2012年9月18日星期二

chicago #31 blue jersey

chicago #31 blue jersey -

You are a responsible employer, you have a background screening program in place to protect yourself against negligent hiring lawsuits and ensure that you are hiring the right individuals. You are aware that you need to stay in compliance with the FCRA and get release forms signed by your applicants before running a background check on them. What you may not know is that there a rules in chicago #31 blue jersey place to protect the rights of the applicant when rejecting them due to something found on their background check.


When you decide not to hire an applicant based on the results of a background check this is called an Adverse Action. The FCRA, (Fair Credit Reporting Act) has steps in place to protect an applicant against unfair adverse action. As an employer, when you decide not to hire an individual based on their background check you must provide them with a copy of their background check along with an Adverse Action Letter. There are three primary goals of the Adverse Action Letter.? The Adverse Action Letter provides your applicant with notice of your decision, gives the name and contact information of the pre-employment screening background screening company you used to conduct the background check and lets the applicant know they have the right to dispute the records found in the background check if they wish to do so by contacting the background screening company and asking them to rerun the check. ?The Adverse Action Letter will also provide the applicant with a list of their rights under the Fair Credit Reporting Act and explains the process if they wish to go ahead and dispute any inaccurate information.

The chicago #31 blue jersey Adverse Action Letter is an important step in the process of declining an applicant and ensures that you are in compliance with the FCRA. It is the applicant’s right to have the opportunity to dispute any inaccurate information. If the applicant should go ahead and dispute records found on their background check and an inaccuracy is found, you as the employer must look at the new background check with a “fresh set of eyes” and consider the applicant for the position based on the new information.

Your background screening company should offer an Adverse Action Letter that you can use when declining applicants based on their background check results. They chicago #31 blue jersey should also help you with the dispute process and answer any question you may have regarding complying with the applicants rights under the FCRA.

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chicago #31 jersey -

Online payroll systems have become a hit among small business owners. Every small-business owner is looking for a reliable service provider that can offer amazing features at an affordable price. However, businesses make few mistakes while choosing online payroll service provider. Some of the common mistakes are listed down to help businesses make wise selection:



    Choosing Solely On Price: It is understood that small-business owner looks for a service provider that can provide payroll services at an affordable price. However, it is not wise to select a service provider solely on price. It is important to look for the features they offer before making the selection.
    Skipping Online Guiding Videos: chicago #31 jersey If you are not comfortable in watching the online guiding videos, it may not be easy to use their service too. You must give attention to their working procedures to understand the minutest details of the product to make the best use of it.
    Trusting The Company without Research: A proper research about the company is very much required to ensure that they will meet their promises made at the time of selling their services. A better way to find out is by checking the ranking on BBB website where all the details related to unresolved consumer complaints are registered.
    Not Bothering to Ask for Price Quotes: You can find the most affordable company by asking for price quotes for comparison. If you think only requesting for price quotes is a waste of time, you will never be able to find out the company that can make your payroll effective and efficient at the same time.
    Assuming All Payroll Software Are Similar: Different types of payroll software have certain features that make them different from others. It is important to identify your needs well in advance so that you can be sure that payroll software will be able to meet your specific business requirements.
    Spending A lot: Even though chicago #31 jersey payroll outsourcing proves to be an affordable option, you must still have a look at the prices to avoid spending chicago #31 jersey too much on the payroll company. You must compare the price with the services offered to ensure cost-effectiveness in the solution.
    Not having complete knowledge about the company: Usually, the expectations are that the payroll system will calculate the payroll timely and accurately. However, it is important to know whether the system is secure, simple and user-friendly. If it fails to help the user to reach at the desired location, it will not be able to serve its purpose completely.

Once you keep all the mistakes in mind, you will not make a wrong decision in selecting an online payroll company.

cubs #31 blue jersey

cubs #31 blue jersey -

Dealing with Mediocre, Difficult & Brilliant people?

"Dealing with people is probably the biggest problem you face, especially if you are in business. Yes, and that is also true if you are a housewife, architect or engineer." ? Dale Carnegie.

