Human Resource Development

Human Resource Development Individual Assignment

Human resource

development

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Executive Summary

In Any organization Training and development is one of the important part of business

growth. Any organization or a company always provided training on their employees, this

training and development is vital to the continued growth of the company TESCO. Training

can be mentioned as key point to achieve its growth. The assignment consists about training

system of Tesco’s employees.

Tesco use flexible training methods to improve employee’s potential towards certain task or a

job. When deciding training methods for the employees the company should focus on

understanding the learning theories, because it will affect the out come of the company. The

way an employee thinks can be show in leaning theory.

Learning curve helps to understand the capacity of a training person. It helps to decide

whether the employee has success on achieving the task. It was also obvious that people learn

differently. Thus it is significant to understand the different learning styles and approaches of

employees to effectively design training and development programs. This helps to understand

when the environment change and how a company should act against it. Employee will work

hard but there will be some situations that the employee is not able to understand and the

curve becomes a stepped learning curve.

With the increase of the changers Tesco has to cope up with it, the company is regularly

evaluates the performance of its employees in order to anticipate any possible skills

shortages. Coaching, mentoring is few of the training techniques the company uses, It has be

discuss and evaluate through out the assignment.

Finally through out the assignment it shows that the training and development has effect the

company, thus it is important that any company evaluate whether increasing on training and

development will increase the productivity.

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ContentsAcknowledgement....................................................................................................................iii

Executive Summary..................................................................................................................iv

Table of figures........................................................................................................................vii

1.0Introduction...........................................................................................................................1

2.0 Task 1...................................................................................................................................2

2.1 Different Learning styles..................................................................................................2

2.1.1 Comparison of different learning styles....................................................................2

2.1.2 Preferred style of the colleague and me....................................................................3

2.2 Different Learning Theories.............................................................................................5

2.2.1 Importance of analyzing these learning theories for organizations like Tesco when

designing training and development programs..................................................................6

2.3 Explain the role of the learning curve..............................................................................7

2.3.1 Importance of transferring learning to the workplace...............................................8

2.3.2 Evaluation on the effectiveness of actions taken by Tesco to ensure transfer of

learning...............................................................................................................................8

3.0 Task 2...................................................................................................................................9

3.1 Different training methods for different level..................................................................9

3.2 Training and development programs used by TESCO..................................................11

3.2.1Training....................................................................................................................11

3.2.3 Evaluation on the Training methods used in Tesco................................................13

3.3 Develop and design a program for the new employee...................................................15

4.0 Task 3.................................................................................................................................17

4.1 Importance of evaluating training programs..................................................................17

4.1.2 Factors to be consider when evaluating..................................................................17

4.2 Evaluation of training methods......................................................................................18

5.0 Task 4.................................................................................................................................20

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5.1 explain the factors influencing the role of UK government in training and development

..............................................................................................................................................20

5.2 Explain how the development of the Competence Movement has impacted on the

public and private sector......................................................................................................22

5.3 How contemporary training contributed to the human resource development in TESCO

and Sri Lanka government...................................................................................................22

5.3.1How contemporary training initiatives contribute to HR development in

organizations like Tesco...................................................................................................23

5.3.2 What are contemporary training initiatives of Sri Lanka........................................23

Conclusion................................................................................................................................24

Reference..................................................................................................................................25

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Table of illustration

Table 1: Comparison of different learning styles.......................................................................x

Table 2: Comparison between the preferred style and my style................................................x

Table 3: Evaluation on training methods................................................................................xxi

Table 4: newly recruitment....................................................................................................xxii

Table 5: local employees.......................................................................................................xxii

Table 6: General store management.....................................................................................xxiii

Table of figures

Figure 1: Learning theories......................................................................................................xii

Figure 2: Tesco development program...................................................................................xiii

Figure 3: Transfer learning.......................................................................................................xv

Figure 4: Management Levels.................................................................................................xvi

Figure 5: On the job training methods....................................................................................xix

Figure 6: Off the job training methods.....................................................................................xx

Figure 7: When should evaluation take place........................................................................xxv

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1.0Introduction

This report is based on Human Resource Development process of TESCO. Human Resource

Development is a frame work which will help the employee in an organization to develop

there personal well as organizational goals. The assignment is designed with a case study of

TESCO which is the largest third grocery retails all over the word. This assignment helps to

identify the basic learning styles and how it effect the given scenarios and also the

assignment includes about learning theories and how it affect the organization like TESCO.

