AND1 is an athletic shoe company specializing in basketball shoes and apparel. Founded in 1993, the company's headquarters were located in Paoli, Pennsylvania before being relocated to Aliso Viejo, California.


For a developmental activity to be deemed ‘strategic’ organizations need to shift the focus from a ‘training’ to a ‘learning’ approach. Organizations today must deal with a plethora of challenges and problems such as changing business environments, stiff competition among firms, volatile economic conditions and the intensifying race for talents. In order to succeed in the current situation, organizations are starting to focus on their human resources. The organization’s human resources or its people is now considered as a source of sustainable competitive advantage. In order to use the full potential of their human resources, organizations are training and developing their people – helping them acquire the skills, knowledge and abilities that are sure to yield positive results. But, there is a growing acceptance among practitioners, managers and employees that training is not enough. In order for the organization to keep its competitive advantage and in order for its employees to remain competitive, the organization must adapt a learning approach to human resources development (HRD). Thus, lifelong learning emerged as a new approach to developing employees. Training is considered as planned learning experiences that teach employees to perform their current jobs. Training focuses on present jobs (Sims 2002). Based on this definition of training, we can assume that training is more focused on short-term acquisition of knowledge, skills and abilities. Trainings are planned learning activities. So form this definition, it is clear that training is not enough to ensure the success of the organization and it is enough to keep the workforce at pace with the changes in the business environment. So now, organizations are beginning to adapt a learning approach to employee development. Learning is defined as a relatively permanent change in an attitude or behavior that occurs as a result of repeated experience. Organizations must encourage learning through both formal and informal circumstances. Organizations must encourage employees to continue learning inside and outside their work settings. Thus, Human Resource Development (HRD) and lifelong learning emerged.



Human Resources Development according to Eggland and Gilley (1998) can be defined as the introduction of organized activities designed to foster increased knowledge, skills, and competencies and improved behavior. HRD refers to learning and to the activities that bring about desired change (p.5). Training alone is not enough to develop and prepare the employees for their present and future responsibilities. HRD according to Smith (1988) is a series of programs and activities, direct and indirect, instructional and/or individual that positively affects the development of individual and the productivity and profit of the organization. According to Donaldson and Scannel (2000), training is an attempt to transfer skills and knowledge to trainees in such a way that the trainees accept and use those skills in the performance of their jobs while learning is a lifelong process in which experience leads to changes within the individual. Learning is a change in behavior resulting from experience. Learning is the act of acquiring knowledge or skill. It is a mental activity by which skills, habits, ideas, attitudes, and ideals are acquired, retained, and utilized, resulting in the progressive adaptation and modification of behavior. HRD is the filed of study and practice responsible for fostering of long-term, work related learning capacity at the individual, group, and organizational levels. As such, it includes but is not limited to training, career development, and organizational development. According to Nadler and Wiggs (1986) HRD is a comprehensive learning system that releases the organization’s human potential; a system that is both experience and experiential, on-the-job experiences that are keyed to the organization’s reason for survival.


TRAINING AND DEVELOPMENT

The unit of Training and Development performs several important functions for the company, like orientation training, Performance Appraisal and the general Training and Development.
5.1 Orientation Process and Induction of New Employees
The Descon holds that orientation Program is very necessary for the old as well as for the new employee. The entire process of orientation is conducted at Descon as follows:
1) Need determination for orientation program
2) Designing of orientation program
3) Implementation of orientation program
4) Analysis of orientation programming And Development
5.1.1 Steps of Orientation Program

Need determination for orientation program. When an employee joins Descon, the HR Department, the department in which the employee has been selected and the top management determines the need for the orientation program. If the candidate has been transferred from some other country to Descon Pakistan, it is very necessary to acquaint him to the culture of the country and the general business practices. He is of course, aware of the Descon engineering culture but he may be informed about the new department he has joined and about his new duties and authority.

Designing of orientation program At Descon the orientation program is designed by
• Head of HR Department
• Training Specialists
• Immediate Supervisor
• Head of the Department in which the employee is selected

In designing the orientation program, the length of the program depends on the employee for whom the program is conducted. If the employee has joined Descon from some other country the program is very lengthy as he is not only to learn the culture of the organization but also the culture of the country as a whole. The program usually includes

• History, policies, practices, rules and regulations of the organization
• An overview of the department, the employee joints
• An introduction to the work environment, co-workers, superiors, and sub-ordinates.

