The Brunswick Corporation (NYSE: BC), formerly known as the Brunswick-Balke-Collender Company, is a United States-based corporation that has been involved in manufacturing a wide variety of products since 1845. Brunswick's global headquarters is in the northern Chicago suburb of Lake Forest, Illinois. In 2007, it had sales of US$5.671 billion with net earnings of $111.6 million


. 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.
Special Assignments:
Special assignments are also given to employees for special training. These assignments are actually related to tasks within the branch by achieving those tasks assigned by trainer, employee get training
Informal Learning:
The majority of what employees learn on the job they learn through informal means of performing their jobs on a daily basis.
Off-the-job Training:
It is the method which is opposite to the OJT. In this method employee does not get training at his/her work place. This method of training is only for managerial level employees. Off-the-job training methods are

• Case study method
• Outside seminars
• Effective Lectures
• Vestibule training
Case study methods:
Special case studies are given to employees which contains some dilemma about banking sector. By solving those case study problems employee gets training to take bold and effective decision in crucial situations.
Outside seminars:
NIB bank encourages its employees to participate in the seminars arranged by banking sectors not just in the Pakistan but also beyond the boarders. By participating in outside seminars employee gets authentic knowledge about the new horizons of banking sector which is useful for NIB bank and makes it leading bank in Pakistan.
Effective Lectures:
Lectures about jobs are also delivered. These lectures are delivered to new employees as well as senior level employees and managerial level too. In these lectures employees are prepared for facing new challenges in the banking sectors and also told them how to achieve those challenges.

Vestibule training:
A structured process by which employees become skilled workers through a combination of classroom instruction and on-the-job training. It is actually combination of OJT and lectures delivered to employees. It may be for both levels of managerial and fresh employee. In this method employee is first given the lecture about his/her job and after that implementation of lecture in practical field is observed
3. Employee development:
Employee development means that training of employees for future job. NIB bank used following methods:
 Management associate
 Management Trainee
Management Trainee:
NIB bank’s Management Trainee (MT) program looks for highly motivated individuals who exhibit the potential to excel as future leaders. The program is providing challenging work assignments complemented by a learning component for select individuals from reputable universities.
Management associate:
Management associate is the program in which for the training of future job bank send their employees to other branches of bank. During this program, candidates are assigned with challenging business scenarios to enhance their critical and analytic skills.
 

jamescord

MP Guru
The Brunswick Corporation (NYSE: BC), formerly known as the Brunswick-Balke-Collender Company, is a United States-based corporation that has been involved in manufacturing a wide variety of products since 1845. Brunswick's global headquarters is in the northern Chicago suburb of Lake Forest, Illinois. In 2007, it had sales of US$5.671 billion with net earnings of $111.6 million


. 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.
Special Assignments:
Special assignments are also given to employees for special training. These assignments are actually related to tasks within the branch by achieving those tasks assigned by trainer, employee get training
Informal Learning:
The majority of what employees learn on the job they learn through informal means of performing their jobs on a daily basis.
Off-the-job Training:
It is the method which is opposite to the OJT. In this method employee does not get training at his/her work place. This method of training is only for managerial level employees. Off-the-job training methods are

• Case study method
• Outside seminars
• Effective Lectures
• Vestibule training
Case study methods:
Special case studies are given to employees which contains some dilemma about banking sector. By solving those case study problems employee gets training to take bold and effective decision in crucial situations.
Outside seminars:
NIB bank encourages its employees to participate in the seminars arranged by banking sectors not just in the Pakistan but also beyond the boarders. By participating in outside seminars employee gets authentic knowledge about the new horizons of banking sector which is useful for NIB bank and makes it leading bank in Pakistan.
Effective Lectures:
Lectures about jobs are also delivered. These lectures are delivered to new employees as well as senior level employees and managerial level too. In these lectures employees are prepared for facing new challenges in the banking sectors and also told them how to achieve those challenges.

Vestibule training:
A structured process by which employees become skilled workers through a combination of classroom instruction and on-the-job training. It is actually combination of OJT and lectures delivered to employees. It may be for both levels of managerial and fresh employee. In this method employee is first given the lecture about his/her job and after that implementation of lecture in practical field is observed
3. Employee development:
Employee development means that training of employees for future job. NIB bank used following methods:
 Management associate
 Management Trainee
Management Trainee:
NIB bank’s Management Trainee (MT) program looks for highly motivated individuals who exhibit the potential to excel as future leaders. The program is providing challenging work assignments complemented by a learning component for select individuals from reputable universities.
Management associate:
Management associate is the program in which for the training of future job bank send their employees to other branches of bank. During this program, candidates are assigned with challenging business scenarios to enhance their critical and analytic skills.

Hi,

Here i am uploading Code of Conduct - Brunswick Corporation, so please download and check it.
 

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