INTEGRATED PROJECT HR

Professional Diploma in Business Management

http://www.wlcibusiness.in

INTRODUCTION

Human resources is the set of individuals who make up the workforce of an organization, business sector or an economy. "Human capital" is sometimes used synonymously with human resources, although human capital typically refers to a more narrow view; i.e., the knowledge the individuals embody and can contribute to an organization. Likewise, other terms sometimes used include "manpower", "talent", "labour"/"labor" or simply "people". The professional discipline and business function that oversees an organization's human resources is called human resource management (HRM, or simply HR). Human resource management, the field or department that handles the management of an organization's workforce .It is responsible for the attraction, selection, training, assessment, and rewarding of employees, while also overseeing organizational leadership and culture, and ensuring compliance with employment and labor laws HR is a product of the human relations movement of the early 20th century, when researchers began documenting ways of creating business value through the strategic management of the workforce. The function was initially dominated by transactional work such as payroll and benefits administration, but due to globalization, company consolidation, technological advancement, and further research, HR now focuses on strategic initiatives like mergers and acquisitions, talent management, succession planning, industrial and labor relations, and diversity and inclusion and organization development.

So we describe all the things under in three parts which are given below:

1. Talent acquisition is the ongoing cycle of processes related to attracting, sourcing, recruiting, and hiring (or placing) employees within an organization. This includes elements of employment branding, outreach, networking, and relationship building with potential candidate communities to continually build and enhance the talent pool for an organization. 2. Talent management refers to the anticipation of required human capital the organization needs at the time then setting a plan to meet those needs.[1] The field dramatically increased in popularity after McKinsey's research and subsequent book on The War for Talent.[2] Talent management in this context does not refer to the management of entertainers. Talent Management is the science of using strategic HR to improve business value and make it possible for companies and organizations to reach their goals. Everything that is done to recruit, retain, develop, reward and make people perform is part of Talent Management as well as strategic workforce planning. A talent management strategy needs to be linked to the business strategy to make sense. The only person who is educated is the one who has learned how to learn and change. - Carl Rogers 3. Learning Services and Organization Development aims to drive strategic learning and development through robust and rigorous solutions, enabling individuals, teams, and organizations to achieve extraordinary results in education, research, and patient care. The unit offers classes and workshops, program development and consulting services.

Mail Bhavna Singh the offer letter: Email with Offer Letter:

Date: From: BRC Securities To: CC: Sub: Letter of Offer for Area Sales Manager to Bhavna Singh

Dear Ms. Bhavna Singh Further to our conversation during interview, we are glad to inform you that you have been selected for the Position of Area Sales Manager in our Bangalore office. Please find your salary and remunerations details in attached offer letter. Thanks: Shikha Agarwal Recruitment Team BRC Securities Off: 080.00000000

Attachments: Employment Offer Letter:

Date: To, Bhavna Singh 45, 2nd Floor Urvashi Complex Hydrabad-500001 Employee Code: 011200 Dear Bhavna, BRC Securities is pleased to offer you an appointment in our organization as Area sales manager with effect from Joining Date. You will be based in our Bangalore office. The starting salary offered for this position is Rs 12,00,000 (Twelve Lacs) annually including your fixed and Performance linked incentives as per the Annexure A. Apart from this you would be entitled for mobile phone reimbursement and any local or outstation travel as per the company policy. We are also offering you with joining bonus of Rs 150,000 payable in 3 installments (3 Months, 6 Months and 9 Months) under a clause if you happen to leave the company within 1 year you have to re-pay the bonus to the company. However the structure of your compensation will be altered / changed from time to time in line with policy and practices of the company. Please find attached the CTC break up for your perusal. We will also be buying your notice period at Rs.1, 00,000 / - For which you have to forward me the copy of your resignation. The amount will be reimbursed to you after you present the receipt for the same. Your offer has been made based on information furnished by you. However if there is a discrepancy in the copies of documents or certificates given by you as a proof of above we retain the right to review our offer of employment. We are offering 150,000 Rs as joining bonus in three equal and quarterly installments. Please see their break-up below: June 2013 :Rs. 50,000

September 2013 :Rs. 50,000 December 2013 :Rs. 50,000

Employment as per this offer is subject to your being medically fit. Please sign and return duplicate copy of this letter in token of your acceptance. We congratulate you on your appointment and wish you a long and successful career with us. We are confident that your contribution will take us further in our journey towards becoming world leaders. We assure you of our support for your professional development and growth.