Dealing with people at work place has always been difficult and to get them cubs #31 blue jersey work towards results has always been a daunting task for the managers. But this cubs #31 blue jersey is precisely what the managers have been hired for. Every organization has people at different levels and in unison with the other departments converts their sectional / departmental goals into organizational goals. The people who are hired / recruited / selected come from different backgrounds, caste, creed, culture with a mind set and belief of their own. Human beings are not machines and they need an entirely a different software to deal with. In other words, human beings are imperfect and one should know how to deal with people who are imperfect. They are creatures of emotions and dealing with them requires enormous amount of man management skills and tons & tons of patience and perseverance. A particular word uttered by the HR might motivate or de-motivate depending upon the context in which it is being used. If an employee has decided not to really contribute anything significant on a given day, it is a challenge for the department of HR to make him understand and play the role for which he is being recruited. He has to diagnose, administer and remove the choke up points or blocks which prevent an incumbent from discharging his functions to his optimum level. An HR Manager is a Man Manager and to be a successful HR, he needs to passionately understand the entire gamut of people's behavior pattern in their work place.?

Thus, it is a challenge for the department of HR to maintain and get the cubs #31 blue jersey best behavior patterns from all its employees and maintain / continue / upgrade / outlive the same consistently for years. Getting the best out of each and every employee is an acid test for any HR. If that is not easy it is not easy either to deal with people who are mediocre, difficult and brilliant people. Let us understand how to deal with these kinds of people in the work place.?

Mediocre People?

Every organization has a definite& distinct percentage of employees who can be termed as mediocre. They are extremely ordinary, average, second rate, middle of the road employees with a very minimal contribution coming out from them. ?The main job of a manager is to develop people and with that job in hand; he has to pull out some weeds, too.?

How Mediocre People Affect the Workplace

Mediocre people affect the section / department's productivity on all levels. Mediocre people waste valuable time and energy of others by not being focused. Ask yourself: Is this person wasting his time, other people's time and the company's time, money or resources? A mediocre person can diminish energy, enthusiasm and initiative in the workplace causing harm in the in the section / department. Poor communication in terms of oral and writing causes a lot of resentment amongst members. Mediocre people are everywhere. It's better to understand and learn to cope up with them.?????

Understanding Mediocre People?

Understand them and their limitations. Avoid conflicts and get the best out of them. As a manager, it is extremely essential to identify certain traits in mediocre people and learn ways to manage them without being distracted from your organizational goals. Knowing their limitations does not mean that he or she has nothing to contribute. Get them to contribute daily and regularly. Assign him job by knowing his strengths. Let the channel of communication be open and make sure that the mediocre employee feels at ease communicating about the problems on the job. Help him to gain the momentum.

How to Handle Mediocre People

Implement a system of constructive criticism so that the small problems can be addressed and corrected before they become major problems. Give feedback to these employees so that their progress can be monitored and changes or improvements if any can be encouraged. Respect can go a long way. Respect them as an employee of an organization. Reprimand them, correct them. Use firing as a last resort. Separate the problem from the person. Give positive feedback in public, but give reprimands in private.

cubs #31 jersey

cubs #31 jersey -

Business is marked in the minds of every individual as a very formal way of working and earning money. Although this is the generally held belief, many people no longer wear the traditional suit and tie to work. They would rather wear smart casual clothing, as it is known. Business owners are now accepting a more relaxed way of dressing from their employees. For instance, many dominant and famous companies today display an environment that is filled with fun and positive impressions exhibited by workers with open minds. cubs #31 jersey This is where card printing comes in. It allows the company to remain safe and secure and to easily determine who is an employee, regardless of dress. Here are some of the other things that an ID card printer can do to the world of business.


Good Image for the Business


It is well known that the generally held image of the company is based on the status of their workers and the business it operates. It shows the overall standing and condition of the organisation. The image of the company image could make or break their reputation. A positive image enhances the chances of the business to thrive. Consumers trust products that are made by companies with excellent reputations. And when a consumer feels right cubs #31 jersey about a certain product, they buy it.? The more the consumers buy their products, the higher the rating of the company. This will therefore result in a very successful company and business.


Unique and colourful logos on cards cubs #31 jersey and lanyards can improve the reputation and image of a business. This can only be done with card printing. Card printers are very easily available today. The software within the card printers can create very unique and stylish designs. Personalised, branded ID cards and lanyards that have wonderful coloured logos of their companies reflect a positive image on those who see them. Employees will enjoy wearing them and see them as a bonus rather than a drab sign of uniform.

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chicago cubs #31 blue jersey - History

Main article: History of the oil shale industry

A.C. Kirk's retort, used in the mid-to-late 19th century, was one of the first vertical oil shale retorts.