Furthermore task one show that the company should recognize and evaluate learning theories

when designing and implementing development programs. Learning curve is an important

tool to understand what direction the employee is heading toward. Learning curve has been

mention in this assignment. Training and development is one of the important parts in

organization. Effectiveness of trained and develop employees helps to increase the growth of

the company. TESCO is one of the companies which provide training development to achieve

its future goals. TESCO use several of training and development methods and this method

has been evaluated and justify through out the assignment.

The assignment has discussed the importance of evaluation of training programs and the

factors to be consider when evaluations are done. TESCO Company use on -the job training

method as well as off- the job training methods to increase the employee satisfaction in the

company. UK has influence the training and development programs this factor has been

discuss in the assignment. Development programs in Sri Lanka effect the people,

development programs which are held by Sri Lanka has been disuses in the assignment.

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2.0 Task 1

2.1 Different Learning styles

Many people prefer different learning styles. Understanding your leaning style guide the way

you learn in life. It also change from representing experience the way you communicate with

others, the way the person recall the information.

Peter Honey and Alan Mumford have identified four main learning style preferences which

are,

Activist

Reflector

Theorist

Pragmatist

2.1.1 Comparison of different learning styles

Style Characteristics

Activist Activists are people who like to be involved in new experience and

who are open minded and very enthusiastic about new ideas. They

act first and think about the implication after that. They much more

learn when they are involved in problems.” Let's try it out and see

how it works" is an active learner's phrase

Reflector Reflectors like to think before acting they stand back observe and

then take action. They mostly prefer to think through problems

rather than discussing with others. They view the situations from

different perspectives. They collect data, think about there past

experience and observe whether it relates to the same situation.

Theorist Theorists are keen to think about problems through a logical way.

They are analyzed and synthesize. They are much more analytical

and dedicated. Theorists prefer to maximize certainty and they feel

uncomfortable with subjective judgments. “Does it make sense?”

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“How does this fit with that?” is a theorist learner’s phrase.

Pragmatist They are keen to try out ideas and see if they work in practice. They

have a positive impact on searching fro new ideas and experiment

with applications. Much more confident about them self.

Table 1: Comparison of different learning styles

2.1.2 Preferred style of the colleague and me

Below (table 2) shows the different learning style of a colleague and me.

Scenario Preferred style of the

colleague (Theorist )

My preferred Style

( Reflector)

Scenario 1

Two individuals went a given

two tables to make. It was

packed and they had to put the

table together. A user guide and

other necessary things to make

was all given in the box

Used the guide book and start

to make the table one by one.

Theorist followed every rule

and

Reflected the past

experience and try to

understand whether

anything wrong happened

last time when I try to do

something like this.

Scenario 2

Two individuals were given a

assignment to do

The person who practice

theorist went through the

assignment and start doing the

tasks one by one.

Reflector in the other

hand. Was thinking too

much about the

assignment, how the

answers should come,

what was the mistake

happened to the last

assignment and then the

theorist will start doing

the assignment

Scenario 3

Two individuals went to buy a

house

The thorniest will focus on

the land deeds and house

plan. After checking only

those documents the

When considering about a

reflector, reflector takes

own time and think

whether the land is value

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individual will buy the house is good, whether he/she

will be able to use it for a

long time. Think about the

past experience he/she

faced when buying a

house.

Table 2: Comparison between the preferred style and my style

When considering about the above factors it simply shows that been reflector is better than

been a thorniest, It is true that the thorniest always flow the rules and just go through task and

do it properly but thorniest would never think about repercussion which will happened. It is

better following as a reflector since it will give a better out come. When considering about 3 rd

scenario the thorniest doesn’t think about the land value neither the factors which will affect

the individual in the future, the individual didn’t take time to think about other factors. When

considering about reflector he/she think about past experience he/she faced when buying a

house thinking whether the land value will god up. Whether it will be helpful in the future

Basically it shows that it’s not all about having good documents of the land when buying a

house you should always focus think about the future value as well.

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2.2 Different Learning Theories

This theory focuses on different leaning aspects of the leaning process.

Figure 1: Learning theories

The behaviorist approach: Behaviorist approach is based on observation. It express those

changes in behavior can be taken place as a result of a individual’s response to events.