On the day of your joining you are required to submit the following: -Copy of salary certificate/latest pay slip from previous organization -Experience and relieving letters of previous organizations -Copies of educational certificates (10th /12th /Graduation/Post Graduation) -5 Passport-sized photograph -Copy of your PAN Card or Passport -Id and residential proof copy -2 Xerox copies of all documents mentioned above. -Two Relatives Name & Address with telephone number, where in case of emergency, the Company can contact. -Two References with their complete details including name, address, telephone numbers, and profession (Must not be blood relations) That after receiving of above said documents & your Duty Joining Report, these set of information will be sent to our personnel department for processing.

Relocation writes up:

We are also going to give you Relocation Support from Hyderabad to Bangalore as per validation and approval after reviewing supported transportation bills with the below mentioned clause. There is a fixed amount for relocation [Rs.1, 00,000/-] The expenses that will be covered in this amount are: Travel expense for self and dependants [Air, Bus or Railway Ticket fare] Transportation expenses for good to be shifted. Initial accommodation for 2 weeks in the company guest house [330/5, M.G.Road, Bangalore 560001] Bills paid by you for any of the above mentioned expenses will be reimbursed to you by the submission for the bill at our Bangalore office.

Please confirm your acceptance of this Offer and also the Date of Joining. All other terms would be covered in the appointment letter which would be handed over at the time of joining. By:____________________________________ Date: 15th June 2013 Signature XYZ (Chief Executive Officer) Works Office: 8th floor, Mittal Tower Bangalore 560001 By:____________________________________ Date: __________________ Candidate Signature: Name: Bhavna Singh

Once Bhavna replies to the offer letter mail, the below mentioned Appointment letter would be handed over to her at the Bangalore office and a soft copy of the same will also be mailed to her. The write up of the appointment letter is stated below which can be taken as a print out on the company letter pad.

Appointment Letter:
Date: To, Bhavna 45, 2nd Floor Urvashi Complex Hydrabad-500001 Employee Code: 011200

Dear Bhavna, I want to congratulate you on your appointment. You will receive a phone call from my office to confirm this soonest, so please bear as this is due to the time difference. We are satisfied working with you. However, according to your resume, your work experiences are quite exciting. And now your eligibility to work in our company has been confirmed in the office by the Company's Management. You will be working with a world-class team and with world-class technologies to help create a great platform for Indians worldwide. The experience you will gain will be without parallel. The terms and conditions of the company which are as followed:

1. You will be entitled to a basic salary of Rs. 45,000- per month and other benefits as applicable to your category of employees, details are given in Annexure A. 2. Youre reporting and responsibilities will be advised to you by your Departmental Head or any person nominated by him.

3. It is expected that you will discharge your assigned responsibilities with high standard of performance, quality, integrity, and discipline.

4. You shall, while in the services of the company, devotes your full time and attention exclusively for the Companys work and responsibilities assigned to you. You shall not engage in any other commercial/business pursuit, either part time or otherwise, for any monetary gains.

5. You shall be obliged to follow the work processes, technical standards, protocols and general instructions issued thereof, and service rules of the Company as in force and/or amended from time to time.

6. You shall automatically retire from the services of the company on attaining the age of 58 years. 7. Probation/Confirmation: You will initially be on probation, for 6 months, which may be extended or reduced at the sole discretion of the Management. The appointment is terminable either by the Management or by you without any notice or payment in lieu thereof, during this period. On completion of the probation period, till such time that you are intimated in writing about your confirmation, you will be on probation.

8. Medical Fitness: Your appointment is subject to: The Management having the right to get you medically examined by any certified medical practitioner during the period of your service. In case you are found medically unfit to continue with the job, you will lose your lien on the job. 9. If any information furnished or declaration given by you in regard to your employment to the Company is found to be false or any material information willfully suppressed, your appointment would be liable for termination without any notice or compensation. Your employment will be governed by these Terms of Service presently in force at., Please sign the duplicate copy of the offer in acceptance of the offer, at the bottom on all sheets and return to us. We are pleased to have you on board. We are confident that your employment with BRC Securities will prove mutually beneficial. We wish you all success. Sincerely, BRC Securities Accepted Shiraz Khan (Director HR) Bhavna Singh

Annexure: A- Salary and Work Timings: (The salary break up for 12 lacs CTC is also mentioned below)