Hence, in this way the new employee is thoroughly acquainted with the Descon culture and thus can perform his job effectively. Implementation of orientation program at this step management simply implement the already design orientation program effectiveness.

Analysis of Orientation Program

The HR Department of Descon holds that the feedback on the success of orientation program is very necessary. The follow-up is conducted in the following manner:

Discussion amongst Key Personnel

A comprehensive discussion is conducted by the HR Department with the immediate supervisor and the Head of the Department of the employee to evaluate the prose and corns of the orientation Program. If he is comfortable with the Descon environment, the Program is a success or vice versa.
Management’s View on Orientation Process

The management of Descon believes that orientation Program necessary because of socialization and knows how about company’s policies and procedures. The purpose of this step is to introduce the new employee with the work unit, organization, peers. Tell them the rule and regulations of the company. In different companies different persons are responsible for this but when we talk about Descon manager gives orientation.

Training Policy

Basic purpose of training is to update the knowledge of employees and enhancing their skills. Today organizations want professional employees because they have come know the importance of employee that’s reason organization call employees “their most important assets”. Due to which companies send their employees on different types of workshop, seminars and other educational programs. Even some companies provide opportunity of getting knowledge on the cost of company.
5.2 Training Need Assessment
The training program of Descon normally for the period of lesser then six months and its purpose is to investigate strength and weakness after that making effort to remove these weaknesses. They analyze that employee need training by self assessment, performance record, and questionnaire. The handouts which they provide to trainee develop by themselves not net based. All the cost incurred by the company let it be in-house training or training organized by the Descon Engineering Co. The employee normally needs training about his skill, knowledge and career development.
5.3 Training design
After the need assessment process complete, the designing process starts to train employees in systematic way.
5.3.1 Setting objectives
The objective of the program is described in which a statement is passed. In this statement, the goal of the training program is written that what thing they should achieve by conducting this program. So the statement should be specific.
5.3.2Developing lesson plan
The statement is not enough, so the whole lesson plan is prepared in which each and every activity is written in this portion.
5.3.3Selecting trainer/leader
The company select the trainer based on the training criteria, No. of employees and their skill enhancement. If the No. of employees are less or any specific criteria demands to train through the outside trainer, they outsource the training program.
5.3.4Preparing material
The material is prepared by Trainer if the trainer is of the organization.
5.3.5Selecting program methods and techniques
Descon mainly uses the following training and development methods are:
• In-Housetraining On-the-Job Training
• Program Conducted Abroad

In-House Training On-the-Job Training In-House Training On-the-Job Training This is the most common method used at Descon. Under this bank have two options;
On-the-Job Training:
Descon give the training to their employees on the job by hiring a trainer from outside or from within the organization. But company selects the trainer very carefully and only professionals individuals in field. Training In Institutes Within The Country: If the trainees need training in a specific technical skill, which the company cannot provide economically, it sends the employee to institutes where they get the requited training. The trainee interacts with new people and can make contacts for the organization.
Training Program Conducted Abroad
Employees are sending abroad for special training and development Program conducted by the Descon Group. This training Program may be conducted in other countries Dubai or anywhere else where the Descon exists.
5.3.6Scheduling the program
The scheduling of the program is helping to conduct the program in right direction and the employees learn in training.
5.4 Implementing the Program
After designing the program, the implementation process is playing Back Bone. If all the process of designing is complete but the program doesn’t held due to certain reasons, their will be loss of money, time and efficiency. So Descon’s HRD convincing their executives to implement the program according to training design will be benefit to the organization.
5.5 Criteria for training and Evaluation
The criteria for training and evaluation is helping that how well the program will benefits to the organization in a whole. Descon’s criteria contain four parts;
5.5.1 Select the Evaluation Criteria
In this segment, the base for evaluation the training program set. If the base is accurate, so the true results will be found.
5.5.2 Determine Evaluation Design
The evaluation design helps employees to set accurate base in which the criteria is set.
5.5.3 Conduct Evaluation of Program
The program is conducting on the basis of setting evaluation criteria. These criteria may be through questionnaires, Examination Papers, presentations or observation.
5.5.4 Interpreting Results
The results of evaluation criteria helps the Descon’s Engineering Company that how well their training staff learn and enhance their abilities for future role. If one person get full fledge train in this specific area of training, it is possible that he may receive rewards like, increase in salary or Promotion. Because he is now the precious asset of the organization and everyone wants to retain his precious
 
Last edited:

jamescord

MP Guru
AND1 is an athletic shoe company specializing in basketball shoes and apparel. Founded in 1993, the company's headquarters were located in Paoli, Pennsylvania before being relocated to Aliso Viejo, California.