The cognitive approach: Rationalist epistemology is based on cognitive approach. It is a

belief that human mind can be impose as well as organization and meaning on sensory raw

materials.

The social approach: Social learning is all about leaning from others and we learn to

perform like them, this is called “modeling”. Studies show that humans being designed to

learn by imitating other people who are significant to us.

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Learning Theories

The behaviorist approach

The socail learning

approach

The cognitive approach


2.2.1 Importance of analyzing these learning theories for organizations like Tesco when

designing training and development programs.

The ways people learn differ from one person to another. TESCO is on of the biggest

company which is dealing with different consumers so it is vital that the company understand

the differ theories and use this theories when dealing with employees. It will help to provide

an effective impact on the employee. Understanding the basic theories will help the

organization to decide what kind of training path would suit one another.

It is important that TESCO understanding this facts and changing training programs

according to it.

Figure 2: Tesco development program

According to the above figure it shows that the company “TESCO” gives development

programs for 12 months. If the company wants to practice this very efficiently to the

employees they first should understand whether the employees like class room sessions.

Employees who have a cognitive mind would love to have class room sessions, but if high

percentage of employees doesn’t like to study like that. The employees should be trained by

mentoring which means working with a senior person and looking at that person and

learning. This will be employees who practices social learning theory.

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Employees who have cognitive mind tend to be much friendlier with demonstrations, well as

discussions. This is a visual display this helps the trainee to understand how to perform

towards a task or a job.

If the organization does understand this factors it will enhance employees minds and motivate

them to work more, witch will increase the company profitability.

2.3 Explain the role of the learning curve

The working place is changing rapidly due to this learning is also changing. This is getting

better through repeting activity, continues learning and development can be transformed to

develop performance in the work place. Learning curve helps to understand the time it takes

to understand how an inexperienced person to reach the required level of performance in a

job or a task

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

A standard learning curve A stepped learning curve

Using learning curve for an organization is not cost effective. It can be use by any

organization, but it is important that the company fallow it properly. This helps to understand

when the environment change and how a company should act against it. Employee will work

hard but there will be some situations that the employee is not able to understand and the

curve becomes a stepped learning curve.

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2.3.1 Importance of transferring learning to the workplace

Learning is one thing but it is pointless if you don’t transfer what you learned. Transfer of

learning takes place when learning is transfer to the betterment of a situation.

Eg: For example, learning to drive a car helps a person later to learn more quickly to drive a

truck,

When transferring the skills you learned from TESCO will help the consumers well as the

company growth will rise. Transferring is a process witch takes place in individual life. First

the individual gather information from his/her surroundings then the person understands the

abilities and use it as an experience finally the individual transfer what he/she learned to the

tasks.

Figure 3: Transfer learning

2.3.2 Evaluation on the effectiveness of actions taken by Tesco to ensure transfer of

learning

Tesco offers on the job well as off the job training programs for the employees. Since

TESCO is a world wide company and has to communicate with others Tesco gives the

facilities to transfer the knowledge to behavioral tasks in the organization. TESCO carries out

several of training programs to impress the employees and help them achieve the

organization goals. Few of the training programs the TESCO carries out are coaching,

mentoring etc. TESCO carries out a training method name “The A level option” this program

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is used when recruiting managers. TESCO is give monthly training which help the employee

to transfer what they lean.

3.0 Task 2

Tesco is highly populated in diverse areas because of this “TESCO” should adapt to different

demand which made by consumers. It is important to understand the consumers and give

training and development to employees. It is necessary that Tesco identify that the company

should proper training to every level.

3.1 Different training methods for different level

All employees from wide range of background and levels should receive training. Whether its

store or back office both post requires skill programs. It will give them the opportunity to

grow and develop. This will further help them to carry out their jobs effectively

Figure 4: Management Levels

Above figure shows the structure chart of Tesco. The top level management in Tesco

includes the CEO and directors. It is important that they understand that they involved in

planning and coordinating human resource functions. It is furthermore essential that the top

level management receive training on coordinating and controlling more over the top level

management should receive training on leadership qualities since they will be in the top, they

should be able to have effective leadership styles to again better outcome from all the

employees in TESCO.

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Middle level consists of branch managers well as departmental managers. They are devoted

to direct the operational level employees. Middle level management in TESCO is responsible

to the top level management as well. They have to execute plans and polices of TESCO from

top level management to lower level management. Furthermore they have to coordinate

activities within the division or departments in TESCO. It is vital that the middle level

managers are well trained to train the lower level employees and to inspire them towards a

better performance. Furthermore the middle level management should receive training on

problem solving since middle level managers handle the lower level employees.