1. Cost to Company- 12, 00,000.00Rs. Per Annum. Sr.No. 1. 2. 3. 4. 5. 6. Particulars Basic Salary HRA Special Allowance Transport Allowance Gross Pay Provident Fund ESI Net Pay (Before Tax) Add Employee Contribution Provident Fund ESI Annual Benefit Gratituity Accident Insurance Premium Total CTC Per Annum 540,000.00 278,400.00 335,892.00 18,000.00 11,72,292.00 48,000.00 11,24,292.00 48,000.00 Per Month 45,000.00 23,200.00 27,991.00 1500.00 97,691.00 4,000.00 93,691.00 4,000.00

7. 8. 9. 10.

24,624.00 3,084.00 12,00,000.00

2,052.00 257.00 1,00,000.00

2. Variable Incentives structure 3. Working Timings

Incentives as per corporate As per location norms

Pre joining check list:

The following things are considered while preparing a pre joining checklist: Date/Place/Time Name of Reporting manager Mob- no of HR (For any type assistant) Assign Mentor Explaining the vision and mission of the organization Hand book (explaining all HR policies) Welcome mail from HR, Generally sent 2 days before the Date of joining Confirmation call, It is made 4 days before the date of joining of the candidate to ensure that there is no drop out. Job title Explaining the job responsibility Arrange to have Business Cards, phone, Computer and E-mail in place on Day 1

Activity with Date and Procedure:

Date To Bhavna Email confirmation for selection 5/6/2013 Bhavna Confirmation Call Information Call [Reg Relocation details] 2 Confirmation call
nd

ACTIVITY

5/6/2013 Bhavna

General Procedure On Day of release offer letter On Day of release offer letter 3 Days after the offer is being released 5 days before the DOJ 3 days prior of the DOJ 2 days before the DOJ On The Day Of Joining On The Day Of Joining

25/6/2013

Bhavna

Preparation of work station

Welcome mail from HR

27/6/2013 28/6/2013

System Admin Bhavna

Email id and employee id generation Handing over the Appointment Letter

1/7/2013

IT Admin Bhavna

1/7/2013

Identify and create Specific Performance Measures for the Sales Function

Performance measures:
It is not possible to manage what you cannot control and you cannot control what you cannot measure! (Peter Drucker)

Performance measurement is a fundamental principle of management. The measurement of performance is important because it identifies current performance gaps between current and desired performance and provides indication of progress towards closing the gaps. Carefully selected key performance indicators identify precisely where to take action to improve performance. This paper deals with the identification of key performance indicators for the sales function.

Key Result Areas for the Sales function are as follows:

1) New Business Acquisition : Increase awareness of the product and services e.g. Join and participate in no less than three professional associations and organizations that my best prospects and customers belong to Purchase the mailing list of these associations and organizations and send either a postcard or a letter of introduction. Join and participate in no less than three networking groups. Obtain referrals from all my new customers.

2) Lead Generation: Qualify prospects and produce quality leads for sales representatives (cold calling, land pad follow up, Marketing campaigns)

3) Customer Care Attend to all customer complaints in an effective and efficient manner

4) Negotiation Skills To negotiate the terms of an agreement and closing sales efficiently and smoothly 5) Customer Retention To optimize retention of existing business by maintaining at least an 95% of customers 6) Product Knowledge Remain informed and up to date with regards to Industry related news, Opposition activity, product knowledge and continuously strive to develop own skills and knowledge in order to perform optimally

Key Result Areas with Corresponding Critical Behavior:

Key Result Areas New Business Acquisition Corresponding Critical Behavior Communication Skills, Social Networking, Decision Making Market Research, Convincing, Initiative and Risk Taking, Quality and Result Orientation Problem Solving, Judgment, Responsiveness to Internal and External Customers, Politeness, Helpful, Apologetic (if there is something wrong) Communication and Influence, Flexibility, Listening, Research, Assertive.

Lead Generation

Customer Care

Negotiation Skills

Customer Retention

Honesty

and

Integrity, Loyalty,

Customer Relationship

Satisfaction,

Building, Empathetic Product Knowledge Continuous Learning, Presentation

The Process that the Organization will follow for a High Potential Development for Bhavna:

High Potential Development Plan:

Objective is to identify and develop high-potential talent in sales, marketing and operations. High potential assessment is an important process of an organization especially for the purpose of employees for future strategic positions and roles. Next step is development of these high potential employees. Talent is found at all levels of the organization i.e. at junior or senior levels. Development of these high potential is essential for future performance and business. High Potential Development Program also gives top talented managers the skills and strategies they need to handle the challenges related to moving into new and increasingly complex management roles and responsibilities.

