Importance of Learning & Development of the employees in private sector organization mmm muzamil

Extended Essay - Report 1

IMPORTANCE OF LEARNING AND

DEVELOPMENT OF THE EMPLOYEES IN

PRIVATE SECTOR ORGANIZATION

MMM MUZAMIL

EDHRM /02/19

INSTITUTE OF HUMAN RESOURCE ADVANCEMENT

MAY 2013


Importance of learning and development of

the employees in the private sector

organization

An Extended Essay submitted to the Institute of Human Resource Advancement of University

of Colombo, in partial fulfillment of the Executive Diploma in Human Resource Management.


Recommendation of the Supervisor

Name of the Candidate : Mr.MMM Muzamil

Exam index number : EDHRM/02/19

Topic : Importance of learning & development of the employees in

private sector organization

I hereby certify that this extended essay was prepared under my supervision and this is in a

suitable nature to be accepted as a partial fulfillment of the requirement for the Executive

Diploma in Human Resource Management.

………………………………. …………………..

Mr VNP Liyanage Date

Institute of Human Resource Advancement

University of Colombo


Declaration

I hereby declare that this extended essay has been compiled by me and this is a true record of

my work. I declare that this work has not been previously submitted for a higher degree of this

university or other university/institution.

………………………………. …………………..

MMM Muzamil Date

EDHRM/02/19

Institute of Human Resource Advancement


ACKNOWLEDGEMENT

I would like to thank the Management of British College of Education for giving permission to

do this study in their establishment origin and a detailed timeline HR Manager for his extensive

support and helpful for my Essay.

I would like to thank my Supervisor Mr VNP Liyanage, IHRA, University of Colombo for

helping me out with the title of this Extended essay as well as giving me the possibility to

actually do it. I would also like to thank him for being a good, supportive, and helpful

supervisor.


Contents

Page No.

Cover page 01

Recommendation of the Supervisor 03

Declaration 04

Acknowledgement 05

Introduction / Abstract 07

Sample organizational Background 11

Analysis and Results 18

Conclusion 33

References 35


Chapter 01

Introduction to the Research

1.1 Introduction:

Identification of learning need is important from both the organizational point of view

(employer) as well as from the individual point of view (employee) to improve their work

productivity.

Why Learning is important to employer?

Every organization has its objectives that it wants to achieve for the benefit of all stakeholders /

members including owners, employees, customers, suppliers and neighbors.

These objectives can achieve only through maximizing the abilities of its people, releasing

potential and maximizing opportunities for development. Therefore, people must know what

they need to learn in order to achieve organizational goals.

Why Learning is important to employee?

People have aspiration, they want to develop and in order to learn and use new abilities. People

need appropriate (suitable) opportunities, resources and conditions. Therefore, to meet people

aspirations, the organization must provide effective and attractive learning resources and

conditions.

Also important to make sure that there is a suitable match between achieving organizational

goals and providing attractive learning opportunities in order emphasize the importance of

learning, this can be focus on the following,

To pinpoint if learning will make a difference in productivity in the bottom line of

employees.

To decide what especially each employment and what will improve his / her job

performance.

To differentiate between the need of learn / organization issues.

To pinpoint if learning / training will make a difference in productivity and the bottom line of

the employees.

To decide what type of learning each employee needs and what will improve his or her

job performance.

To differentiate between the need for learning and organizational issues and bring about

a match between individual aspirations and organizational goals.


1.2 Research problem

Every organization success depends on the productivity of the organization, especially

considering in private sector the management will keeps eye on every individual performance

of the employees of the organization, the learning & development of the employees plays a

vital role of the organizational success as well as this will effect on labor turnover of the

organization as well.

How the learning & development plays the success role

1) With the mature skills will lead in to high productivity of the organization.

2) Identify and develop the potential within staff,

3) To build existing skill level, prepare staff to take on greater responsibility during their

career.

4) Career development has to balance the needs and aspirations of the individual with the

needs of the service - where these conflicts, the needs of the service should prevail.

5) Easily can face the competition in the market specially in private sector.

6) Leading to survival in the market and success.

7) Without the mature skills of employees will lead to a lower productivity of the

organization.


1.3 Objective of the study

Learning

Learning is concerned with imparting developing specific skills for a particular purpose.