A number of shale oil extraction technologies have evolved over a period of time. In the 10th century, a method of extracting oil from "some kind of bituminous shale" was described by the Arabian physician Masawaih al-Mardini (Mesue the Younger). The first shale oil extraction patent was granted by the British Crown in 1694 to three people who had "found a way to extract and make great quantities of pitch, tarr, and oyle out of a sort of stone". Modern industrial extraction of shale oil originated in France with the implementation of a process invented by Alexander Selligue in 1838 and about a decade later in Scotland by implementation of the process invented by James Young. During the late 19th century, shale oil extraction plants were built in Australia, Brazil, Canada, and the United States. The 1894 invention of the Pumpherston retort (also known as the Bryson retort) marked the separation of oil shale industry from the coal industry.

China (Manchuria), Estonia, New Zealand, South Africa, Spain, Sweden, and Switzerland began extracting shale oil in the early 20th century. However, crude oil discoveries in Texas during the 1920s and in the Middle East during mid-century brought most oil shale industries to a halt. In 1944, the United States restarted shale oil extraction as part of its Synthetic Liquid Fuels Program. These industries continued until oil prices fell sharply in the 1980s. The last oil shale retort in the United States, operated by Unocal Corporation, closed in 1991. The United States' oil-shale development program was restarted in 2003, followed by a commercial leasing program in 2005 permitting the extraction of oil shale and oil sands on federal lands in accordance with the Energy Policy Act of 2005.

As of 2009[update], shale oil extraction is in operation in Estonia, Brazil, and China. While, Australia, U.S. and Canada have tested shale oil extraction techniques with demonstration projects and are planning implementation on a commercial basis, Morocco and Jordan are also planning to start shale oil production. Only four technologies are in commercial use; namely Kiviter, Galoter, Fushun, and Petrosix.

Process principle

Overview of shale oil extraction

Shale oil extraction process decomposes oil shale and converts kerogen in oil shale into shale oil petroleum-like synthetic crude oil. The process is conducted by pyrolysis, hydrogenation, or thermal dissolution. The most common extraction method is pyrolysis (also known as retorting). In this process, oil shale is heated until its kerogen decomposes into vapors of a condensable shale oil and non-condensable combustible oil shale gas. Oil vapors and oil shale gas are collected and cooled, causing the shale oil to condense. In addition, oil shale processing produces spent shale, which is a solid residue. Spent shale may contain char (some authors use the terms coke residue or semi-coke instead of char) carbonaceous residue formed from kerogen. Depending on the exact composition of oil shale, other useful by-products are also generated during this process. These include ammonia, sulfur, aromatic compounds, pitch, asphalt, and waxes. The efficiency of extraction processes is often evaluated by comparing their yield to the results of a Fischer Assay performed on a sample of the shale.

Pyrolysis is an endothermic process that requires an external source of energy. Most technologies use other fossil fuels such as natural gas, oil, or coal to generate heat, but various experimental methods have used electricity, radio frequency, microwaves, or reactive fluids for this purpose. By-products of the retorting process such as oil shale gas and char may be burned as an additional source of energy and the heat contained in spent oil shale and oil shale ash may be reused to pre-heat the raw oil shale.

The temperature at which perceptible decomposition of oil shale occurs depends on the time-scale of the process. In ex situ retorting processes, it begins at 300?C (570?F) and proceeds more rapidly and completely at higher temperatures. The rate of decomposition is the highest when the temperature ranges between 480?C (900?F) and 520?C (970?F). The ratio of oil shale gas to shale oil generally increases along with retorting temperatures. For a modern in situ process, which might take several months of heating, decomposition may be conducted at temperatures as low as 250?C (480?F). Temperatures below 600?C (1,110?F) are preferable, preventing the decomposition of lime stone and dolomite in the rock and thereby limiting carbon dioxide emissions and energy consumption.

Hydrogenation and thermal dissolution (reactive fluid processes) extract the oil using hydrogen donors, solvents, or a combination of these. Thermal dissolution involves the application of solvents at elevated temperatures and pressures, increasing oil output by cracking the dissolved organic matter. Different methods produce shale oil with different properties.

Classifications

Industry analysts have created several classifications of the methods by which hydrocarbons are extracted from oil shale.

By process principles: Based on the treatment of raw oil shale by heat and solvents the methods are classified as pyrolysis, hydrogenation, or thermal dissolution.

By location: A frequently used distinction considers whether processing is done above or below ground, and classifies the technologies broadly as ex situ (displaced) or in situ (in place). In ex situ processing, also known as aboveround retorting, the oil shale is mined either underground or at the surface and then transported to a processing facility. In contrast, in situ processing converts the kerogen while it is still in the form of an oil shale deposit, following which it is then extracted via oil wells, where it rises in the same way as conventional crude oil.

