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¶ … Training Needs Analysis (TNA)
Significance of TNA Furthermore, I provide definitions and implications of adopting the hard and soft HRM models.
Gaps in the current TNA models
This section does not talk anything about problems. It simply informs the reader about the study and its possible contribution.
I will rewrite this section and talk about gaps in the literature and how no study has done a case study approach in Saudi Arabia
I will rewrite this section and talk about our case study approach.
This section informs the reader about specific issues this study intends to investigate. I do not see anything wrong with this section.
Here I have converted the issues discussed above into specific research questions.
The outline provided here does not take into consideration your comments and the changes that are being made in the thesis. I will rewrite this section as well keeping in mind the aforementioned facts.
Significance and contribution of the study
I have not done this section. As per your suggestions, I will be providing the theoretical and practical implications of this study.
Limitations of the Study
This section is fine. I cannot think of any other limitations right now.
CHAPTER TWO: LITERATURE REVIEW
Introduction
Here I summarize what the reader will come across in this chapter.
Human Resource Management
In this section we discuss the following three aspects on HRM;
History of HRM;
Definition and scope of HRM;
Limitations and benefits of HRM
I fail to connect this section with the objectives of my study (research questions). I will rewrite this section and include a measurable hypothesis and how this information can help me achieve the objectives (research questions) of this study.
Strategic Human Resource Management
Here I make a link between first section and this section.
Once again, I fail to connect this section with the objectives of my study (research questions). I will rewrite this section and include its relevance to this study
Models of SHRM
Here I provide an overview of 2 HRM models
Furthermore, in this section, I critically analyze the 3 General HRM models, namely, Universalistic or best-practice, Contingency or best-fit and Configuration approach.
Subsequently, I critically analyze the High-performance Working Model and the High-commitment Management Model.
However, once again, I fail to connect this section with the objectives of my study (research questions). I will rewrite this section and include a measurable hypothesis and how this information can help me achieve the objectives (research questions) of this study.
Training and Development
In this section, I critically analyze various models of (1) training and development, (2) training methods, (3) the impact of culture, (4) current…
Training and Staff Development HRM Training and Staff Development This paper recommends a set of activities which Google Inc. can carry out to resolve its HR issues of low employee motivation and lack of training. The major sections of the paper include training program overview, training need assessment, costs and risks analysis, flow chart and time schedule of activities, and recommendations and their justifications. This paper presents a report on resolving the human
Training and Development in Small Businesses Overview of Starbucks Starbucks Coffee came on the scene with just one store in 1971. After that time, the Seattle coffee shop has exploded into something like 16,000 spots in over 50 various nations (Gaudio, 2003). The organization makes sure that it fulfills every part of its mission: "to inspire Starbucks Coffee Company denotes to their workers as "partners," for whom they offer extensive training and
Training Program Evaluation of the training program The training of the sales person and the effectiveness thereafter can effectively be measured through various evaluation methods that are best fitted for the particular scenario. Since the training concentrated majorly on the application aspect of the sales procedures to increase sales, the evaluation can only be done objectively at the various branches as the sales team goes on to apply the acquired skills. There
This does not refer to classified information that private companies will not make public, but only to the data they will release. In other words, the two most important and reliable corporate resources are the company's official website and the company's statements and annual reports. Articles on the internet will also be analyzed as they increase the amount of available information, allowing as such the reader to hear more statements
P., Phillips, J.J., 2008, ROI fundamentals: why and when to measure ROI, John Wiley and Sons 6. Reliability and validity The concepts of reliability and validity are often used as synonymous, yet there are some notable differences between the two terms. At a general level, reliability is understood as the ability of a person, system, group or another construction to function at the adequate parameters and to serve the purposes for which
Training Development "You need to be pro-active; go and seek knowledge so that you can become a valuable resource to Gulf Air and to Bahrain" Jassim Al Marzooqi, Chief Technical Officer (Marzooqi, as cited in Gulf Air welcomes…, 2009). Communication Counts "You kids need to shut your mouths and pay attention for a change!" "Michael -- if you get up out of your seat one more time, I am going to phone your mother and ask