Learning is the act of increasing the skills of employees for doing a particular job. Learning is

the process of knowing a sequence of programmed behavior. In earlier practice, training

programme focused more on preparation for improved performance in particular job. Most of

the trainees used to be from operative levels like IT instructors, Assistant lecturers and other

kinds of skilled workers. When the problems of supervision increased, the steps were taken to

trained coordinators / Academic in charge for better supervision and performance.

Development

Management development is all those activities and programme when recognized and

controlled have considerable influence in changing the capacity of the individual to perform his

/ her assignment better and in going so all likely to increase his potential for future

assignments. As a result, management development is a combination of various training

programme, though some kind of training is necessary, it is the overall development of the

competency of managerial personal in the light of the present requirement as well as the future

requirement. Development an activity designed to improve the performance of existing

managers and to provide for a planned growth of managers to meet future organizational

requirements is we believe management development.

The objective of the study is to,

1) Lay down the foundation of learning and development.

2) To improve the current process of employees learning and development.

3) Gain significant practical; understand the nature and importance of training and

development to identify the various inputs that should go into any programme.

4) Define the different stages in a learning and development programme and describe

steps.

5) Understand the need for and the ways of training for international assignments.


1.5 Research method

The Research Methodology followed for further work can be classifying into two categories:

1) Primary Study

2) Secondary Study

Sampling methodology:

Initially a rough draft was prepared keeping in mind the objective of the research. A pilot study

has done in order to know accuracy. This was decided only after the discussion with my

supervisor. Thus, my sampling came out to be judgmental and continent.

Sample size for this study is 63

The interview with some of the employees has done by asking some general questions. I

encourage them to talk free.

(Interview) Experience surveys also conduct with Assistant-Manager Human Resources and

the General Manager and Personnel Officer of British College of Education to gain knowledge

about the nature of Learning and development process followed in the organization.

Why the secondary data is important:

- It is use in the collection of primary data.

- Cheap & easiest means of access information

- This data may provide enough information to resolve problem being investigated.

- This can be valuable source for new ideas.


CHAPTER 02

Sample organizational background

Company profile:

BCE in detail British College of Education, established in July 2008, the institution registered

under Tertiary and Vocational Education Commission (TVEC) – Ministry of Youth affairs and

Skills development under P09/0145.

Approved by British Council for Student Registration Centre, CITY & GUILDS Examination

centre & LCCI Approved Training Centre and it is walking on a successful way by producing

effective students towards the society.

The British College of Education located in 585, Peradeniya Road, Kandy. BCE have

branches at Colombo and Trincomale; it has developed a lot and conducting varieties of

programs to make perfect students.

Apart from this with over 168 Hardworking people working together to produce effective

students through British College of Education, and they were working hard to bring out the

hidden talents of the students, and we proudly say that we are having literary programs by

English language lecturers panel to bring out the skills of their students.

When concern of the courses of BCE, which are flexible enough to anyone who loves to learn

English or IT or Management and they could study as full time, part time and weekend. We are

happy to say that we have students from all part of Sri Lanka. We offer Spoken English

courses collaborated with City and Guild, which is an International English qualification

designed for those who need English for work, study, travel, or teaching. City & Guilds

certificate has higher demand at the job market, and they provide many kinds of computer

courses such as MS-Office, Diploma in Multimedia, Programming, web designing, AUTO

CAD, Computer Studies, Graphic Designing, Web Development, Computerized Accounting

and Computer Science also offer IELTS.

BCE gives a valuable opportunity to get their external degree of South Eastern university of Sri

Lanka. Experienced panel of lecturers offers BBA, B.Com, and BA courses here from South

Eastern university of Sri Lanka. We also were offering variety of Teacher training programmes

with teaching practices. This is for the students who are willing to be an ideal teacher by

profession in future. Professionally qualified lecturers are training them.


Currently they used to have Business Orientation and Access Programme, LCCI International

Qualifications such as diploma in Marketing, Diploma in Travel & Tourism, Diploma in

English and CAD & Building Studies (CAD & BS). This will be more helpful to the students

who are studying at BCE to be an effective employer.

It is clear that if a person is capable enough of communication in English and knowledge in IT

will have a prominent place in the society and we assure that they could have a fine job. This is

what we give through our institution British College of Education. It is open all seven days and

we work hard to make our students successful.

