Training and development officer:Job description

A training and development officer/manager handles the learning and professional development of an
organisation's workforce.
Trainers equip staff with the knowledge, practical skills andmotivation to carry out work-related tasks.
Training officers either deliver the training themselves or arrange for a third party trainer to do so.
Training and development officers help with the ongoing, long-term improvement of employees' skills,
enabling them to fulfil their potential within their organisation. Increasingly, training and development
officers are required to be strategic rather than reactive, assessing the skills and knowledge within an
organisation and determining what training is needed to grow and retain these skills.
Typical work activities
The nature of the training and development role is industry-specific, with the level of responsibility and
variety of activities dependent on the type and size of organisation. However, activities are likely to
include some or all of the following:
identifying training and development needs within an organisation through job analysis, appraisal
schemes and regular consultation with business managers and human resources departments;
designing and expanding training and development programmes based on both the
organisation's and the individual's needs;
considering the costs of planned programmes and keeping within budgets as assessing
the return on investment of any training or development programme is becoming increasingly
important;
working in a team to produce programmes that are satisfactory to all relevant parties in an
organisation, such as line managers, accountants and senior managers at board level;
developing effective induction programmes;
conducting appraisals;
devising individual learning plans;
producing training materials for in-house courses;
managing the delivery of training and development programmes and, in a more senior role,
devising a training strategy for the organisation;
monitoring and reviewing the progress of trainees through questionnaires and discussions with
managers;
ensuring that statutory training requirements are met;
evaluating training and development programmes;
amending and revising programmes as necessary, in order to adapt to changes occurring in
the work environment;
helping line managers and trainers solve specific training problems, either on a one-to-one basis
or in groups;
keeping up to date with developments in training by reading relevant journals, going to meetings
and attending relevant courses;
having an understanding of e-learning techniques, and where relevant, being involved in the
creation and/or delivery of e-learning packages;
researching new technologies and methodologies in workplace learning and presenting this
research.


Recruitment consultant:Job description
Recruitment
consultants are responsible for attracting candidates and matching them to temporary or
permanent positions with client companies. They work with client companies, building
relationships in order to gain a better understanding of their recruitment needs and
requirements.
Recruitment consultants attract candidates by drafting advertising copy for use in a wide range of
media, as well as by networking, headhunting and through referrals. They screen candidates,
interview them, do background checks and finally match them to their clients. Consultants also
provide advice to both clients and candidates on salary levels, training requirements and career
opportunities.
Typical work activities
Recruitment consultants provide a vital link between clients and candidates. The role is demanding
and diverse and involves:
using sales, business development, marketing techniques and networking in order to attract
business from client companies;
visiting clients to build and develop relationships;
developing a good understanding of client companies, their industry, what they do and their work
culture and environment;
advertising vacancies by drafting and placing adverts in a wide range of media, for example
newspapers, websites, magazines;
using social media to advertise positions, attract candidates and build relationships with
candidates and employers;
headhunting - identifying and approaching suitable candidates who may already be in work;
using candidate databases to match the right person to the client's vacancy;
receiving and reviewing applications, managing interviews and tests and creating a shortlist of
candidates for the client;
requesting references and checking the suitability of applicants before submitting their details to
the client;
briefing the candidate about the responsibilities, salary and benefits of the job in question;
preparing CVs and correspondence to forward to clients in respect of suitable applicants;
organising interviews for candidates as requested by the client;
informing candidates about the results of their interviews;
negotiating pay and salary rates and finalising arrangements between client and candidates;
offering advice to both clients and candidates on pay rates, training and career progression;
working towards and exceeding targets that may relate to the number of candidates placed, a
value to be billed to clients or business leads generated;
reviewing recruitment policies to ensure effectiveness of selection techniques and recruitment
programmes.