For a developmental activity to be deemed ‘strategic’ organizations need to shift the focus from a ‘training’ to a ‘learning’ approach. Organizations today must deal with a plethora of challenges and problems such as changing business environments, stiff competition among firms, volatile economic conditions and the intensifying race for talents. In order to succeed in the current situation, organizations are starting to focus on their human resources. The organization’s human resources or its people is now considered as a source of sustainable competitive advantage. In order to use the full potential of their human resources, organizations are training and developing their people – helping them acquire the skills, knowledge and abilities that are sure to yield positive results. But, there is a growing acceptance among practitioners, managers and employees that training is not enough. In order for the organization to keep its competitive advantage and in order for its employees to remain competitive, the organization must adapt a learning approach to human resources development (HRD). Thus, lifelong learning emerged as a new approach to developing employees. Training is considered as planned learning experiences that teach employees to perform their current jobs. Training focuses on present jobs (Sims 2002). Based on this definition of training, we can assume that training is more focused on short-term acquisition of knowledge, skills and abilities. Trainings are planned learning activities. So form this definition, it is clear that training is not enough to ensure the success of the organization and it is enough to keep the workforce at pace with the changes in the business environment. So now, organizations are beginning to adapt a learning approach to employee development. Learning is defined as a relatively permanent change in an attitude or behavior that occurs as a result of repeated experience. Organizations must encourage learning through both formal and informal circumstances. Organizations must encourage employees to continue learning inside and outside their work settings. Thus, Human Resource Development (HRD) and lifelong learning emerged.



Human Resources Development according to Eggland and Gilley (1998) can be defined as the introduction of organized activities designed to foster increased knowledge, skills, and competencies and improved behavior. HRD refers to learning and to the activities that bring about desired change (p.5). Training alone is not enough to develop and prepare the employees for their present and future responsibilities. HRD according to Smith (1988) is a series of programs and activities, direct and indirect, instructional and/or individual that positively affects the development of individual and the productivity and profit of the organization. According to Donaldson and Scannel (2000), training is an attempt to transfer skills and knowledge to trainees in such a way that the trainees accept and use those skills in the performance of their jobs while learning is a lifelong process in which experience leads to changes within the individual. Learning is a change in behavior resulting from experience. Learning is the act of acquiring knowledge or skill. It is a mental activity by which skills, habits, ideas, attitudes, and ideals are acquired, retained, and utilized, resulting in the progressive adaptation and modification of behavior. HRD is the filed of study and practice responsible for fostering of long-term, work related learning capacity at the individual, group, and organizational levels. As such, it includes but is not limited to training, career development, and organizational development. According to Nadler and Wiggs (1986) HRD is a comprehensive learning system that releases the organization’s human potential; a system that is both experience and experiential, on-the-job experiences that are keyed to the organization’s reason for survival.


TRAINING AND DEVELOPMENT

The unit of Training and Development performs several important functions for the company, like orientation training, Performance Appraisal and the general Training and Development.
5.1 Orientation Process and Induction of New Employees
The Descon holds that orientation Program is very necessary for the old as well as for the new employee. The entire process of orientation is conducted at Descon as follows:
1) Need determination for orientation program
2) Designing of orientation program
3) Implementation of orientation program
4) Analysis of orientation programming And Development
5.1.1 Steps of Orientation Program

Need determination for orientation program. When an employee joins Descon, the HR Department, the department in which the employee has been selected and the top management determines the need for the orientation program. If the candidate has been transferred from some other country to Descon Pakistan, it is very necessary to acquaint him to the culture of the country and the general business practices. He is of course, aware of the Descon engineering culture but he may be informed about the new department he has joined and about his new duties and authority.

Designing of orientation program At Descon the orientation program is designed by
• Head of HR Department
• Training Specialists
• Immediate Supervisor
• Head of the Department in which the employee is selected

In designing the orientation program, the length of the program depends on the employee for whom the program is conducted. If the employee has joined Descon from some other country the program is very lengthy as he is not only to learn the culture of the organization but also the culture of the country as a whole. The program usually includes

• History, policies, practices, rules and regulations of the organization
• An overview of the department, the employee joints
• An introduction to the work environment, co-workers, superiors, and sub-ordinates.