Lower level in a company includes supervisory/operative level of management when it comes

to TESCO lower level employees are store keepers, cashiers and trainee employees. They are

the once who controlling functions of management in TESCO. Lower level employees in

TESCO are the once who communicate with consumers so it is important that the necessary

training has been given to them since there are different consumers all around the world it is

important that the employees understand there preferred styles.

This shows that they should use different training methods to different level managers. This

will bring out a better impact in the company outcome.

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3.2 Training and development programs used by TESCO

TESCO thinks that the key point for success is training and developing their employees. They

also believe that investing on employees will be the best return for the company. Furthermore

TESCO says that “We have trained ourselves to be obsessed about training. Training needs

are recognize through identifying the gap in knowledge and skills.

3.2.1Training

Training helps to increase the sense of ownership in an employee as well the employees

become organized and flexible in the work place. It will also help to meet the customer need

and to increase the organization profitability. When it comes to training first the below

mention factors are done.

The first session the trainer talks about the history of TESCO

Trainer talks about working system

The second session is about safety

The third session is about punctuality

On-the-job training

Off-the job training

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On-the job

Figure 5: On the job training methods

Shadowing: The employee is guided by a another employee who is already in the job

Coaching: Appropriate stuff member who will help the new trainee and inspired them to find

solutions

Mentoring: An experience stuff member play role of a advice.

Job rotation: By talking full responsibilities trainee got the chance to over his/her targets.

off the job training in TESCO

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Shadowing Coaching Mentoring

Job

Employees

who are

new

To teach

some new

skills

Development

of individual

skills

Areas like

team

building

Communi

cation

skills

Presentation

skills

Inducting

training

Meet new

trainers

Know more

about the

company


Figure 6: Off the job training methods

Tesco’s development program for employees based on shared responsibility in which each

trainee is responsible for his/her development. Developing is done order to improve the

current well as the future management performance by implementing knowledge, attitudes

and skill of an employee. It is that TESCO understand where training ends and development

should begin.

Strategic questions: Tesco employees are encouraged to ask themselves strategic questions

in order to assess their skills and ability to progress:

Do I know how?

Can I Do it now?

What are my current skills?

What do I need to higher position?

Tesco use option program: To employees who want to grow big in the organization more

over it is a flexible program that helps to identify the personal need of an employee

Personal Development Program: This program includes an activity plan well as a learning

log as to understand what they have learn. The log helps the employees to keep plans of what

to do well as how to do it. It helps the trainee to carry out analyze about them self.

Furthermore it brings out the positive of employee toward the company and productivity and

valuable to the organization in the long term.

3.2.3 Evaluation on the Training methods used in Tesco

Training Method Advantage Disadvantage

Shadowing Helps to learn from

real life situations

which is fast and

effective to the

trainee

Builds the confident

of the employee

Reducing

Interpersonal Conflict

Distortions- If a

incompetent person

shadow the new

trainee it will trainee

a wrong picture about

the job

Low productivity

Need to share same

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and Fostering Team

Spirit

Developing skills

Lower cost of training

language

Coaching It helps to become

self directed

Personal growth

Acclimate the

employees to the

culture

Costly

Conflicting goals

Mentoring It helps to acclimate

new workers

Brings out a sense of

achievers in a trainee

It will promote

cultural diversity

witch will lead to be

used as a positive tool

to enhance quality

Leading of frustration

Mismatched pair

( mentor-mentee paring

not been a good fit)

Job rotation Increase the skills of

trainees

New opportunities for

the employees

Employees want be

board

Employees not been

satisfied with the new

job rotation

When employees are

moved for a long time

there morale fed

away

Disrupt in the

workflow

Table 3: Evaluation on training methods

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3.3 Develop and design a program for the new employee

20 local employees 5 cashiers

11 stock keepers

3

Table 4: newly recruitment

Areas for training

Area responsibilities Training needs Training methods

Cashier Customer service

and basic math

Responsible with

money

How to handle

any complaints or

discrepancies in

price or payment.

