The following essay was submitted to the Harvard MBA program by our client. The client was accepted to the program. Long Run Objective My long-run objective is to achieve a senior managerial position in a large multinational corporation that markets, or preferably manufactures, commodities. One of my highest aspirations is to be one of those who establishes, or significantly advances, such a corporation.
Care-Link is specialized in importing and distribution of pharmaceutical and healthcare related products. It is the local distribution agency for five leading global pharmaceutical manufacturers. While having a wide regional distribution span around the island in cities such as Kandy, Anuradhapura, Kurunegala, Galle, Ratnapura, Badulla and Negombo, the Care-Link head office is situated in the heart of Colombo.
The company employs over employees which comprise of medical representatives, sales representatives, Area sales managers, Brand managers, marketing communications manager, training manager and stores manager.
As mentioned above, Care-Link had been providing its employees with various types of trainings in-house, out-sources trainings as well as overseas trainings for which the training expenditure was quite high.
In comparison, in house training was done at a low cost since it was done by the manager himself even though it was limited to product training.
A new CEO is appointed who inquired about the high expenditure that been incurred. Justifying the high expenditure is the responsibility of the training manager who is facing difficulties in doing so due to certain weaknesses in his part of the job.
The has then taken the decision to meet employees personally to inquire about the effectiveness of training provided to them.
The CEO then realized that the training function of Care-link had not been done. My objective is preparing this documentation is to suggest possible action that can be taken to rectify the situation that had occurred at Care-Link.
As the consultant to the company the writer will be addressing the following issues: Identifying the possible issues that had caused a situation where the company is not able to justify the high expenditure incurred on training employees against their performance levels.
Asses the role of the training manager who is the responsible person in facilitating the training function at Care-Link. Importance of evaluating the skills of the employees required to perform well, which will in turn lead to organizational success as the company will then be conscious on its expenditure and the Return on Training.
Suggestions to get over the current situation and how training function can be done more meaningfully to the organization as well as make it more effective to the employees.VITEC is a leading worldwide end-to-end video streaming solutions provider for broadcast, military and government, enterprise, sports and entertainment.
In all of the tables in this document, both the pre NQF Level and the NQF Level is shown. In the text (purpose statements, qualification rules, etc), any references to NQF Levels are to the pre levels unless specifically stated otherwise. Published: Mon, 5 Dec The purpose of this paper is to critically evaluate the strategic decisions that have occurred over the corporate history of Nestle mentioned in the case and to what extent has Mergers and Acquisitions and Strategic Alliances played a role in NESTLE’s strategy in that period.
In this paper we will develop a company-wide development and training program. The training program will address the training needs for the; existing employee's, newly hired employee's, and the supervisors and directors/5(5). We work with businesses to help them recruit new staff and gain funding for a wide range of development programmes including Apprenticeships, Essential Skills and Management Training.
The fundamentals of determining needs assessment is based on three factors: organization analysis, person analysis and task analysis. Organization analysis is defined as a process for determining the appropriateness of training by evaluating the characteristics of the organization (Noe, Hollenbeck, Gerhert, Wright, page )/5(3).