Hence, in this way the new employee is thoroughly acquainted with the Descon culture and thus can perform his job effectively. Implementation of orientation program at this step management simply implement the already design orientation program effectiveness.

Analysis of Orientation Program

The HR Department of Descon holds that the feedback on the success of orientation program is very necessary. The follow-up is conducted in the following manner:

Discussion amongst Key Personnel

A comprehensive discussion is conducted by the HR Department with the immediate supervisor and the Head of the Department of the employee to evaluate the prose and corns of the orientation Program. If he is comfortable with the Descon environment, the Program is a success or vice versa.
Management’s View on Orientation Process

The management of Descon believes that orientation Program necessary because of socialization and knows how about company’s policies and procedures. The purpose of this step is to introduce the new employee with the work unit, organization, peers. Tell them the rule and regulations of the company. In different companies different persons are responsible for this but when we talk about Descon manager gives orientation.

Training Policy

Basic purpose of training is to update the knowledge of employees and enhancing their skills. Today organizations want professional employees because they have come know the importance of employee that’s reason organization call employees “their most important assets”. Due to which companies send their employees on different types of workshop, seminars and other educational programs. Even some companies provide opportunity of getting knowledge on the cost of company.
5.2 Training Need Assessment
The training program of Descon normally for the period of lesser then six months and its purpose is to investigate strength and weakness after that making effort to remove these weaknesses. They analyze that employee need training by self assessment, performance record, and questionnaire. The handouts which they provide to trainee develop by themselves not net based. All the cost incurred by the company let it be in-house training or training organized by the Descon Engineering Co. The employee normally needs training about his skill, knowledge and career development.
5.3 Training design
After the need assessment process complete, the designing process starts to train employees in systematic way.
5.3.1 Setting objectives
The objective of the program is described in which a statement is passed. In this statement, the goal of the training program is written that what thing they should achieve by conducting this program. So the statement should be specific.
5.3.2Developing lesson plan
The statement is not enough, so the whole lesson plan is prepared in which each and every activity is written in this portion.
5.3.3Selecting trainer/leader
The company select the trainer based on the training criteria, No. of employees and their skill enhancement. If the No. of employees are less or any specific criteria demands to train through the outside trainer, they outsource the training program.
5.3.4Preparing material
The material is prepared by Trainer if the trainer is of the organization.
5.3.5Selecting program methods and techniques
Descon mainly uses the following training and development methods are:
• In-Housetraining On-the-Job Training
• Program Conducted Abroad

In-House Training On-the-Job Training In-House Training On-the-Job Training This is the most common method used at Descon. Under this bank have two options;
On-the-Job Training:
Descon give the training to their employees on the job by hiring a trainer from outside or from within the organization. But company selects the trainer very carefully and only professionals individuals in field. Training In Institutes Within The Country: If the trainees need training in a specific technical skill, which the company cannot provide economically, it sends the employee to institutes where they get the requited training. The trainee interacts with new people and can make contacts for the organization.
Training Program Conducted Abroad
Employees are sending abroad for special training and development Program conducted by the Descon Group. This training Program may be conducted in other countries Dubai or anywhere else where the Descon exists.
5.3.6Scheduling the program
The scheduling of the program is helping to conduct the program in right direction and the employees learn in training.
5.4 Implementing the Program
After designing the program, the implementation process is playing Back Bone. If all the process of designing is complete but the program doesn’t held due to certain reasons, their will be loss of money, time and efficiency. So Descon’s HRD convincing their executives to implement the program according to training design will be benefit to the organization.
5.5 Criteria for training and Evaluation
The criteria for training and evaluation is helping that how well the program will benefits to the organization in a whole. Descon’s criteria contain four parts;
5.5.1 Select the Evaluation Criteria
In this segment, the base for evaluation the training program set. If the base is accurate, so the true results will be found.
5.5.2 Determine Evaluation Design
The evaluation design helps employees to set accurate base in which the criteria is set.
5.5.3 Conduct Evaluation of Program
The program is conducting on the basis of setting evaluation criteria. These criteria may be through questionnaires, Examination Papers, presentations or observation.
5.5.4 Interpreting Results
The results of evaluation criteria helps the Descon’s Engineering Company that how well their training staff learn and enhance their abilities for future role. If one person get full fledge train in this specific area of training, it is possible that he may receive rewards like, increase in salary or Promotion. Because he is now the precious asset of the organization and everyone wants to retain his precious

Hi Netra,

Here i am uploading Project Study on Athletic and non-Athletic Shoes, so please download and check it.
 

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