Organizational Hierarchy

Employment Table (Sample for the research):

Department Position No of Employees

Administration General Manager 01

Manager 03

Asst. Manager 03

Executives 10

Academic Operation Lecturers 17

Asst. Lecturers 13

Instructors 11

Non – Academic Operation Office Assistant 03

Security 02

Chairman

Manager – Marketing /

Business Development

Manager - HR

Manager – Finance &

Admin

HR Executive Asst. Manager -Mkt /

Business Development

Asst. Manager –

Finance & Admin

General Manager

Executives Executives


Employment Summary (participate in the survey):

Category No of Employees

Administration 03

Academic 41

Non – Academic 03

Marketing 10

Management 04

Security services 02

Total 63

Above is illustarted in the following Chart ( figure 1)

This servey conducted among the all employees of the organization. All the staff members has

been participated for the above survey as sample for the reaserch.

The majority of Staff Members are academic employees (41) , Marketing (10) , Management

(4) , Administration and Non-Academic (3) and Securty service (2).

Summary of the servey based on given questionnaire ( Sample of the questionnaire)

Training & Development Questionnaire


This questionnaire distributed for collecting data, for a study conducted as a partial fulfillment

of Executive Diploma in Human Resource Management (IHRA – University of Colombo)

Course. This study, “Importance of Learning & Development of employees of an organization”

requires the knowledge gathered using this questionnaire. I assure the confidentiality of your

information and use the data / information only for studying purposes.

Name : ………………………………………………………………………………

Profession : ……………………………………………………………………………….

Job Category : Administration Academic Non- Academic

Marketing Management Security

Technical Other ………………

-------------------------------------------------------------------------------------------------------------------------

01) Age Group : 20 -30

31 -40

41 -50

> 50

02) What are the current responsibilities and duties that your job involves?

a) Working with administration team.

b) Conducting Lecturers.

c) Coordinating with academic duties.

d) Supporting in the office operation

e) Work related to marketing

f) Related with Management activities

03) What is / are the prime skill(s), make you more meaningful with your current job?

a) Leadership skills / qualities b) Communication Skills

c) Strategic decision making skills d) Marketing Skills

e)Appearance / build f) Charismatic power

g)Risk bearing ability h) Good communicator


04) What would you consider to be your area of expertise and your particular skill set that

distinguishes you from your colleagues?

a) Computer Skills b) Communication Skills

c)Interpersonal skills d) Marketing Skills

e)Strategic Management Skills f) Outgoing personality

h) Good presentation Skills I) Speaking & language skills

05) Are you satisfied with your current job?

a) Yes

b) No

06) Describe the tasks you regularly perform that are critical to carrying out your job

effectively

……………………………………………………………………………………………………

……………………………………………………….

……………………………………………………………………………………………………

……………………………………………………….

07) If you work as part of a team, do you perform the same or different work to members of

your team?

Yes No

If No, Please specify the Reason:

……………………………………………………………………………………………………

………………………………………………………

08) To perform other jobs in the organization: What training or experience would be required

IT Skills Occupational Skills

Occupational Health & Safety Personality Development

09) What other roles in the organization would you be interested in doing if a vacancy becomes

available?

Managerial role Supervisory role Executive role

10) What type of training you still need to perform your current job competently

ICT Skills Supervisory Skills

English language skills Management Skills


11) Are you working individually or as a team?

Team

Individual

Other specify …………………………

12) What is your career aspiration?

Personality Development Develop the Leadership qualities

Professionally Develop Higher Positions / Promotions

Progress to next level of employment

Demanding career

13) What training or development do you need to help make this happen?

Soft skills training Specialized Technical Skills

Management Skills Strategic decision making skills

ICT Skills Presentation Skills

Other…………………………………………………………………………………………….

14) What training or skills you have acquired outside your current job that may be relevant to

the educational field?

ICT Skills Supervisory Skills

English Management Skills

15) Do you believe that your participation in the above any category is helpful for you do

perform you job?

Yes No specify

…………………………………………………………………………………

16) What are the workshops / training programs / seminars you have attended the past?

………………………………………………………………………………………………………………………………………………………………

………………………………………………………………………………………………………………………………………………………..


17) Do you know any other Learning & Development processes conducted by other institutes,

is so listing them?

………………………………………………………………………………………………………………………………………………………………

…………………………………………………………………………………………………………………………………………………………

18) Do you think is this trainings have been useful for their employees to maximize their

efficiency?

