Comparative Analysis of Training Efforts by Urban Local Bodies in Maharashtra

Introduction

The state government have been entrusted more responsibilities in the local bodies that pushes it to raise its powers and resources. The movement towards empowering the local bodies was already given in the past amendments in the Indian federal. There are many expected results in the settled training efforts for the urban local bodies such as the significant changes in the fiscal scenario in the economy.

Background and Problem Statement

The empowerment on the urban local bodies (ULBs), however, needs to clarify the functional and expenditure and the matching of the resources and with the justifiable utilization. The intention of the amendments centers in the state and local level which emphasized that the role of the state and its areas of intervention such as the training efforts should be well defined. The problem in the ULBs should be tackled in order to achieve the necessary training efforts that will suit to the present and future situation in Maharashtra. The training program attempts to understand the fiscal problems being faced by the government. However, what are the changes that occurred in the training programs of ULBs to ensure its effectiveness and satisfy their role in the Maharashtra?

Research Aim and Objectives

The main aim of the study is to compare and analyze the training efforts being held on ULBs in Maharashtra to emphasize the outcome. In order to facilitate the investigation, there are three objectives that need to be scrutinized. First is to investigate the training efforts founded in the last ten years for the ULBs in Maharashtra. Second is to identify the reasons on why the state of Maharashtra needs to improve the ULBs. And third is to recognize the design of the training, as well as its mechanisms and principles that may fulfill the objectives of ULBs.

Literature Review

The state of Maharashtra needs to look on the effective ways of improving the fiscal health, therefore, there are arranges designs for the intergovernmental transfers. Significantly, through the set efforts of the state, they recognized the growth for about 8%. The training efforts are identified to be coordinated with the process of evolution and the reality (Pethe & Lalvani, 2006). However, there are traced influences coming from the political bodies, same as the interaction between various levels of governments. Among the efforts of ULBSs in Maharashtra, there is variety of Acts resulted in their training: Bombay Municipal Corporation Act (1888); City of Nagpur Corporation Act (1948); Bombay Provincial Municipal Corporations Act (1949); and Maharashtra Municipal Councils, Nagar Panchayats and Industrial Townships Act (1965). However, it is identified that the ULBs have very limited autonomy in their revenues and hence the entire revenue-expenditure process are affected. In addition, the ULBs are also subject with the limited conventional sources. Therefore, the power of ULBs in Maharashtra is restricted and empowering the ULBs through training efforts should be settled (Pethe, & Lalvani, 2005). There are underlying principles of ULBs for training efforts. The projects implemented in the ULBs are expected to reap positives effects such as the improvement in the use of technologies and efficiencies in their work. The training efforts on the ULBs built the capacity and special skills among the people. The training efforts in the ULBs are expected to take effect in a short-run period that will emphasize the strong and weak points existed in the system of Maharashtra (Pethe & Lalvani, 2006b). In order to facilitate the effectiveness of the training efforts of ULBs, the sector are bound to adjust the budget borrowings to support the projects in the state like the infrastructure projects. The main reason on this action is to answer the weak financial position and lack of capacity of ULBs in preparing the projects recorded for the past years (Karnik & Karmarkar, 2001).

Methodology

The suggested method in the study is the use of secondary information that will focus on the training efforts being implemented in the ULBs, particularly in the state of Maharashtra. Through the help of the method, the study can understand the in-depth rationale and the center of action on ULBs in the state. Furthermore, the study can link the response of ULBs in the current conditions of the state. The use of state reports, case studies, investigative reports, and other contexts that focused in the ULBs are expected to give rise to the training efforts set before them. With that the study can give the necessary analysis on the training efforts of the ULBs and its effectiveness in the state.

References:

Karnik, A., & Karmarkar, D., (2001) Developing a Quantitative Framework for Determining Devolution of funds from the State Government to Local Bodies, Maharashtra State Finance Commission, Government of Maharashtra, (September), Accessed 28 July 2010, from http://www.mu.ac.in/arts/social_science/economics/pdf/pethe.pdf

Pethe, A., & Lalvani, M., (2005) A Comparative Study of Municipal Finances in Maharashtra: Patterns, Problems and Prospects, Urban India, 25(1), Accessed 28 July 2010, from http://www.mu.ac.in/arts/social_science/economics/pdf/wp16.pdf