Human resources officer:Job description
Human resources (HR) officers develop, advise on and implement policies relating to the effective use
of personnel within an organisation. Their aim is to ensure that the organisation employs the right
balance of staff in terms of skills and experience, and that training and development opportunities are
available to employees to enhance their performance and achieve the employer's business aims.
HR officers are involved in a range of activities required by organisations that employ people,
whatever the size or type of business. These cover areas such as working practices,
recruitment
, pay, conditions of employment, negotiation with external work-related agencies, and
equality and diversity.
Typical work activities
An HR officer must have a clear understanding of their employer's business objectives and be able to
devise and implement policies which select, develop and retain the right staff needed to meet these
objectives.
The HR profession has undergone some changes in recent years. There has been some movement
away from staff welfare and administration-centred activities towards strategy and planning. HR
departments are now expected to add value to the organisation they support. The exact nature of the
work varies according to the organisation, but is likely to include:
working closely with departments, increasingly in a consultancy role, assisting line managers to
understand and implement policies and procedures;
promoting equality and diversity as part of the culture of the organisation;
liaising with a wide range of people involved in policy areas such as staff
performance and health and safety;
recruiting staff - this includes developing job descriptions and person specifications,
preparing job adverts, checking application forms, shortlisting, interviewing and selecting
candidates;
developing and implementing policies on issues such as working conditions, performance
management, equal opportunities, disciplinary procedures and absence management;
preparing staff handbooks;
advising on pay and other remuneration issues, including promotion and benefits;
undertaking regular salary reviews;
negotiating with staff and their representatives (for example, trade union officials) on issues
relating to pay and conditions;
administering payroll and maintaining employee records;
interpreting and advising on employment law;
dealing with grievances and implementing disciplinary procedures;
developing with line managers HR planning strategies which consider immediate and long-term
staff requirements;
planning, and sometimes delivering, training, including inductions for new staff;
analysing training needs in conjunction with departmental managers.