We define high-potential talent as an area sales manager ( bhavna) who is assessed as having the ability, organizational commitment, and motivation to rise to and succeed in more senior positions in the organization. The process by which a development plan is done is given below:

The organizations potential development plan for Bhavna is as follows:

A. On the job: Project work Critical incident analysis On-the-job debriefs Acting in higher duties. B. Relationships: Coaching Mentoring Networking Alumni associations. C. Self-study: Reading books about the sales and its operations Internet/library research Courses Online courses Conferences D. Other options: Case studies Study groups Debates (about the issues faced by the sales executives etc) Online communities, team sites, social networks.

The tools that the Organization will use to Identify and Measure High Potential Talent:
1. Defining the Purpose: Objective of the Department: To develop high-potential talent in sales operations. The reason for the objective is because emergence of new competitors in the market and to reduce the attrition rate and identify the higher performance 2. Creating Performance Measures: a. Annual employee-engagement scores. b. Number of developmental milestones achieved versus plan at years three, five and seven. c. Time between promotions and standard norms.

3. Build the Blueprint: The Blue print is the plan and the process which the organization will follow to identify the high potential among the employees

Identify the Training:

Training and development -- or "learning and development" as many refer to it now -- is one of the most important aspects of our lives and our work. (Many people view "training" as an activity that produces the result or outcome of "learning" -- and learning is typically viewed as new knowledge, skills and competencies or abilities.) In our culture, we highly value learning. Yet, despite our having attended many years of schooling, many of us have no idea how to carefully design an approach to training and development. This topic provides an extensive range of information about training and development, including depicting how the many aspects of training and development relate to each other. Also, explains how training and development can be used, informally or formally, to meet the nature and needs of the reader. Training Need Analysis:
Training need arises when there is a gap identified between the existing action and the required action. To bridge the gap training is given. Any organization, in order to motivate its employees does a performance appraisal every year, in this if a employee fails to perform, the organization analyzes and evaluates his work and identify his requirement, once identified the employee will be put through the training so that the employee performs better next time. In other words Training needs is the shortage of skill or abilities which could be reduced or eliminated by means of training and development. It hinders employees in the fulfillment of their job responsibilities or prevents an organization from achieving its objectives. They may be caused by lack of skills, knowledge or understanding or arise from the change in the workplace. The purpose of a training needs assessment is to identify performance requirements or needs within an organization in order to help direct resources to the areas of greatest need, those that closely relate to fulfilling the organizational goals and objectives, improving productivity and providing quality products and services.

:Objectives of Sales Training Program:

Before we go ahead and analyze possible training needs for the Area sales Managers, let us discuss their required skill set and competencies.

Functional Training Needs (Knowledge) *T A (Target Competency Level minus Actual Competency Level on a Scale of 1 10) *Training requirement will be based on the significant effect of Competency on Job performance.

Functional Training Needs (Knowledge)

S TRAINING COMPETENCY COMPETENC . DESCRIPTION YN . 1 Customer . Relationship Management Involves high focus on the customer driven approach, requiring use of tools and systems orientated to a complete multi-level customer analysis, including purchase attitude and techniques capable of anticipating customer behavior. GAP ANALY SIS (T-A) 5. 5 TRAINING REQUIRED

Training on these concepts shall be delivered by using case study analysis which will help a store manager to understand the trend the past results of various decisions taken by organizations with in the same domain as ABC.

2 Staff . Management

Comprehensive overview of the Sales management. Focus on Selection ,Job Rotation Team Management.

4. 5 Training by subject matter expert will be given to gain clarity of concepts for a week, followed by a written assessment. 5

3 Accounting .

Should possess the knowledge of accounting that will be used in sales management. Skills regarding P & L management and Break Even Analysis will be added advantage. Complete overview of the principal variables of the operational marketing, adapted to the different levels of the distribution structure. Subsequently, the role deepens to all the different issues related to sales executives. Also provides further the knowledge of Sales Management,

4Marketing Mix & Sales Operation

3. 5

Training on these concepts shall be delivered by using Case study analysis which will help a sales manager to understand the trend and the past results of various decisions taken by organizations with in the same domain as BRC Securities.

