hii,
I am pursuing MBA. i need help in selecting topic for my project in HR from consulting firm which is useful for me further and please help me whether to do in learning and development or in recruitment and which topic is very useful for learning so that i can use it further.[/B]please help me in selecting good topic
From India, Hyderabad
I am pursuing MBA. i need help in selecting topic for my project in HR from consulting firm which is useful for me further and please help me whether to do in learning and development or in recruitment and which topic is very useful for learning so that i can use it further.[/B]please help me in selecting good topic
From India, Hyderabad
Hi,
I would suggest you to go in for Learning & Development. Firstly, because you will find every second or third person doing project on Recruitment. Secondly, in the area of Learning & Development, you will find huge potential / scope for improvement and also for upgrading your knowledge. Also, with regards to recruitment, it is more of a backhand activity for project purpose whereas with regards to Learning & Development, it would be more of a interactive method with all the people involved.
If you have a technical background before joining MBA then you have a better option of going in for both the technical as well as behavioural / attitudinal training. If you are from a non technical background, you will have to emphasis and put a bit more effort in working out the technical part of the training. Because, initially, I have my own doubts on whether somebody will help you out in the firm solely with regards to behavioural training exercise.
Hope my suggestions would help you choose the better option rather than confusing you.
From India, Pune
12I would suggest you to go in for Learning & Development. Firstly, because you will find every second or third person doing project on Recruitment. Secondly, in the area of Learning & Development, you will find huge potential / scope for improvement and also for upgrading your knowledge. Also, with regards to recruitment, it is more of a backhand activity for project purpose whereas with regards to Learning & Development, it would be more of a interactive method with all the people involved.
If you have a technical background before joining MBA then you have a better option of going in for both the technical as well as behavioural / attitudinal training. If you are from a non technical background, you will have to emphasis and put a bit more effort in working out the technical part of the training. Because, initially, I have my own doubts on whether somebody will help you out in the firm solely with regards to behavioural training exercise.
Hope my suggestions would help you choose the better option rather than confusing you.
From India, Pune
Hello ssir,
Thankyou so much for your valuable guidnce .. I am from bpharma background .sir from learnin g and development i have to choose a
Topic for research can you suggest a good topic for my project .
Thankyou sir
From India, Hyderabad
Thankyou so much for your valuable guidnce .. I am from bpharma background .sir from learnin g and development i have to choose a
Topic for research can you suggest a good topic for my project .
Thankyou sir
From India, Hyderabad
Hi,
Just wanted to clarify on which area you are doing the project.
You had mentioned "Consulting Firm". But will need some more details about the consulting firm and the exact business they are in so that accordingly topic can be choosed.
From India, Pune
Just wanted to clarify on which area you are doing the project.
You had mentioned "Consulting Firm". But will need some more details about the consulting firm and the exact business they are in so that accordingly topic can be choosed.
From India, Pune
How about...
- Measuring training effectiveness
Better still and little challenging
- Measuring training effectiveness of soft skill / behavioral training.
This is difficult to measure since its intangible and based on perceptions of people.
Best Wishes.
From India, Mumbai
- Measuring training effectiveness
Better still and little challenging
- Measuring training effectiveness of soft skill / behavioral training.
This is difficult to measure since its intangible and based on perceptions of people.
Best Wishes.
From India, Mumbai
Hello santosh sir
The consulting firm i said is into HR recruiting and also consulting into L AND D for different companies for L and D
They provide training programmes to employees according to need required for company .....so they very much
Into L and D compared to recruiting.
Thank you
From India, Hyderabad
The consulting firm i said is into HR recruiting and also consulting into L AND D for different companies for L and D
They provide training programmes to employees according to need required for company .....so they very much
Into L and D compared to recruiting.
Thank you
From India, Hyderabad
I would suggest you for measuring training effectiveness of soft skill training. You can go in for structured development action plan for each individual.
attribution https://www.citehr.com/463001-intern...#ixzz2W9t61VRN
From India, Pune
attribution https://www.citehr.com/463001-intern...#ixzz2W9t61VRN
From India, Pune
- understand and evaluate the training process
- understand from the basics... how does the training need arise in first place for a soft / behavioral skill
- the performance parametres.. is there a formal TNI form that is filled. ...is it based on perception based or there are certain tools/techniques ..that say the individual is incompetent. basically evaluate the HR analytics in the company as well.
- then the training being imparted.. then measurement and rest will be the same as that done for TNI.. / performance etc..
- time period after which the assessment is done.. 3 /6 /9 12 months or what.
- retraining for the same topic/ same person ... has happened in the past or not?.. and so on...
Good Luck!
From India, Mumbai
- understand from the basics... how does the training need arise in first place for a soft / behavioral skill
- the performance parametres.. is there a formal TNI form that is filled. ...is it based on perception based or there are certain tools/techniques ..that say the individual is incompetent. basically evaluate the HR analytics in the company as well.
- then the training being imparted.. then measurement and rest will be the same as that done for TNI.. / performance etc..
- time period after which the assessment is done.. 3 /6 /9 12 months or what.
- retraining for the same topic/ same person ... has happened in the past or not?.. and so on...
Good Luck!
From India, Mumbai
HELLO
I took" measuring effectiveness of behavioral skills" but the problem is how to evaluate if my organisation is not allowing or giving permission to take feed back from their clients they are telling me get feed back from your other people say your friends .if i am doing internship in this organisation then how could i evaluate other people who got training programmes from different .. please help me
From India, Hyderabad
I took" measuring effectiveness of behavioral skills" but the problem is how to evaluate if my organisation is not allowing or giving permission to take feed back from their clients they are telling me get feed back from your other people say your friends .if i am doing internship in this organisation then how could i evaluate other people who got training programmes from different .. please help me
From India, Hyderabad
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