Career Paths in HR: Generalist vs. Specialist
Armed with all the information contained in this booklet, deciding how to choose between an HR
generalist and HR specialist career often depends not only on your personal preferences, but
also upon the nature and size of the organization. This section describes the generalist and
specialist roles to help you decide which path to follow. Information on where to find salary data
is included at the end of this section.
The Generalist
HR generalists have a broad spectrum of responsibilities: staffing the organization, training and
developing employees at all levels, managing a diverse workforce, maintaining a fair and
equitable compensation program, developing personnel policies and procedures, planning ways
to meet the human resource needs of the future, and ensuring that internal policies and
programs conform to all laws that affect the workplace. Entry-level generalist positions are often
titled human resource/personnel assistant and support the work of the whole department.
Examples of generalist job titles include HR business partner; HR generalist; HR department or
branch manager; chief HR officer; people services specialist or manager.
The Specialist
Larger organizations require specialists with technical knowledge and skills in specific areas of
human resource management.
The five most common areas of specialization are described here. Entry-level positions often fall
within these specialties. Opportunities in these areas are more likely to be found in larger
organizations.
Specialist Roles
1. Workforce Planning and Employment
The typical entry-level positions are often called interviewer or recruiter. The work includes
implementing the organizations recruiting strategy, interviewing applicants, administering
pre-employment tests, assisting with conducting background investigations, and processing
transfers, promotions and terminations. Examples of job titles in this specialty area are chief
talent manager or officer; recruiter; recruitment and retention specialist or manager; staffing
specialist or manager.
2. HR Development
The typical entry-level position may be a training or orientation/on-boarding specialist. The
work consists of conducting training sessions, administering on-the-job training programs,
evaluating training programs and maintaining necessary records of employee participation in
all training and development programs. Such training responsibilities may involve specific
fields such as sales techniques or safety programs. Career planning and counseling are
becoming increasingly important activities in this field, as are responsibilities for human
resource planning and organizational development. Examples of job titles in this specialty
area are trainer; employee development specialist or manager; leadership development
specialist or manager; organizational development (OD) specialist or manager.
3. Total Rewards
Entry-level positions are typically salary administrators, compensation analysts and benefits
administrators. Responsibilities in compensation include analyzing job duties, writing job
descriptions, performing job evaluations and job analysis, and conducting and analyzing
compensation surveys. Benefits professionals may develop detailed data analysis of benefits
programs, administer benefits plans and monitor benefits costs. They may be responsible for
oversight of vendors or partners to whom these functions have been outsourced. Example
job titles in this specialty area are compensation and administrative services specialist;
benefits analyst; compensation specialist or manager.
4. Employee and Labor Relations
Entry-level positions include labor relations specialist, plan personnel assistant or employee
relations specialist. In union environments, these positions involve interpreting union
contracts, helping to negotiate collective bargaining agreements, resolving grievances and
advising supervisors on union contract interpretation. In non-union environments, employee
relations specialists perform a variety of generalist duties and may also deal with employee
grievances, employee involvement or engagement programs and other employee relations
work. Examples of titles in this specialty area are performance management specialist,
manager or director; employee advocate; and manager of labor relations.
5. Risk Management
Safety specialists responsibilities include developing and administering health and safety
programs, conducting safety inspections, maintaining accident records, and preparing
government reports in order to maintain compliance obligations under the law. Security
specialists are responsible for maintaining a secure work facility to protect the organizations
confidential information and property, and the well-being of all employees. Employee
assistance program counselors and medical program administrators also work within this
function. Examples of titles in this specialty area are safety officer; risk management
specialist or manager; and OSHA manager.
Other specialists responsibilities dont fall neatly into one functional area. Human resource
information systems (HRIS) specialists manage the computerized flow of information and reports
about employees, their benefits and programs. Some specialists manage global HRa growing
specialty areawhile others concentrate on organizational development and meeting the
organizations needs for workers in the future. Still, others pursue HR consultancy or teaching
HR in an academic setting. Many options are available, depending on the area of HR that
interests you most.
Changing specialties within HR can also enhance career development possibilities; at some point
in your HR career, you may wish to pursue another area of interest within the field.
Salaries for HR Professionals
Salaries for HR professionals differ and are dependent upon many factors such as an
organizations size, economic activity, geographic location and profitability.
SHRMs Compensation Data Center
The Society for Human Resource Management, in collaboration with Watson Wyatt Data
Services, a recognized leader in global compensation surveys, brings you the SHRM HR
Compensation Data Center. The Center features information on salaries and salary ranges,
bonuses and other cash compensation, and total compensation for approximately 170 common
(and not-so-common) HR positions. As part of your SHRM membership, you can access five
popular positions for freeHR manager, HR generalist, compensation and benefits manager,
employment/recruiting representative and employee benefits administrato
- See more at:
http://www.shrm.org/communities/studentprograms/pages/careersinhrm.aspx#sthash.MlQp9maL
.dpufCareer Profile: What do Human Resource Managers do?
From recruitment to exit interviews, every step an employee takes
through a business can be guided by human resources managers.
Employees appreciate human resources managers for their ability to
communicate employee needs to management, and top management
values human resources managers for the part they play connecting
management and employees.
A few new careers have sprung from the original human resources career
profile. International human resources managers handle issues related to
foreign operations, and human resources information system specialists
work on the technical side of the field, processing information with
computer programs designed for human resources professionals.
A Day in the Life of a Human Resources Manager
Strategic planning and behind-the-scenes work are both large
components of the daily duties of human resource managers. They use
their personalized knowledge of a company's employees to
suggest policies and procedures to improve the work experience. Human
resources managers can also be in charge of health benefits and
retirement packages.
The exact duties of human resources managers depend on their job
description. Human resources generalists have more of a broad-based
knowledge of the company and its policies, while human resources
directors are more likely to hold greater responsibility and answer to top
management.
Human Resources Manager Training and Education
Many schools have degrees geared toward specific employment in human
resources. At the management level, an MBA or similar master's degree
may be preferred or required from hiring managers. Some schools also
offer master's
degrees in human resources
.
Typical coursework for human resources managers includes instruction in
staffing organizations, compensation and benefits, and improving
employee performance. Other courses related to business majors may be
required, including operations management, business statistics, and
leadership courses.
Get the Training You Need: Find schools for Human Resources Managers
near you!

