. 4. 2. ? ? L&D Mission We add value to our people’s competencies and to our business We develop the most committed workforce to enable our people to discover and utilize their inner potential Recruitment and Selection Assignment – Huda Mustafa Abugabal 2. 4. 3. L&D Unit Objective ? ? ? ? Develop the skills and learning experience needed for business and people’s success Develop the leadership capacity and capability Deliver quality learning and training solutions in a cost effective way and measure the learning impacts Create a learning environment and culture Recruitment and Selection Assignment – Huda Mustafa Abugabal 8 3. LITERATURE REVIEW: TRAINING AND DEVELOPMENT Staff Training and Development is a function that in need in this era which base on knowledge and technology.
Competition gets tougher and challenging and has force the organization to face and to react towards the upcoming changes effectively. Hence organization needs works who are efficient , skillful, knowledgeable and capable to give more value for the organization to compete. Planned , continuous and systematic training can ensure the workers are equipped with necessary knowledge, skill and attitude for their work and in order to make the individual and organization objective materialized 3. 1. NATURE OF TRAINING AND DEVELOPMENT
In simple terms, training and development refers to the imparting of specific skills, abilities and knowledge to an employee. A formal definition of training & development is it is any attempt to improve current or future employee performance by increasing an employee’s ability to perform through learning, usually by changing the employee’s attitude or in creasing is or her skills and knowledge. The need for training & development is determined by the employee’s performance deficiency, computed as follows: Training & Development need = Standard performance – Actual performance.
Recruitment and Selection Assignment – Huda Mustafa Abugabal 9 3. 2. AIMS/OBJECTIVES OF TRAINING & DEVELOPMENT The fundamental aim of training is to help the organization achieve its purpose by adding value to its key resource – the people it employs. Training means investing in the people to enable them to perform better and to empower them to make the best use of their natural abilities. The particular objectives of training are to: ? ? ?
Develop the competences of employees and improve their performance; Help people to grow within the organization in order that, as far as possible, its future needs for human resource can be met from within; Reduce the learning time for employees starting in new jobs on appointment, transfers or promotion, and ensure that they become fully competent as quickly and economically as possible. 3. 3. The Benefits of Employee Training How Training Benefits the Organization: ? ? ? ? ? ? ? ? ? ? ? ? ? Leads to improved profitability and/or more positive attitudes towards profit orientation. Improves the job knowledge and skills at all levels of the rganization Improves the morale of the workforce Helps people identify with organizational goals Helps create a better corporate image Fosters authenticity, openness and trust Improves relationship between boss and subordinate Aids in organizational development learns from the trainee Helps prepare guidelines for work Aids in understanding and carrying out organizational policies. Provides information for future needs in all areas of the organization Organization gets more effective decision-making and problem-solving skills Aids in development for promotion from within Recruitment and Selection Assignment – Huda Mustafa Abugabal 0 ? ? ? ? ? ? ? ? Aids in developing leadership skills, motivation, loyalty, better attitudes, and other aspects that successful workers and managers usually display Aids in increasing productivity and/or quality of work Helps keep costs down in many areas, e. g. production, personnel, administration, etc. Develops a sense of responsibility to the organization for being competent and knowledgeable Improves labour-management relations Reduces outside consulting costs by utilizing competent internal consultation Stimulates preventive management as opposed to putting out fires Eliminates suboptimal behavior (such as hiding tools) . 4. Training Needs Analysis Is a process that needs to be carries out to identify either training or development is required in the organization. Main purpose of the needs analysis is to determine where and who needs training in the organization. Analysis of training needs must also focus on anticipated skills of an employee. Technology changes fast and new technology demands new skills. It is necessary that the employee be acquire new skills. This will help him/her to progress in his or her career path. Training and development is essential to prepare the employee to handle more challenging tasks. 3. 4. 1.