Yes No

19) Do you believe that Learning & Development programs are useful for the effective

utilization in the productivity concern?

Yes No

20) What is your strong recommendation about Learning & Development towards

organizational and personal development?

It’s much needed Not at all No idea

Thank you for sharing your valuable time and information.


CHAPTER 03

ANALYSIS & RESULTS

According to the first question following chart (figure 2) illustrate the number of employees

participate in the survey versus their age group.

figure 2

According to the employees current responsibilities and duties (that your job involves) based

on the second question following chart (figure 3) illustrate their relevent job & their related

responsibilities.

figure 3


The above results shows that most of the employees participate in this survey (30) are hold

lecturing as their main responsilites , so this essay will be more interesting with their

demanding need for the organization as well as the individual learning needs.

According to the figure 3 : relate to admninstartion is 6 employees , coordinating academic

duties is 9 employees , supporting office operation is 18 employees , department of marketing

consists of 23 employees and 6 employees hold management duties and responsibilities.

It was found that employees higly believe on their their respective job skill , the following

chart (figure 4) illustrate that what is / are the prime skill(s), make employees more

meaningful with their current job.

figure 4

The above results show that the communication skill of most employees plays a vital role for

their current employments , 26% of them are good communicators in their relevent job role

(specially the lecturere are good in presentation skills & good listening capabilities) and

appearance / build is the postive attitude while security guards are concerned.


The following chart (figure 5) illustrates the set of skills considered by employees that would

their area of expertise that distinguishes them from their colleagues.

figure 5

The above results show that the communication skills , speaking & language skills of expertise

is make most employees sound than others. The outgoing personality and marketing skills are

mostly believed expertise skills by marketing staff.


According to the question related to job satisfaction of the employees, the following chart

(figure 6) illustrates

figure 6

The above results show the all employees of the organization are satisfied about their current

job / role , the organization managed to keep happy faces, this will be a good sign for the

development of the organisation is concerned.

The Seventh question concerns about employees working type and it clarifies whether they

work in Team / individually, the following chart (figure 7) illustrates the type of working of the

employees in the organization

figure 7


With the reference to above chart (figure 7) most of the employees perform their job as a team ,

this will lead to effective communication and efficient utilization of resources while the

productivity of the organization concern. Some believ that they need to know the value of the

effective team work , specially office assistants concerns.

According to the question eight to perform jobs in the organization “What are training or

experience would be required to do their job effectively” , most employee selected the

occupational skills are base for their effectiveness in the job.

figure 8

The figure 8 illustartes :

1. Need of occupational skills (41%) : this is mostly wanted skills by the employees

specialy the lecturers in different caliber , they belive that the continues learning will be

key to their success and that very much needed in the survival in their respective field

where the competence is concerned.

2. IT Skills (25%) and Persanlty Development Skills (25%) needed by almost half of the

employees ( who have participate in this survey) because they lack of knowledge where

these two skills concerned.

3. Occupational Health & Safety (9%) : This skill is needful for the some employees of

the organization specialy offfice assistants.


The questione based on the future expected career role within the current organization has been

concerned.(”What other roles in the organization would you be interested in doing if a vacancy

becomes available?) illustrated in the following chart (figure 9)

figure 9

It was found (illustrated in the above figure 9) that the most employees in the organization

(36%) whiling to work in executive positions where the highly payment & commission scheme

is concerned, specially marketing trainees they willing their career prospects relate with

expectation in their positions.

It is apparent some of the employees (19%) actually they don’t have any idea of this since this

is the first job for them, they believe to stay for some time in their current position to gain

some learning & personal development skills to move in future with widen their career

prospects.

The 16% of the employees interest to do managerial role if the vacancy become available, they

believe this will be an added advantage for their career prospect is concern further it is inter

related with their current job has been concerned.


This chart illustrate (as shown in figure 10) about the skills needed to perform their current

respective job competenly by the employees of the organization

figure 10

It was found that (illustarted in figure 10) most of the employees (32%) need training in

English language skills , much needed skills for the day to day operation and also it is the

language interconnected with the effective communication of organization.

Supervisory skill training needed by 30% of the employees of the organaization. Specially

these skills expected by most executive level employees. They believe these skills will be

usefull for them to move their next level of employment.