Pethe, A., & Lalvani, M., (2006a) Fiscal Situation in Maharashtra: An Assessment, A Critique, and Some Policy Suggestion, Study Commissioned by NIPFP-World Bank (with Mala Lalvani) Journal of Indian School of Political Economy (JISPE), Vol. 17(3), Accessed 28 July 2010, from http://www.nipfp.org.in/working_paper/wp05_nipfp_028.pdf

Pethe, A., & Lalvani, M., (2006b) Towards Economic Empowerment of ULBSs in Maharashtra, Economic and Political Weekly of India (EPW), 41(7), Accessed 28 July 2010, from http://www.mu.ac.in/arts/social_science/economics/pdf/wp15.pdf

Effect of Training on an Employee

Introduction

Most of the organizations believe that the success in the market comes in the effectiveness of the performance of the workforce. Business leaders assume that employees should perform their duties according to the compensation they receive. Furthermore, the employees are considered part of the essential elements of the organization and therefore, the leaders gave importance in their role within the organization.

Background of the Study and Problem Statement

One of the major decisions that the business leaders will do is to create an offer to their employees wherein they can enhance or improve their performance towards their work. Training and development of the employees depends on how well the organization wants to achieve their full potential. And as the main topic of the research, what are the effects of training on an employee?

Research Objectives

The study considered three essential objectives which are first, to recognize the different effects of training on the workforce. Second is to encourage the organization to incorporate the training and development on their organizational plans. And third is set other suggestions to make the training and development suitable for the needs of the employees and their organizations.

Research Questions

There are several questions that the study considered in answering the effects of training among the employees.

1. What are the objectives of the organizations in providing training among their workforce?

2. What are the applied methods or practices of the training facilitators to boost the skills and knowledge of the employees?

3. What are the experiences of the employees during and after the training?

Literature Review

Different organizations encourage the human resource management to involve every employee into assessment. As a result of the assessment, the HR and business leaders can decide on whom among their people needs to undergo in intensive training. In the meantime, the employee belong the training program have the natural feeling of anxiety because it is new to their everyday task (Meek, 2007). Most of the employees look forward to the training to build their career path. Training is also available for the corporate leaders to recognize the importance of their control and leadership style in managing their organization (Portway and Lane, 1994). However, the development of the employees should also begin form the employees own initiative to improve. The essence of training is not that effective if there is no application on the side of the employees. Training and development is a call of the organizations need for the effectiveness most especially in the establishing a strong foundation of the customer relationship (Shea, 2008). The responsibility of the training facilitators is to encourage the development in the employees and casting out the doubts and anxiety, and build the sense of the responsibility of the employees (Rexam, 2007).

Methodology

The applied method in the study is through the use of questionnaires. The participants are all employees of the same companies and instructed them to answer the questions according to what they feel on the purpose of training and its procedures. At the end of the question, the employees were asked if they feel different or recognized any improvement on the nature of their work. The method considered the details of the participants such as their age, number of years in the company, position, and last attended training session for it will make a difference in the analysis of the study.

Conclusion

The training for the employees has the usual purpose to encourage the people to exert their knowledge and skills in making a job-well-done. Employees are aware of the benefits and changes resulted from the training. Through training, the development will not only reflect on their work but also on the employees’ behavior toward to work. Training is important within for the organization to contribute in reducing the unimportant expenses such as restructuring, reworks, or/and excess in the production. Although there are many programs introduced for the employee training, the organization still come up into their best efforts to provide the training that will benefit both of the organization and employees.

References:

Meek, G., 2007. Workforce Training Program Development: “Developing Good People from Within” Evergreen Engineering. [Online] Available at: http://www.evergreenengineering.com/documents/EEWorkforceTrainingProgram070604.pdf [Accessed 12 Feb 2010].

Portway, P., & Lane, C., 1994. Corporate Training, A Technical Guide to Teleconferencing and Distance Learning, 3rd Ed. [Online] Available at: http://www.tecweb.org/eddevel/telecon/corptrain.pdf [Accessed 12 Feb 2010].

Rexam, 2007. Responsibility Case Study, Business School at Rexam Beverage Can Europe. [Online] Available at: http://www.rexam.com/files/pdf/case_studies/employee_development.pdf [Accessed 12 Feb 2010].