Benefit of Needs Assessment Training programmers are designed to achieve specific goals that meet felt needs. There is always the temptation to begin training without a thorough analysis of these needs. Should this happen, the training program becomes Recruitment and Selection Assignment – Huda Mustafa Abugabal 11 inappropriate and its administration turn to be perfunctory. There are other benefits of needs assessment are other benefits of needs assessment: 1. Trainers may be informed about the broader needs of the trainees. 2. Trainers are able to pitch their course inputs closer to the specific needs of the trainees. . Assessment makes training department more accountable and more clearly linked to other human resource activities, which may make the training program easier to sell to line manager. Recruitment and Selection Assignment – Huda Mustafa Abugabal 12 4. RESEARCH METHODOLGY 4. 1. TERM OF REFERENCE This report is written in the purpose of an academic assignment where the researcher has been asked to investigate whether the training programs in their respective organization is done effectively. 4. 2. PROCEDURES The following procedures were adopted to proceed investigate the training and evelopment programs 4. 2. 1. Questionnaire A questioner was served to 35 employees from different levels and departments, asking them their opinion about the effectiveness of the training program in DPD , then feedback data has been analyzed using MS Excel program. 4. 2. 2. Meeting with HR manager: A face to face meeting was conducted with the HR manager and was asked to give general idea about the training activities in DPD 4. 2. 3. Report from HRD HRD was asked to provide information and data in terms of the total number of employees, schedule of training programs number of persons attending. . 2. 4. Report from Finance Department Finance department was asked to provide information about training budget and cost. Recruitment and Selection Assignment – Huda Mustafa Abugabal 13 4. 2. 5. Personal Observation The researcher has provided few personal observations. 4. 3. FINDINGS 4. 3. 1. Questionnaire A questioner was served to 35 employees from different levels and departments, asking them their opinion about the effectiveness of the training program in DPD. 4. 3. 1. 1. Question (1) : Do you think training is necessary?
The graph has shown that most of employees feel that training is necessary 94% and only 6% feel it’s not necessary 100% 80% 60% 40% 20% 0% YES No 6% 94% 4. 3. 1. 2. Question (2) : Do you eagerly participate in training program? The graph has shown that most employees feel that they eagerly participate on the programs, while 27% of employees do not eagerly participate. 80% 60% 40% 20% 0% 73% 27% YES No Recruitment and Selection Assignment – Huda Mustafa Abugabal 14 4. 3. 1. 3. Question (3) what do you think about training programs adopted in the company?
The graph has shown that 60% of the employees who answered the questionnaire think that the training programs are average, while 27% this it is good and only 13% think it is very good. 70% 60% 50% 40% 30% 20% 10% 0% Very Good Good 13% 27% 60% 0 Average Poor 0 Very Poor 4. 3. 1. 4. Question (4) Do you think Training Programs are relevant to your job? The Survey shown that 93% think that the training programs are relevant, while 7% think programs are not relevant to their job. 100% 80% 60% 40% 20% 0% 7% 93% Yes No Recruitment and Selection Assignment – Huda Mustafa Abugabal 15 4. 3. 1. 5.
Question (5) : Do you think that after undergoing training your performance improved? The Survey shown that 60% think that their performance improved, 13% think that their performance did not improve while 27% of them do not know if their performance has improved or not. 70% 60% 50% 40% 30% 20% 10% 0% 60% 27% 13% Yes No I Don’t Know 4. 3. 1. 6. Question (6): Do you think that these training programs give better opportunity for growth and promotion? The graph has shown that 53% think that training gives them better opportunity for growth and promotion while 47% have contrary opinion . 4% 52% 50% 48% 46% 44% 42% Yes No 47% 53% Recruitment and Selection Assignment – Huda Mustafa Abugabal 16 4. 3. 1. 7. Question (7): do you think the company provides necessary training of genuine training needs The graph has shown that 60% think that the company provides necessary training for genuine needs, while 40% think that the training programs are not designed for genuine training needs. 70% 60% 50% 40% 30% 20% 10% 60% 40% 0% Yes No 4. 3. 1. 8. Question (8): Do you think these training programs help to achieve organization objectives?
