Briggs & Stratton is the world's largest manufacturer of air-cooled gasoline engines for primarily outdoor power equipment. Current production averages 11 million engines per year


By means of effectively managing HRM, organizations can gain a competitive advantage over their competitors. Competitive advantage, in brief, is the superior marketplace position relative to its competition through cost leadership and product differentiation (Porter, 1985). Cost leadership is achieved when organizations provides same service or product as its competitors at a lower cost perhaps through the use of technology, more efficient methods and cut overhead costs. When this service or product is preferred by the consumers to bur, then occurs product differentiation. HRM practices can be an important source of competitive advantage by means of the creation of both cost leadership and product differentiation. There are two paths into which HRM is linked with competitive advantage. On the one hand, the direct path wherein HRM-related costs comprise a significant portion of organizational expenses and doing best in this area provides financial advantage.

Training and development
1. Orientation:
When the candidate join the bank, he/she will consider the employee of bank. Just after final selection and before starting of training process orientation is conducted for selected employees in orientation new employees are provided with basic background information about the NIB bank the basic contents of successful orientation are
o Information on employee benefits
o Personnel policies
o The daily routine
o Company organization and operations
o Safety measures and regulations
This following information is also describe in orientation of new hire.
i) Work Schedule:
 Normal working hours at NIB begin form 9.00 a.m. to 6.00 p.m from Monday to Thursday whilst lunch break is of one hour i.e. 1.00pm to 2.00 p.m.
 Friday timings include break fro lunch and prayers from 1.00 pm. To 3.00 p.m
 Timing for Saturday are from 9.300 am to 2.00 pm without break
 Sunday is designated as your official day off work.
 Ramadan timing is from 8.30 am to 1.45 pm while on Fridays the timings are from 8.30 am to 12.30 pm without break.
ii) Identification Card:
You will receive a photo identification card which you can use to gain entrance to Bank premises. The card will be issued to you once you submit you joining from and Employee’s Data Sheet for Bank ID Card (forms given to you with Offer Letter.
Head of department or supervisor delivered this information to new employee.
2. Employee training:
Training is the process of teaching new employees the basic skills they need to perform their jobs and development is result of that training. Employee training is for the current job.
For training and developing NIB bank follows five steps process of training and development:
 Needs analysis: Identify job performance skills needed, assess prospective trainee’s skills, and develop objectives.
 Instructional design: Produce the training program content, including workbooks, exercises, and activities.
 Validation: Presenting (trying out) the training to a small representative audience.
 Implement the program: Actually training the targeted employee group.
 Evaluation: Assesses the program’s successes or failures
I will discuss need analysis step NIB bank used two methods for identifying the need of training which are following:
Task analysis:
In this area a detailed study of a job to identify the specific skills required, especially for new employees are analyzed.
Performance analysis:
After analyze the main tasks required in performing jobs it is verified that there is a performance deficiency and determining whether that deficiency should be corrected through training or through some other means (such as transferring the employee). If there is found some deficiency in performing job then training is highly recommended to recover deficiencies.
2.1 Training method:
• On-the-job Training
• Off-the-job Training
On-the-job Training:
Having a person learn a job by actually doing the job is OJT. Methods of OJT are
 Coaching or understudy
 Special assignments
 Informal Learning
Coaching or understudy:
It is the OJT method in which employee is coached and taught by profession that how to do the job in order to meet NIB Bank’s goals and objectives. It is the OJT method in which employee is coached and taught by profession that how to do the job in order to meet NIB bank’s goals and objectives. At managerial level the trainee works directly with a senior manager. It is done at all levels of job. New employees are trained through coaching and old employees are also trained through this method like when some new innovation is introduced old employees are trained in order to handle that new innovation.
Like in pervious years new software was introduced in bank this was learned old employee through coaching.
 
Last edited:

jamescord

MP Guru
Briggs & Stratton is the world's largest manufacturer of air-cooled gasoline engines for primarily outdoor power equipment. Current production averages 11 million engines per year


By means of effectively managing HRM, organizations can gain a competitive advantage over their competitors. Competitive advantage, in brief, is the superior marketplace position relative to its competition through cost leadership and product differentiation (Porter, 1985). Cost leadership is achieved when organizations provides same service or product as its competitors at a lower cost perhaps through the use of technology, more efficient methods and cut overhead costs. When this service or product is preferred by the consumers to bur, then occurs product differentiation. HRM practices can be an important source of competitive advantage by means of the creation of both cost leadership and product differentiation. There are two paths into which HRM is linked with competitive advantage. On the one hand, the direct path wherein HRM-related costs comprise a significant portion of organizational expenses and doing best in this area provides financial advantage.

Training and development
1. Orientation:
When the candidate join the bank, he/she will consider the employee of bank. Just after final selection and before starting of training process orientation is conducted for selected employees in orientation new employees are provided with basic background information about the NIB bank the basic contents of successful orientation are
o Information on employee benefits
o Personnel policies
o The daily routine
o Company organization and operations
o Safety measures and regulations
This following information is also describe in orientation of new hire.
i) Work Schedule:
 Normal working hours at NIB begin form 9.00 a.m. to 6.00 p.m from Monday to Thursday whilst lunch break is of one hour i.e. 1.00pm to 2.00 p.m.
 Friday timings include break fro lunch and prayers from 1.00 pm. To 3.00 p.m
 Timing for Saturday are from 9.300 am to 2.00 pm without break
 Sunday is designated as your official day off work.
 Ramadan timing is from 8.30 am to 1.45 pm while on Fridays the timings are from 8.30 am to 12.30 pm without break.
ii) Identification Card:
You will receive a photo identification card which you can use to gain entrance to Bank premises. The card will be issued to you once you submit you joining from and Employee’s Data Sheet for Bank ID Card (forms given to you with Offer Letter.
Head of department or supervisor delivered this information to new employee.
2. Employee training:
Training is the process of teaching new employees the basic skills they need to perform their jobs and development is result of that training. Employee training is for the current job.
For training and developing NIB bank follows five steps process of training and development:
 Needs analysis: Identify job performance skills needed, assess prospective trainee’s skills, and develop objectives.
 Instructional design: Produce the training program content, including workbooks, exercises, and activities.
 Validation: Presenting (trying out) the training to a small representative audience.
 Implement the program: Actually training the targeted employee group.
 Evaluation: Assesses the program’s successes or failures
I will discuss need analysis step NIB bank used two methods for identifying the need of training which are following:
Task analysis:
In this area a detailed study of a job to identify the specific skills required, especially for new employees are analyzed.
Performance analysis:
After analyze the main tasks required in performing jobs it is verified that there is a performance deficiency and determining whether that deficiency should be corrected through training or through some other means (such as transferring the employee). If there is found some deficiency in performing job then training is highly recommended to recover deficiencies.
2.1 Training method:
• On-the-job Training
• Off-the-job Training
On-the-job Training:
Having a person learn a job by actually doing the job is OJT. Methods of OJT are
 Coaching or understudy
 Special assignments
 Informal Learning
Coaching or understudy:
It is the OJT method in which employee is coached and taught by profession that how to do the job in order to meet NIB Bank’s goals and objectives. It is the OJT method in which employee is coached and taught by profession that how to do the job in order to meet NIB bank’s goals and objectives. At managerial level the trainee works directly with a senior manager. It is done at all levels of job. New employees are trained through coaching and old employees are also trained through this method like when some new innovation is introduced old employees are trained in order to handle that new innovation.
Like in pervious years new software was introduced in bank this was learned old employee through coaching.

hey buddy,

Here i am sharing History of Briggs & Stratton Corporation, so please download and check it.
 

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