Shea, L., 2008. Forget the Theory: Practical Considerations for Listening to the Customer Experience, Insight Beyond Measure. [Online] Available at: http://www.customerservicegroup.com/pdf/Listening_to_the_Customer_Experience.pdf [Accessed 12 Feb 2010].

The Effect of Employee Training and Development in Private Companies in Equatorial Guinea

Introduction

The involvement of the private sector to foster the improvement of the workforce can affect the entire economy. The operations of the companies in the formulation and implementation of the training is having its own potential to grow as a strategy. The provided opportunity to the professionals deserves an upgrading approach into their skills and to their careers.

Background of the Study and Problem Statement

Without the appropriate answer in the needs of the employees for training there is a devastating effect on the growth of the business and the country’s economy of Equatorial Guinea. Different administrative reforms of the private companies adopted different strategies and adjustments to satisfy the needs (Manguènnandongo, 2002). With respect to the core personnel policies, there should be an effective way to enhance the job performance of the employee. The aid of the training and development is one of the major steps that most of the private companies want to keep in their system to achieve the quality of performance.

Research Objectives

The objectives of the study are divided into three parts. First is to establish the employee training and development in the private companies of Equatorial Guinea. Second is to set other support groups or strategies to improve the training and development according to the needs for globalization. And third is to determine the effects as mush as the benefits that the employee can gain and the favorable return for the companies in the implementation of training and development.

Research Questions

The study understands the importance of training and development among the employees and especially for those who are in the international competition. Therefore, there are several questions that attempt to guide the study in the completion of the study.

1. What are the actions of the private companies in answering the needs form improvement among the employees?

2. What are the greatest problems that usually triggers for the call of training and development?

3. What are the major objectives of the training and development for the employees?

Literature Review

It is true that if the company situation is in poor service, the following event would weaken the socio-economic attributes or conditions of the companies. And worse is the decay of both human and physical structures (Manguènnandongo, 2002). The purpose of the training and development, not only on the ordinary employees but as well as to their executives, is to develop the skills required in the diversification and competitiveness in the Equato-Guinean economy. The benefits will fall entirely for the employees and for the private companies. The target of the program being implemented in the companies is ultimately expected to contribute in the achievement of the objectives of the companies, increase the competency in the market, and improve the living conditions of the employees (ADBG, 2008). Under the participation of the stakeholders, the guidelines and implementation of training in the employees can achieve positive results. The workforce development is focused on attracting, developing, and retaining, the best of the people from the broadest business practices to meet the objectives or goals of the companies. Intentionally, training and development are provided for the employees with best of the career opportunities in different industry and encourages their individual growth and achievement (Kruger, 2008).

Methodology

The applied method in the study is the use of comparative case study method that allows the current study to examine, compare, and formulate its own analysis regarding to the issue of training and development. Since the past studies and literature reviews are focus on the same issue, it an advantage for the current study of correlate the present situation and identify any literature gaps.

Conclusion

Training and development is a popular action that runs in the mind of the business leaders and Human Resource manager. Through intensive training, the development follows, and both can contribute in the overall economic development.

References:

ADBG, 2008. Training Program for Middle and Senior Executives: Equatorial Guinea Appraisal Report of the Program, African Development Bank Group [Online] Available at: http://www.afdb.org/fileadmin/uploads/afdb/Documents/Project-and-Operations/30771486-EN-GUINNE-EQUATORIALE-CADRES.PDF [Accessed 18 Feb 2010].

Kruger, R., 2008. Economic Development - Local Actions, Global Results [Online] Available at: http://www.exxonmobil.com/Corporate/Imports/ccr2008/pdf/community_ccr_economic_development.pdf [Accessed 18 Feb 2010].

Manguènnandongo, G., 2002. Administrative and Civil Service Reform in Equatorial Guinea [Online] Available at: http://unpan1.un.org/intradoc/groups/public/documents/cafrad/unpan005513.pdf [Accessed 18 Feb 2010].

Training and Development to Reduce Company Costs

Introduction

The globalization brought the competition into a tight situation where the strongest organizations stay in the arena of competing products and services. Most of the organizations found the advantage in different areas of support such as the financial, technological, and workforce.

Background of the Problem Statement

The best definition of a successful organization can be described on how well the people manage and focus on the continuous progress and competitiveness of the business. To achieve this idea, the propellers set their mind in identifying the different strategies in terms of the innovation, management, technologies, and workforce (Johnson, 2001). Through the proper training and development, the organization can win over the threats and challenges. However, how can the implementation of the training and development can help reduce the company costs?

