Decentralizing vs Centralizing HR Training and Development at Nasser Bin Khaled
This is the position paper for decentralizing HR Training and Development or maintaining its centralized status at my former company, Nasser Bin Khaled, in Doha, Qatar. It consists of a section on the advantages of decentralization and another on its disadvantages.
The first advantage in decentralization is that the Training Manager, with a Performance Management Specialist providing administrative and training support in large subsidiaries, could be more closely involved in performance management to drive employee performance by ...
Training as an Investment, not Cost
This is a position paper written at my former company, Nasser Bin Khaled in Qatar, articulating the view that training is an investment in human capital and not a cost for the company or indeed any organisation for that matter. It was motivated as a response to the business owner's proposal that all training be carried out during weekends in order not to 'disrupt' the work of NBK staff. It consists of a section on the impracticality of the Chairman's suggestion, followed by a section on the benefits of training to the employees and thus the company itself.
The first issue is that after a tiring working week, employees need their rest and time spent with their families if they are to remain happy and productive for the following week. If training were held at weekends ...
NBK Automobiles (Mercedes-Benz) Strategic Leadership Workshop
This position paper was a proposed strategy to enable NBK Automobiles (Mercedes-Benz) to bridge the gap between its current state in the Qatari market place and its future desired state by way of a Strategic Leadership intervention. ...