Trend Analysis Supply Chain management

Behavioral Training Needs (Attitude) S TRAINING . COMPETEN N CY . 1 Job Knowledge Orientation COMPETENCY DISCRIPTION GAP ANALYS IS 5.5 TRAINING REQUIRED

Good understanding of a sales environment a proactively seeks to understand competition Aware of the business, able to spot opportunities ,diminishes risks and has a drive for great result Considers risks and impact on brand, customer service, sales and profit Understands numbers and builds plans to improve/develop performance Understands Profit &Loss

The sales manager will be assigned with multiple projects focusing on enhancing the

account 2 Team Management Positively challenges and support the team and manages good and poor performance Drives sales through maximizing team performance Thrives on being part of a winning team and able to motivate a team Respects and listens to colleagues to improve performance Encourages all colleagues to have a can do approach, with a desire to be the best Coaches and motivates the team to change behaviors 3.5

Task Management

Maintain staff standards, in line with company policies, including accurate records and integrity of reporting Ensure adherence to sales and quality processes with respect to customer availability, standards and

4.5

specific traits as mentioned for BRC Securities. It will be required by the sales managers to perform the assigned tasks on the job which will improve the business as well as will help learn about the various dimensions of providing securities broking and advisory services of markets companies . , along with creating a database for the new processes introduced. The project type will vary as per locations assigned for the Sales Manager.

pricing. Accountable for maintaining up to date knowledge of all sales operational processes and communicating to the Sales Managers/team where appropriate Ensure clarity amongst sales team in relation top management expectations, sales and KPI performance and other issues as appropriate. Oversee the daily and weekly task management of colleagues as appropriate and ensure HO intranet to do list is completed daily Ensure there is no delay or casual approach in all Its staff members whilst performing their Job every day. Ensure monthly review is open and accurately shared with each member to ensure regular monitoring and effectiveness.

Customer Orientation

creates a service driven environment by focusing customers A strong communicator, able to provide clear messages, as well as having the ability to listen

Result Orientation

Leads by example in all aspects of the role Self-motivated and resilient Good attention to detail Creates short and long terms plans Proactive and able to use initiative with a common sense approach to solving problems Has a fast moving can do attitude

4.5

Annual Training Plan:

It is essential to first conduct an appropriate organizational assessment to identify the priority training needs of employees in relationship to the organizations goals. This assessment need not be complex or time consuming, but it should be based on rational data about the current competencies of the staff as well as knowledge of the priority goals of the organization. Once the needs are identified, it is important to develop an annual training plan and get agreement from the executive director and senior management for its implementation.

Goals of a Training Plan:

1. To link training with the priority goals of the organization. 2. To identify the specific training activities and the employee target group(s) . 3. To realistically plan for resources needed 4. To get agreement from management to support their employees participation 5. To support the career development needs of employees

ANNUAL TRAINING PLAN FOR BRC SECURITIES

S.NO. 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12.

MONTH July August Septembe r October

YEA R 2013 2013 2013 2013

TRAINING MODULE Organizational Behavior -Bangalore Training in accordance to the Area Sales market Understanding of the Market economy. Marketing strategies and Quality standards Basic of Sales Parameters Consumer Behavior Understanding of the visual marketing and inventory control Corporate Ethics Customer Service Business Etiquettes Grievance Handling Negotiation Skills

VENUE Bangalore Bangalore Bangalore Bangalore Bangalore Bangalore Bangalore Bangalore Bangalore Bangalore Bangalore Bangalore

November 2013 December 2013 January February March April May June 2014 2014 2014 2014 2014 2014

Formats for the assessing the effectiveness of Training Execution & Evaluation:
Why Measure Training Effectiveness? Measuring the effectiveness of training programs consumes valuable time and resources. As we know all too well, these things are in short supply in organizations today. Why should we bother? Many training programs fail to deliver the expected organizational benefits. Having a well-structured measuring system in place can help you determine where the problem lies. On a positive note, being able to demonstrate a real and significant benefit to our organization from the training we provide can help us gain more resources from important decision-makers. Consider also that the business environment is not standing still. Our competitors, technology, legislation and regulations are constantly changing. What was a successful training program yesterday may not be a cost-effective program tomorrow. Being able to measure results will help us adapt to such changing circumstances.