Research Objectives

The study is fueled by the two main objectives which are, first, the re-introduction of the training and development in improving the performance in the organization in the global competing world and; second, to encourage the organizations to set additional bright ideas in improving the quality of work among their employees.

Research Questions

The research provided questions that can support the entire study. The research questions serve as the essential points in understanding on how the training and development can be the key to reduce the company costs.

1. What are the challenges that set the training and development as a strategy?

2. How can the training and development provide the answers in establishing advantage on the organization?

3. What are the impacts created by the training and development?

Hypothesis

The rich and fine learning of the employees from the training and development can be served as the basic solutions of the organizations. Through that center of idea, there are inviting results such as accelerating the learning and development which is sometimes more than half of the organization’s expectations, reduction in the cost allotted for the production or rendering of the service, improvement in the quality of work, and achieving the support needed for the new products.

Literature Review

There are many factors involve in the pursuance of the training and development in an organization. In organizational view, the active employee involvement and training is considered as one of the strategic concerns of the organizational leaders. Also, the organizations incorporated the appropriate strategies in allocation of resources in deploying the initiatives. Organizations adapted different training and development processes and procedures that can achieve the optimal result in the business’s sustainability. Furthermore, the training and development for some business analysts were considered as a partnership or enhancing the employer-employee relationship (Juere, 2009). Every organization is mainly focused on different issues or challenges that can threaten the performance or the life of the business. Most of the inquiries of the organizations are about the deliverance of the interactive product or/and services that will suit to the taste and preferences of the customers. Another issue that concerns the financial stability of the organization is the costs or expenses that appeared when there are substandard results, product launches and updates, and the enhancement of the quality of the products (Adobe System, Inc., 2008). These challenges became the basis of the successful organizations to improve their performance by looking within the workforce and investing in the training and development procedures (Johnson, 2001; Farvaque, 2009).

Methodology and Data

The applied method of the study is the comparative case study method where the researchers had a chance to review the past literatures and have an in-depth analysis and opinions. The review of the reports allows the study to garner all the essential information related to the main topic and the approaches that the organizations applied to obtain their current standing in the competition. The data are consisted of two categories. First is the roadmap of the case study where there are included companies that excelled in the industry where they belong and accomplished their targets. And second is the structure of the organization. It draws the conclusion on how the collaboration of the human resource and the executives implemented their approach to the employees.

Data Interpretation

The analysis of the study emphasized the idea of the initiatives from the organizations. Most of the successful organizations considered the initiative in raising the awareness in different working aspect such as communication, innovation and reduction in costs of some areas such as in production. The essence of training and development became the initial step in increasing the understanding, development of the working philosophy and individual skills that in return, can answer the challenges and changes in the environment.

Conclusion

The strategic position that the company are trying to maintain is to give their workforce an active employee involvement and training. The degree of development or improvement can be effective if there are personal concerns coming from the individuals. In addition, the sustainable development for the entire organization is not also based on the employee training alone; it can be more advantage if there is integration in the management system.

References:

Adobe System Incorporated, 2008. Thomson Reuters, Leading Global information Solution Provider Reduces eLearning Development Time 50% with Help From Adobe Captivate Software: A Success Story. [Online] Available at: http://www.adobe.com/resources/elearning/pdfs/us_95011393_reuters_ss_ue_fnl_08252008.pdf. [Accessed 29 Jan 2010].

Farvaque, N., Voss, E., Lefebvre, M., and Schütze, K., 2009. Guide for Training in SMEs. ORSEU Wilke, Maack and Partner. [Online] Available at: http://www.refernet.cz/dokumenty/guide_training_SMEs.pdf. [Accessed 29 Jan 2010].

Johnson, B., 2001. Company Officer Development Program Needs for the Reedy Creek Emergency Services. [Online] Available at: http://www.usfa.dhs.gov/pdf/efop/efo33103.pdf. [Accessed 29 Jan 2010].

Juere, C., 2009. Novethic– How Much Emphasis is Placed on Active Employee Involvement and Training in CAC 40 Sustainable Development Reports? [Online] Available at: http://www.novethic.com/novethic/v3_uk/upload/CAC40_Study.pdf. [Accessed 29 Jan 2010].