By heating method: The heating methods used to decompose oil shale may be classified as direct or indirect. While methods that burn materials or insert heat carriers within the retort are classified as direct, methods that conduct heat through retort walls are described as indirect. As of 2009, most of the commercial retorts in operation or under development are direct heating retorts. Another classification is based upon whether the heat is delivered by solids (hot recycled solids methods) or gases. In principle, it is less expensive to deliver heat using solids, especially those already heated by the shale's pyrolysis, as is the case when spent shale particles are used.

By retort style: Based on the materials and methods used to heat the oil shale to an appropriate temperature, its processing technologies have been classified into internal combustion, hot recycled solids, wall conduction, externallyenerated hot gas, reactive fluid, and volumetric heating methods. There are many possible realizations and combinations of these methods, which are summarized in the table shown below. Some processing technologies are difficult to classify due to their unique methods of heat input (e.g. ExxonMobil Electrofrac) or due to limited information.

Classification of processing technologies by heating method and location (according to Alan Burnham)

Heating Method

Above ground (ex situ)

Underground (in situ)

Internal combustion

Gas combustion, NTU, Kiviter, Fushun, Union A, Paraho Direct, Superior Direct

Occidental Petroleum MIS, LLNL RISE, Geokinetics Horizontal, Rio Blanco

Hot recycled solids

(inert or burned shale)

Alberta Taciuk, Galoter, Lurgi-Ruhrgas, TOSCO II, Chevron STB, LLNL HRS, Shell Spher, KENTORT II

-

Conduction through a wall

(various fuels)

Pumpherston, Hom Tov, Fischer Assay, Oil-Tech, EcoShale In-Capsule Process, Combustion Resources

Shell ICP (primary method), American Shale Oil CCR, IEP Geothermic Fuel Cell Process

Externally generated hot gas

PetroSIX, Union B, Paraho Indirect, Superior Indirect, Syntec process (Smith process)

Chevron CRUSH, Petro Probe, MWE IGE

Reactive fluids

IGT Hytort (high-pressure H2), donor solvent processes, Chattanooga fluidized bed reactor

Shell ICP (some embodiments)

Volumetric heating

-

IIT Research Institute, Lawrence Livermore National Laboratory, and Raytheon radiofrequency processes, Global Resource microwave process, Electro-Petroleum EEOP

By raw oil shale particles' size: The various ex situ processing technologies may be differentiated by the size of the oil shale particles that are fed into the retorts. As a rule, oil shale "lumps" varying in diameter from 10?millimeters (0.4?in) to 100?millimeters (3.9?in) are used in internal hot gas carrier technologies, while oil shale that has been crushed into particulates less than 10?millimeters (0.4?in) in diameter are used in internal hot solid carrier technologies.

By complexity of technology: In situ technologies are usually classified either as true in situ processes or modified in situ processes. True in situ processes do not involve mining or crushing the oil shale. Modified in situ processes involve drilling and fracturing the target oil shale deposit to create voids for the improved flow of gases and fluids through the deposit, thereby chicago cubs #31 blue jersey increasing the volume and quality chicago cubs #31 blue jersey of the shale oil produced.

Ex situ technologies

Internal combustion

Internal combustion technologies burn materials (typically char and oil shale gas) within a vertical shaft retort to supply heat for pyrolysis. Typically raw oil shale is fed into the top of the retort and is heated by the rising hot gases, which pass through the descending oil shale, thereby causing decomposition. Shale oil vapors and evolving gases are then moved to a condensing system. Condensed shale oil is collected, while non-condensable gas is recycled and used to carry heat. In the lower part of the retort, spent oil shale is heated to about 900?C (1,650?F) to burn off the char. Recycled gas enters the bottom of the retort and cools the spent oil shale. The Union and Superior multimineral processes depart from this pattern. In the Union process, oil shale is fed through the bottom of the retort and a pump moves it upward. In the Superior multimineral process, oil shale is processed in a horizontal segmented doughnut-shaped traveling-grate retort.

These processes are thermally efficient, since much of the carbon within the shale is burnt, and can achieve 80-90% of Fischer assay yield. Two well-established shale oil industries use internal combustion technologies: Kiviter process facilities have been operated continuously in Estonia since the 1920s, and China's Fushun Mining Group, a world leader in shale oil production, operates Fushun process facilities. Their product streams, however, are diluted by combustion exhaust.