ICT Skills training skills expected by 28% of employees who participate in this servey mostly

IT lecturers and instructors. They suggested that continues learning on ICT is important to keep

the up to date IT background and it is important to face on demand of the ICT industry.


Following graph, illustrate about the work pattern of the employees in the organization based

on the eleventh question.

Figure 11

It was found that most of the employees (56) work as a team when the college assign any

responsibilities to perform. Specialy in Marketing division & ICT devision employees highly

depend on the team work. It was found the team work will be crucial motivation factor among

the employees. It is apparend that the team work will give them enough confidence towards

assign task. In the past they had archived the given target before the deadline when they

worked as team.


The following chart (figure 11) illustrate the career aspiration about the employees of the

organization :

Figure 11

It was found 22 employees expect promotion as their career aspiration with most included

executive level employees personality development placed second among the 19 of the

employees who have participate in this survey. They highly depend on their personalty

development with organizational culture. Few exacutive level employees expect to develop

their leadership skills (8) ,six employees (6) expecting their future progression to next level of

employment and expecting a demanding career (2) for their future aspirations.


The following chart (figure 12) illustrate the skills needed for employees career aspiration

Figure 12

It is apparent the success career aspiration the employee’s needs trainings for the value

addition for their current skills. Most employees who have participated in this survey (30%)

they expect management skills are much need for their career aspiration. Most executive level

employees included in this category.

24% of the employees believe they need presentation skills to be improved in future in order to

reach their career prospective, further, they believe this skills plays a very vital role in their day

to day activity of the organization.

ICT Staff of the organization expecting specialized technical skills (17%) for their career

aspiration, further this will be help full to face ICT challenges and easy understand the

innovative new technology.

Seventeen percent (17%) of the employees expect soft skills training for their career prospect

because their job responsibilities are interconnect with soft skills.


It was found that employees of this organization have acquired outside training or skills for

extend their knowledge in their current job. The following charts (figure 13) illustrate:

Figure 13

It is apparent most of the employees have acquired English training skills form outside which

are mostly relevant to their job, they believe language (specially English ) makes difference

and play a important role in their daily operation in their organization,

To perform the job with effectively (effective communication) these skills are important, this

option has been select by commonly all employment category.


The following chart (figure 14) illustrate the effectiveness & the satisfaction about the training

program they attend

figure 15

It is found that All employees has been satisfied about the training program they acquired

outside the organization and believe they gain the required skills by participating the training /

learning session.

It has found that all the employees who have partipated in this servey they know the value of

the training skills / learning skills are usefull for the employees towards the organizational

efficiency is concern.

They have good knowledge background about the training session conducted by the outside

organization and they start comparing with their current organization learning skills trainings.

In the past, all the employees participated in atleast one workshop / training program / seminars

organised by the current employer related to their current job, but they expect more learning

skills trainings in the future.


The awareness & understanding about the training program among the employees are higly

noted in this study, fuether they have good knowledge background about the training session

conducted by the outside organization and they start comparing with their current organization

learning skills trainings.

The following chart (figure16) illustrate the employees unserstanding regarding the

importance of learning activities.

Figure 16

All the emploees in the organization are believe about the outside training programs conducted

for thirtparty in their respective firm, they realizes the value of a training session how this will

effect on the worklife of individuals. The understand the importance of the learning activity

and how this will help them to achive their individual career goal as well as the organizational

corporate career goal as well.

Learning and development is a good way to improve the employees / individual knowledge

base e.g. apprenticeships. This helps you to understand the job role better opens up possible

places for future promotions / job offers and its helps the organization as to be more equipped

to do the jobs currently set for employees.


The following chart (figure 17 ) illustrate the employees satisfaction of that Learning &

Development programs , and how this will affect on effective utilization in the productivity

concern.

figure 17

A low-skill, low-productivity, low-wage economy is unsustainable in the long term and is

incompatible with poverty reduction. This vicious circle of inadequate education, poor training,

low productivity and poor quality jobs and low wages traps the working poor and excludes

workers without relevant skills from participating in economic growth and social development

in the context of globalization.

skills development is an essential factor for achieving the objective of decent work both by

increasing the productivity and sustainability of the enterprise and for improving working

conditions and the employability of workers. strategy based on improved quality and

availability of education and training can engender, by contrast, a virtuous circle in which

skills development fuels innovation, productivity increase and enterprise development,

technological change, investment, diversification of the economy, and competitiveness that are

needed to sustain and accelerate the creation of more and better jobs in the context of the