Human Resources Manager Employment & Outlook
About 136,000 human resources managers were employed nationwide in
2006, according to the Bureau of Labor Statistics (BLS). Human resources
managers can be found in virtually any industry, and 13 percent of
human resources managers and specialists worked for the government.
Beyond typical wage-and-salary jobs, about 17,000 were self-employed,
serving as consultants for public and private employees.
Employment opportunities are expected to grow faster than average in
the coming years, as increasing technology in the workplace puts more
importance on trained human resource professionals. Those who can
creatively create employee benefits and healthcare plans may be
particularly valued, along with those who have advanced computer and
technical knowledge.
Human Resources Manager Salary
The BLS reports that human resources managers earned mean annual
wages of $99,810 in 2007. Earnings among fields with the most
employment varied widely. Those working in management of companies
and enterprises earned $114,610, while managers in local government
earned $88,180, and those working in general medical and
surgical hospitals earned $94,410.
- See more at:
http://www.collegegrad.com/careers/manag18.shtml#sthash.DqHhNlf2.d
puf







GAURAB KUMAR

Male

Email:gaurav.kumar477@gmail.com

Phone: +91-9642500073/8143742406

CAREER OBJECTIVE

To be a part of a marketing and sales team in your esteemed organization that offers me a stable and positive atmosphere and
inspires me to enhance and therefore to innovate the work culture for the betterment of all parties concerned.

EDUCATION


Qualification University / Board Year of Passing Percentage
Post Graduate Diploma In Management Core Area:
Marketing & Retail
Institute of Public Enterprise
Hyderabad
2013 71.56
B.com (H) Ranchi University, Jharkhand 2009 65.38
C.B.S.E ,XII Project Central School, Jharkhand 2005 55.7
C.B.S.E , X Project Central School, Jharkhand 2003 54



SUMMER INTERNSHIP

Company: Hindustan Coca Cola Beverage Private Limited.
May-June, 2012.

Title: An Analysis of Retailers Behavior towards Coca-Cola Products.

Abstract:
Coca-Cola Company is the worlds leading manufacturer, marketer and distributor of non-alcoholic beverage concentrates and
syrups, used to produce nearly 400 beverage brands. But from last two year they are losing their market share in Hyderabad
market. The main objective of this study lies in understanding the organization and studying and understanding the retailers
perception and opinion about the Coca-Cola Company and study their behavior towards coca cola products and their
requirements from company and analyze the reasons for willingness to sell Coca-Cola product brands .To find the reasons for
losing the market shares in Hyderabad, Study the distribution network of Coca- cola and retailer satisfaction level.
Highlights:
Study the distribution network of Coca cola and retailer satisfaction level.
Analyze the reasons for low sales of Coca-Cola product at retailers point.
To find the potential stores for Coca-Cola products.
Finding out the reasons for losing the market shares in Hyderabad.







WORK EXPERIENCE

Designation: Sr Sales Executive.

Period: Feb 13 to Till Date.

Organization: Kent Ro system limited.

Key Accountabilities:

Mapping Hyderabad market.
To identify new Retail stores.
To identify new DSD/DMD.
Appointing new Distributors.
To enhance sales generation from Group leaders.
Handling group leader team, distributions channel and taking every day sales report.
Increasing the penetration level in the market.
Designing new schemes for Dealers, Distributors and assigning monthly targets.
Planning every month for primary, secondary and tertiary billing.
Competitive analysis among all water purifier brands and knowing their strategies in
terms of - schemes, pricing, branding, offers and their penetration level in the market.
Organizing Distributors meeting on quarterly/ half yearly basis.

EXTRA CURRICULAR ACTIVITY

Active Member of Hyderabad Management Association, HMA is the premier association of
Management Professionals in the state of Andhra Pradesh. HMA is affiliated to the All India
Management Association and is one of the eight permanent members on the Governing
Council of AIMA.

Voluntarily engaged in Social Activity undertaken by Ramakrishna Mission and Math Hyderabad.
Organizer of Inter B School Gaming, and quiz Event.
Organizer of many Conference, Seminars and Events.
Secured First prize in Advertisement and Branding Campaign organized by IPE.
Active participation in all different kind of Activity.