Hot recycled solids

Hot recycled solids technologies deliver heat to the shale via solid particlesypically oil shale ash. These technologies usually employ rotating kiln retorts, fed by fine oil shale particles generally having a diameter of less than 10?millimeters (0.4?in); some technologies use particles even smaller than 2.5?millimeters (0.10?in). The particles are heated in a separate chamber or vessel, advantageously preventing the dilution of oil shale gas with combustion exhaust.

In the Galoter process, the spent oil shale is burnt in a separate furnace and the resulting hot ash is mixed with oil shale particles to cause decomposition. chicago cubs #31 blue jersey This process and its modified version, Enefit, have been used in Estonia's Narva Oil Plant for several decades. The TOSCO II process uses hot shale ash and ceramic balls heated by contact with the ash. The distinguishing feature of the Alberta Taciuk process (ATP) is that the entire process occurs in a single rotating multihamber horizontal vessel. An ATP plant extracted 1.5?million barrels (238.4809410^3?m3) of shale oil between 2000 and 2005 at the Stuart Oil Shale Plant, but is now being dismantled.

Alberta Taciuk Processor retort

Conduction through a wall

These technologies transfer heat to the oil shale by conducting it through the retort wall. The shale feed usually consists of fine particles. Their advantage lies in the fact that retort vapors are not combined with combustion exhaust. The Combustion Resources process uses a hydrogenired rotating kiln, where hot gas is circulated through an outer annulus. The Oil-Tech staged electrically heated retort consists of individual inter-connected heating chambers, stacked atop each other. Its principal advantage lies in its modular design, which enhances its portability and adaptability. The Red Leaf Resources EcoShale In-Capsule Process combines surface mining with a lower-temperature heating method similar to in situ processes by operating within an earthen impoundment structure. Inside the impoundment, a hot gas circulated by parallel pipes heats the oil shale rubble. As the impoundment could be constructed in the empty space created by mining, it allows rapid reclamation of the topography.

Externally generated hot gas

In general, externally generated hot gas technologies are similar to internal combustion technologies in that they also process oil shale lumps in vertical shaft kilns. Significantly, though, the heat in these technologies is delivered by gases heated outside the retort vessel, and therefore the retort vapors are not diluted with combustion exhaust. The Petrosix process, used at the world's largest operational surface oil shale pyrolysis retort in So Mateus do Sul, Paran, Brazil, employs this technology.

Reactive fluids

Reactive fluid technologies are suitable for processing oil shales with a low hydrogen content. In these technologies, hydrogen gas (H2) or hydrogen donors (chemicals that donate hydrogen during chemical reactions) react with coke precursors (chemical structures in the oil shale that are prone to form char during retorting but have not yet done so). The reaction roughly doubles the yield of oil, depending on the characteristics of oil shale and process technology.

Reactive fluids technologies include the IGT Hytort (high-pressure H2) process, donor solvent processes, and the Chattanooga fluidized bed reactor. In the IGT Hytort oil shale is processed in a high-pressure hydrogen environment. The Chattanooga process uses a fluidized bed reactor and an associated hydrogen-fired heater for oil shale thermal cracking and hydrogenation.

In situ technologies

In situ technologies heat oil shale underground by injecting hot fluids into the rock formation, or by using linear or planar heating sources followed by thermal conduction and convection to distribute heat through the target area. Shale oil is then recovered through vertical wells drilled into the formation. These technologies are potentially able to extract more shale oil from a given area of land than conventional ex situ processing technologies, as the wells can reach greater depths than surface mines. They present an opportunity to recover shale oil from low-grade deposits that traditional mining techniques could not extract.

During World War II a modified in situ extraction process was implemented without significant success in Germany. One of the earliest successful in situ processes was the underground gasification by electrical energy (Ljungstrm method) process exploited between 1940 and 1966 for shale oil extraction at Kvarntorp in Sweden. Prior to the 1980s, many variations of the in situ process were explored in the United States. The first modified in situ oil shale experiment in the United States was conducted by Occidental Petroleum in 1972 at Logan Wash, Colorado. The newest technologies explore a variety of heat sources and heat delivery systems.