Decent Work Agenda, and improve social cohesion


It was found all the employees in BCE well aware the needs of individual learning &

development towards the organizational and personal development.

figure 18

Employee can benefit from skills development and productivity gains if translated into better

working conditions, respect for labor rights, further training, and adaptability to changes, better

employment prospects, higher wages, and other factors that contribute to a better quality of

life. Employer will benefit from skills development and productivity gains by reinvesting in

product and process innovations, diversifying business activities, maintaining, and improving

competitiveness and market share.


CHAPTER 04

CONCLUSION

Professional competence describes the state-of-the-art, subject knowledge, expertise and skill

relevant for performing excellently within a specific functional department. This competence

insures that technical knowledge / working skills in both present and used a firm for the

welfare of its stakeholders. To develop this competence regular learning and development is

required.

The study based on the learning & development is an important part to evaluate, it

provides the feedback to implement future strategies and help the employer at the level of

individual performance and in the strategy formulation for learning and development.

objectives of skills matching and easing adjustment take a short- to medium-term labour

market perspective in responding to ongoing technological and market changes. The first

objective requires policies and institutions to better forecast and match the provision of skills

with labour market needs, as well as to make employment services, career services and

training services more broadly available

The skills development on making it easier for workers and enterprises to move from

declining or low-productivity activities and sectors into growing and higher-productivity

activities and sectors, and to capitalize on new technologies. Rescaling, skills upgrading and

lifelong learning help workers to maintain their employability and help enterprises to adjust

and remain competitive. This should be combined with active labour market policies to support

the transition to new employment. Workers should not withstand the worst of the adjustment

cost, and effective social security provisions or unemployment insurance as well as career

guidance, training and effective employment services, are important components of the social

contract to mitigate the impact.

Therefore, learning initiatives and programs have become a priority for human

resources (commonly believe as investment on Human Capital). As business markets change

due to an increase in technology initiatives, companies need to spend more time and money on

learning needs of employees. In today’s business environment employee learning &

development plays a critical role in corporate success and organizations are investing more in

their employees learning & development needs.


It is apparent to suggest the followings to the Top Management after study conducted in

BCE.

Ensure that employee learning contributes to competitive strategies of the firm; the different

level of employees needs different levels of learning skills to improve their individual work

quality. The management must commit itself to allocate major resources and adequate time to

improve their employees’ learning skills & personal development. Skills matching and easing

adjustment take a short- to medium-term labour market perspective in responding to ongoing

technological and market changes. The first objective requires policies and institutions to better

forecast and match the provision of skills with labour market needs, as well as to make

employment services, career services and training services more broadly available.

Ensure that a comprehensive and systematic approach to training exist, continues assessment

is required to rate the employee skills and progression in their skills development. This is much

needed to give them promotion, professional achievement etc.

As the private sector companies are gaining ground and becoming more competitive due to

changed world economy, the employees always kept on their toes. It is like either you work

hard and show your performance or perish for not taking care of your professional growth. The

ability to use a language efficiently is very much required to remain employable. Ensure to

provide some language skills, specially English language among the low-level employees of

the organization to keep the standard of communication level. It is the ability to remain

employable because of the relevant skills one possesses. Communication skills are very much

essential for one’s professional growth. It is better to provide the English Language skills for

the employees especially who are in the low level. This will give the organization most

commanding front line workers.

To upgrade the skills of employees, the training is much needed during the considerable

interval. This will give employees with a outline idea about the program and personal

knowledge increasing as well. The relationship between skills development, productivity,

employment growth and development is complex. For skills development policies to be

effective, in consultation with the social partners, must build policy coherence by linking

education, research and skills development to labour markets, social policy, technology, public

services delivery, trade, investment and macroeconomic policies.


Reference:

Books:

Forteza, J.A., & Prieto, J.M. (1994). Aging and work behaviour. In H.C. Triandis, D. Dunnette,

& L.M. Hough (Eds.)

Web Sites :

Elizibith Hurlok. (1989). http://www.goodreads.com In undefined. Retrieved undefined, from

undefined.

Leadership & Management

Importance of Learning & Development of the employees in private sector organization mmm muzamil