The Kirkpatrick Model:

The most well-known and used model for measuring the effectiveness of training programs was developed by Donald Kirkpatrick in the late 1950s. It has since been adapted and modified by a number of writers; however, the basic structure has well stood the test of time. The basic structure of Kirkpatrick's four-level model is shown here.

Kirkpatrick Model for Evaluating Effectiveness of Training Programs:

Level 4 - Results What measurable organizational benefits resulted from the training in terms such as productivity, efficiency and sales revenue? Level 3 - Behavior To what extent did participants change their behavior back in the workplace as a result of the training? Level 2 - Learning To what extent did participants improve knowledge and skills and change attitudes as a result of the training? Level 1 - Reaction To what extent did the participants find the training useful, challenging, well-structured, organized, and so on? An evaluation at each level answers whether a fundamental requirement of the training program was met. It's not that conducting an evaluation at one level is more important that another. All levels of evaluation are important. In fact, the Kirkpatrick model explains the usefulness of performing training evaluations at each level. Each level provides a diagnostic checkpoint for problems at the succeeding level. So, if participants did not learn (Level 2), participant reactions gathered at Level 1 (Reaction) will reveal the barriers to learning. Now moving up to the next level, if participants did not use the skills once back in the workplace (Level 3), perhaps they did not learn the required skills in the first place (Level 2).

The difficulty and cost of conducting an evaluation increases as we move up the levels. So, we will need to consider carefully what levels of evaluation we will conduct for which programs. We may decide to conduct Level 1 evaluation (Reaction) for all programs, Level 2 evaluations (Learning) for "hard-skills" programs only, Level 3 evaluations (Behavior) for strategic programs only and Level 4 evaluations (Results) for programs costing over $50,000. Above all else, before starting an evaluation, be crystal clear about our purpose in conducting the evaluation.

Using the Kirkpatrick Model:

How do we conduct a training evaluation? Here is a quick guide on some appropriate information sources for each level. Level 1 (Reaction) completed participant feedback questionnaire informal comments from participants focus group sessions with participants Level 2 (Learning) pre- and post-test scores on-the-job assessments supervisor reports Level 3 (Behavior) completed self-assessment questionnaire on-the-job observation reports from customers, peers and participant's manager Level 4 (Results) financial reports quality inspections interview with sales manager

When considering what sources of data we will use for our evaluation, think about the cost and time involved in collecting the data. Balance this against the accuracy of the source and the accuracy we actually need. Will existing sources suffice or will we need to collect new information?

Think broadly about where we can get information. Sources include: hardcopy and online quantitative reports production and job records interviews with participants, managers, peers, customers, suppliers and regulators checklists and tests direct observation questionnaires, self-rating and multi-rating Focus Group sessions

Once we have completed our evaluation, distribute it to the people who need to read it. In deciding on our distribution list, refer to our previously stated reasons for conducting the evaluation. And of course, if there were lessons learned from the evaluation on how to make our training more effective, act on them!

:TRAINING BUDGET:

Basically a budget generally refers to a list of all planned expenses. We can then infer from this definition that a training budget is a list of expenses for training programs identified from the training needs analysis (TNA) exercise. It is usually prepared annually for management to have an idea on how much will be required for training during the financial year and for the overall corporate budget. It can also be prepared quarterly or as requested by management. As a training and development manager, we are responsible for developing a training budget that can demonstrate to senior management a good return on investment (ROI) for our company. To prove that the company has a good ROI, we need to show the link between employees' educational proficiency and corporate earnings. Start by outlining the total cost of the training program and assessing the potential benefits to our organization. The budget must fund training that is both in line with our organization's requirements and adequate for our employees' needs. Next, assess how many people need the training and the type of training that would benefit them. After we complete the needs assessment, it's a good idea to compare several implementation plans and to determine the most cost-effective plan. Finally, develop our budget. By using an ROI approach to develop our training budget, and by comparing various scenarios to determine the most cost-efficient method of delivering a training program, we are more likely to win the support necessary to implement our program.

Training Costs can include:

a - Contracted, external trainers b - Honoraria for speakers c - Materials development d - Food/lodging e - Transportation f- Social/miscellaneous

Bibliography

- http://www.citehr.com/442610-releiving-no-dues-offer-letter-format.html#1999040 -http://www.citehr.com/387171-list-format-joining-documents.html#ixzz2TFsJrYJG -sites.google.com/site/humanresourcesite -www.hrmarketer.com/community -www.helixesg.com