Wall conduction

Shell's freeze wall for in situ shale oil production was designed to separate the process from its surroundings

Wall conduction in situ technologies use heating elements or heating pipes placed within the oil shale formation. The Shell in situ conversion process (Shell ICP) uses electrical heating elements for heating the oil shale layer to between 650?F (340?C) and 700?F (370?C) over a period of approximately four years. The processing area is isolated from surrounding groundwater by a freeze wall consisting of wells filled with a circulating super-chilled fluid. Disadvantages of this process are large electrical power consumption, extensive water use, and the risk of groundwater pollution. The process, under development since the early 1980s, was tested at the Piceance Basin Mahogany Research Project. 1,700?barrels (270?m3) of oil were extracted in 2004 at a 30-by-40-foot (9.1 by 12 m) testing area.

American Shale Oil CCR Process

In the American Shale Oil CCR Process, superheated steam or another heat transfer medium is circulated through a series of pipes placed below the oil shale layer to be extracted. The system combines horizontal wells, through which steam is passed, and vertical wells, which provide both vertical heat transfer through refluxing of converted shale oil and a means to collect the produced hydrocarbons. Heat is supplied by combustion of natural gas or propane in the initial phase and by oil shale gas at a later stage.

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chicago cubs #31 jersey -

Did you know that over 150 million professionals are using LinkedIn? With such a huge network, chicago cubs #31 jersey LinkedIn has become one of the best platforms to discover, engage, contact and hire the best candidates. Here are a few ways you can use LinkedIn to gain real insights about your candidates and understand if they are the ‘one':


Profiles

A LinkedIn profile can say a lot chicago cubs #31 jersey about the candidate. Carefully browse through the current responsibilities and skills on the profile. Check the content and keywords that are used. Is it one of those fake profiles that is stuffed with keywords? Or is it a genuine one with real competence and expertise? Spelling or grammatical errors chicago cubs #31 jersey on the profile point out the carelessness of the candidate. ?


Contacts
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EFFECTIVENESS OF TRAINING

ABSTRACT

?This paper focus on Effectives of training. Training is the act of increasing the cubs blue jersey knowledge and skills of an employee for doing a specified job. cubs blue jersey This is done with a view to bring about improvement in an employee and thus enabling him to make his contribution in grater measure in meeting the goals and objective of the organization. Training remains as a key tool for enhancing job related performance and organization effectiveness, its value is being increasing acknowledge and changing the behavior and developing the skills, leading to performance growth.? Training is given to the employee and increasing productivity, improving the quality, fulfilling future needs, improvement organization climate and for obsolescence

INTRODUCTION????????????????????????????

????????? Employee training is an important sub-system of Human Resource Development Employee training is a specialized function and it is one the fundamental operative functions of Human Resource Management.

??????????? The area of industrial training which draws heavily on many Psychological Principles, has become increasingly important at all levels of organizational hierarchy in recent years. The training impacts new skills and old skills are enhanced, sharpened and refined.

??????????? Training is the art of increasing the knowledge and skills of an employee for doing a particular job. Training is a Planned Process to modify attitude, Knowledge, Skill, behavior etc., through learning to acquire effective performance in an activity on range of activities.

??????????? Training is a practical and initial necessity; it enables employees to develop and rise within the organization and increases their market value, earning power and job security.

??????????? Live investment in plant and machinery, equipments etc., an organization improves its effectiveness to a large extent by investing in its HR for developing their skill, efficiency and motivation. Investments in human capital are in the form of training and management development.

?

DEFINITIONS OF TRAINING

????????? According to stein Metz Lawrence.L. "Training is Short Term Process Utilizing the systematic and organized Procedure by which non-managerial Personnel learn technical knowledge and skills for a definite purpose".

According to Richard P.Calhoon., "The process of aiding employees to gain effectiveness in their present and future work".

??????????? According to Michael Armstrong, "The systematic development of the knowledge, Skills and attitudes required by an individual to perform adequately a given task or job". According to Dales S.Beach, "The organized procedure by which people learn knowledge and cubs blue jersey / or skills for a definite purpose".

MEANING OF TRAINING

????????? Training is increasing the knowledge and skill of the employee for doing a particular job. Training is a Planned Process to modify Attitude, Knowledge, Skill, behavior etc., through learning to acquire effective performance in an activity on range of activities. The Performance of Training is to develop the ability of an individual to satisfy current and future manpower needs.

Purpose of Training

?1. To increase quality and productivity

2.? To help company fulfill its future Personal needs

3.? To improve organizational climate

4. To improve health and safety of personnel

5. To address Personal growth and prevent obsolescence

6.? To develop innovativeness and creativity

7.To improve interpersonal communication, leadership and team????? work.

EFFECTIVENESS OF TRAINING

????????? Effectiveness means producing an intended result. The effectiveness of training is very important factor. It means how effective the Training Program.