CONFERENCES AND SEMINARS

A Seminar on Digital Marketing Era" by Mr. Vinay Kiran, Vice President, Emobitise
Technologies organized by IPE.
A National Conference on India 2020- Challenges, Opportunities & Growth Strategies of
Coal & Lignite Sector Organized by Institute of Public Enterprise and sponsored by Coal India
Limited.
A one day National Seminar on Econometric Applications for Managers Organized by IPE
and sponsored by AICTE.
Participated in a Talk by Azim Jamal- International Inspirational Speaker & Best-Selling Author
organized by IPE.
A Seminar on Success and Soft Skills by Mr Virat Chirani organized by IPE.
An International Conference on Business Growth in Emerging Markets (Global shifts and
local effects) organized by Institute of Public Enterprise Hyderabad.

SOFTWARE SKILLS

MS office
SPSS

PERSONAL DETAILS

Date of Birth: Sept 08, 1986
Languages Known: English & Hindi.
Interests: Business news, cooking and sports.




So how does Xiaomi manage to sell its phones so cheap? For starters, the company does not
believe in setting up its own stores and staffing them, and saves all that cost by selling its
products online. Another answer, according to Jain, lies in cutting down on marketing
expenditure. While others are competing for suave TV advertisements and celebrity
endorsements, Xiaomi is out to cut down on its marketing spend, going as far as to claim that
they spend nothing at all. People dont realize they are paying for the TV ads when buying a
phone. All other brands spend billions of dollars on marketing overheads. We avoid them
altogether. We dont spend on advertisements, retail spaces or channels, which help us bring
down the price of the device for customers, says Jain.
But that doesnt mean Xiaomi avoids marketing: it uses unconventional strategies in all its
markets to create buzz around its products. The devices are released in batches through online
flash sales, which require customers to pre-register and have a go at buying them at the exact
time when sales open.
Xiaomi products laid out at Hugo Barra's meet with Bangalore bloggers. Photo courtesy Xiaomi India
Other aspects of Xiaomis strategy include a loyalty-based reward system and interactions with
customers and fans on Facebook and Twitter. Email IDs are given out freely, questions
encouraged and issues resolved in full public view. Barras recent visit to Bangalore is a good
example of how the company achieves this: during his presentation on the Redmi 1s, there were
impromptu contests in which winners were presented with soft toy models of Xiaomis mascot
bunny Mitoo.
Barra received several compliments on the performance and pricing of the phones and Xiaomis
India strategy, but when faced with a complaint regarding a malfunction in a devices GPS that he
didnt have instant answers for, he gave out his email ID and asked people to mail him for an
answer.
Among the issues raised at the meet was a request for screen protectors and SIM adapters to be
included with Xiaomi phones; the Redmi 1s sold on September 2 came with a pack of two screen
protectors and two SIM adapters at no additional cost.
Manu Kumar Jain speaks at the company's India media launch in July. Photo courtesy Xiaomi India Facebook
page
In India, Xiaomi has inspired several unofficial Facebook groups and a website where its phones
and sales are discussed in great detail. Loyalists also answer questions on behalf of the company
on the official Facebook page, while group users constantly discuss the performance of the
devices and help each other with tips on the user interface, accessories and where they can be
bought.
When I tried to approach users for this story, I received mild but firm warnings of I hope you
arent writing anything negative about the Xiaomi Mi3. Users were only too eager to talk about
the good things, not letting a word of criticism escape from their insider ranks.
Maaz Khatib, an engineer in Navi Mumbai, says, We didn't want it to be thrashed by haters and
wanted to provide support to new users. So we started an unofficial support system as a Facebook
group. We don't want disgruntled customers to come in the way of them bringing in more
products to the country.
Xiaomi is also keen to adapt its strategy to target India. We really want to build an Indian brand.
From how we test to how we communicate and celebrate, everything must be Indian. We have
also created Indian versions of our mascot bunny, dressed up in costumes from different
communities. This will go up for sale soon. We want to start building local products with a local
team as early as this year, says Barra, who also heads global expansion for the company.
Xiaomis social media pages had updates celebrating Independence Day and Ganesh Chaturthi
through pictures, messages and giveaway contests. The first 2,000 members on our Facebook