The graph shown that 40% of employees think that the training programs help to achieve objectives , 30% think that it does not help while 47% think that it MAYBE help to achieve company objective 50% 40% 30% 20% 10% 0% Yes No 40% 47% 13% Maybe Recruitment and Selection Assignment – Huda Mustafa Abugabal 17 4. 3. 2. Meeting with HR Manager The HR manager was asked few questions regarding the Training and Development Program in DPD; the answers were summarized as follows 4. 3. 2. 1. Training and Development Policies and Procedures are centralized and developed at DAL group HQ , DPD HR role is just to operate and conduct the training program. . 3. 2. 2. DPD conduct most of the training in-House , as DG has a well established training center serves all the business units of DG 4. 3. 2. 3. TNA in DPD is developed as part of the performance appraisal program twice a year, by interviewing the employee to identify his/her performance deficiencies. 4. 3. 2. 4. Training and development budget varies from department to another from 10% to 20% of the total department budget. 4. 3. 2. 5. Training programs to improve current performance are conducted in regular bases while Development programs are yet to be improved and introduces in proper manner. . 3. 2. 6. No charges or fees paid to the internal training center in the HQ [ in house training ] 4. 3. 3. Report from HRD The training part of the HR report for the year 2011 showed that: 4. 3. 3. 1. 71% of the employees have enrolled in training programs in 2011. Recruitment and Selection Assignment – Huda Mustafa Abugabal 18 4. 3. 3. 2. Only 40% of the budget has been spent 4. 3. 3. 3. The report did not show clear objectives and the conclusion of the report did confirm that the objectives has been achieved. 4. 3. 3. 4. 1 % of the programs has been in- house training while 19% has been conducted at training centre. 4. 3. 4. Report from Finance Department The Finance Reports has shown simple few lines about the cost analysis. 4. 3. 4. 1. 4. 3. 4. 2. Cost is only generated from the external training Cost of time that employees spent in in-house and external training have not been considered. 4. 3. 4. 3. ROI is not calculated 4. 3. 5. Personal Observation The researcher has provided few personal observations 4. 3. 5. 1. 4. 3. 5. 2. 4. 3. 5. 3. 4. 3. 5. 4.
No proper evaluation after the training program Development programs are not strong enough Training Budget is not well planned. The top level do not play effective role in the implementation of the training program. 4. 3. 5. 5. The trainer do not provide assessment after the program Recruitment and Selection Assignment – Huda Mustafa Abugabal 19 4. 4. CONCLUSION: Based on the procedures and the findings this report concludes that the training and development programs in DPD are conducted in a good manner, however there are few activities must be introduced and there are areas which can be improved.
It is important that the management must implement the following recommendations to overcome this problem 4. 5. RECOMMONADATION 4. 5. 1. Training and development must be high on the corporate agenda. To ensure that training and development plan is as important as the overall business plan. Without the T&D plan the capabilities needed to deliver the full potential of the business plan probably will not be realized. 4. 5. 2. The Training objectives and plan must be reviewed on a regular basis. Not yearly – at least every quarter. 4. 5. 3.
TNA methods should be reviewed and conducted in much more proper way 4. 5. 4. A full audit of the training and development activities that the company presently provides has to be conducted (and also those of external providers) to ensure that these activities are exactly what’s needed. 4. 5. 5. Measurements to be in place which will enable to calculate a return on training investment. 4. 5. 6. Line managers critically must follow up training activities with regular effective coaching. This will ensure that the business moves forward as intended and that objectives are met.
Recruitment and Selection Assignment – Huda Mustafa Abugabal 20 II. APPENDICIES Survey _ Training and Development 1. Do you think training is necessary? Yes ___ No ___ 2. Do you eagerly participate in training programs? Yes __ No __ 3. What do you think about training programs adopted in the company? V. Good__ Good __ Average __ Poor __ V Poor__ 4. Do you think the training programs are relevant to your job? Yes __ No__ 5. Do you think that after undergoing training your performance improved? Yes __ No __ I don’t know __ 6.
Do you think that these training programs give better opportunity for growth and promotion? Yes __ No __ 7. Do you think the company provides necessary training of genuine training needs? Yes __ No __ 8. Do you think these training programs help to achieve the organization objectives? Yes__ No__ Maybe__ Recruitment and Selection Assignment – Huda Mustafa Abugabal 21 Report from HR Dept 2011 _ Training and Development Recruitment and Selection Assignment – Huda Mustafa Abugabal 22 Report from Finance 2011 _ Training and development Recruitment and Selection Assignment – Huda Mustafa Abugabal 23
Cite this Training and Development
Training and Development. (2016, Oct 26). Retrieved from https://graduateway.com/training-and-development-3/