page were given priority passes to our first sale. We reward loyalty through priority passes,
Barra adds.
* * *
India, according to Xiaomi, is a fiercely competitive market: the Mi3 and Redmi 1s face direct
competition from the Moto G (which costs Rs 10,499 for the 8GB phone after the price dropped
by Rs 2,000 in response to competition) and the Moto E (Rs 6,999), respectively, which are also
sold exclusively on Flipkart. Local brands, Barra says, put up plenty of competition too.
Xiaomi entered India this year, with its first sale on July 22. Photo courtesy Xiaomi India Facebook page
Sanjeev Nichani, former technology writer based in Mumbai, says, Spec for spec, I don't see
anyone coming close to being their competition in the current market. The only phone I can think
of that could beat them is the newly announced Oneplus One by another Chinese brand. [There]
seems to be some talk in the market that this is going to be pretty cheaply priced as well.
Camille Miranda Gonsalves, Senior Director, Corporate Communications at Flipkart, compares
the demand for Xiaomi phones during its flash sales to the release of Harry Potter titles where
people lined up outside bookstores or art auctions. Our Diwali sales are much bigger, but there
people are buying multiple products. This [flash sale] was a first where all those logging on the
site at the time were buying the same product.
Xiaomi initially also received flak about releasing low volumes in each sale. The company says it
grossly underestimated the demand in the Indian market, and is now making amends by
increasing supply. Experts arent quite convinced with this explanation. If Xiaomi says they
werent aware of the existing fan base and demand, I would take it with a pinch of salt. It may
have been a first for Flipkart, but they know enough about forecasting, says Nichani. E-
commerce is all about customer acquisition after all. I wouldnt be surprised if I heard that
Flipkart has paid Xiaomi for an exclusive retail deal, he adds.
Xiaomis new Redmi 1s was also released through a flash sale yesterday, and this one will be
withlarger stocks, says Barra. We retail through flash sales only until we reach equilibrium
between the demand and supply, Jain explains. After that, we open sales on our website. But,
even in these cases, they end up being like flash sales as the devices run out quickly. Other
products like accessories and power banks are available through the week. Some can also be pre-
ordered.
Xiaomi has 36 service centers in the country at the moment, only two of which are exclusive for
Xiaomi phones run in partnership with TVS Electronics. More exclusive ones are promised soon
in Chennai, Mumbai, Hyderabad and Gurgaon. Service centers will have to be expanded or new
ones opened if the sales go up, says Lingaraj Panda, leader of branch operations at the Bangalore
center.
Once you get past the innovative marketing and pricing, customers all want to know: just how
good are these phones anyway?
Experts are skeptical. The phone is worth it for the money. But it isnt a great phone. I wouldnt
buy it, says Nichani. Also, it comes at a time when the market is moving from specifications to
looks. And Xiaomi phones look very ordinary. If they were sold in the regular market space, you
wouldnt see queues.
Several performance-related issues such as overheating are doing the rounds on Facebook
groups. The most common complaint is that the Mi3s SIM tray can only be opened by inserting a
pin and giving the tray a hard push. Xiaomis India website promptly posted a video on the
process once these complaints began pouring in. Nichani says he has heard complaints about the
GPS too a topic also raised at the recent bloggers meet in Bangalore.
Prajyot Mainkar of Android Pvt Media Ltd, who runs the blog Androcid, maintains that it is the
price that would make one choose a Xiaomi phone, not the features. According to him, the Indian
market is still not willing to spend on high-end phones, and that is why a company like Xiaomi
has managed to wedge itself here so firmly.
A promotional image for a FIFA World Cup contest. Photo courtesy Xiaomi Facebook page
After some confusion over whether it would continue selling the Mi3 or not, it appears the
company may bring the new Mi4 to India by the end of the year. Questions about their Indian
future are largely met with a rehearsed we want to create an Indian brand.
Both Barra and Jain emphasize that their focus will be to increase supply and bring in new
models like the Redmi 1s and the Redmi Note. Barra and Jain also say they want to start a
Research and Development wing in India to be able to produce devices locally. Xiaomis
accelerated success might still be under the radar here, but thousands of Indians are all geared up
for the next variation of the desi Mitoo.