How to operate a

register

Training on

customer service

How to handle

money this

includes basic

math skills

Sitting with

Nellie

Since the

cashier is

new it is

important to

sit with the

person and

give

instruction

this will help

the trainee to

remember

Stock keeper reducing

shrinkage and

out-of-stock

How to keep the

track of stocks

How to keep the

stock properly

Job rotation

Cleaners Clean the area Punctuality Job

instruction

Table 5: local employees

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A General Store Managers

Area Responsibilities Training needs Training

General

manager

Have to

supervise the

employees

Understand the

marketing

profitability and

sales in the

company

Improve

cooperate

effectiveness

Achieve

cooperate

mission and

vision

Have to maintain

the team

building

Leadership

qualities

A knowledge of

understanding

technological and

financial

opportunities

Understanding

development

standard of the

company

Language training

Sensitive

training

- This helps

the

employee

to

understand

Table 6: General store management

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4.0 Task 3

4.1 Importance of evaluating training programs

Evaluation is one of the important components in a training program The Effectiveness of

the training program can be discovered by using an evaluation on the program. It helps to

identify whether the program given by the company has brought up the desired results.

Evaluation helps to know whether the training method meets the training need of the leaner.

Purpose of evaluation is it helps understand the achievement of the training objectives. It

helps the company to analyze the previous experience and discuss the future changes.

How can learning be improved?

Figure 7: When should evaluation take place

4.1.2 Factors to be consider when evaluating

There are many reasons to be considered when evaluating. Below are some factors to be

consider

Raw materials

Participants reaction- the trainee should be satisfied with the program and it should

thus have fulfilled his/her needs

Learning outcomes- enhanced knowledge, skills and attitudes

Behavior change (based on customer complaints)

Performance change

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Identifying

training needs

Evaluate Plan and design

training

Implement

training


Performance change-individual and organizational performance

Cost effectiveness

4.2 Evaluation of training methods

When it comes to training methods feed back performance test and observation is done.

Furthermore interview, Performance test, questioners, knowledge test. Below are Different

training methods used by TESCO and how the effectiveness of each method have been

evaluated.

Observation

When it comes to mentoring shadowing in on the job training the preferred way to evaluate it

will be observation. When mentoring observation helps to understand human behavior of a

employee well. Observation yields a positive response from employees it more over shows a

insights on an issue.

Performance tests

It helps to identify whether the employee has covered the given task. It brings out the

effectiveness of the employees.

Below is a review of the effectiveness of methods used

Method Advantage Disadvantage

Interview Since it’s face to face

it helps to understand

the employee’s

behavior.

Cost effective

Immediate feed back

Takes consuming

The employees are

focused to give

answers

People get scared and

don’t perform well

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If the employee is

lien it helps to

identify it

Environment can

effect the employee

Questioner Cost effective

Time consuming

Employees put

invalid information

Since cant see the

reaction of the face its

hard to understand

whether the person is

lien or not

Observation Helps to identify the

need of the employee

at the same time

Observation might

distract employee so

that the employee

want be able to

perform well

5.0 Task 4

5.1 explain the factors influencing the role of UK government in training and

development

Education and training is seen in the UK as having a valuable contribution to make to

business life. The government plays a vital part in forcing through education and training

changes, for example by creating more Vocational Subjects in the school curriculum.

(Businesscasestudies, 2013)

According to BBC News UK is facing a skill shortage. This can be improved through training

and development. UK economy growth has grown and the percentage of lack of qualified

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young people has well as increased this has attack the economy to a downturn. How ever

even number of jobs being created around UK there is shortage of employees. This has

increased in figure. (Virtual College 2011)

Furthermore UK spends on education and training to improve the productivity of the country

which will lead to achieve supply side movement in macro environment. The main areas UK

government spend in 2008 was mention below, Government spend exactly £575b on,

1. Social protection

2. Health

3. Education

4. Public order and safety

5. Defence

(Government spending, 2013)

It shows that the government has spent on education in 2008. When it comes to 2012 below are the percentages.

Function

-yr 2012 +yr

Total Spending £688.0 billion

Pensions £127.2 billion

Health Care £121.3 billion

Education £91.7 billion

Defence £45.8 billion

Welfare £115.1 billion

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http://www.ukpublicspending.co.uk/spending_chart_2000_2015UKb_12s1li111mcn_40t





http://www.ukpublicspending.co.uk/spending_chart_2000_2015UKb_12s1li111mcn_F0t

http://www.ukpublicspending.co.uk/uk_year2012_UK.html


(UK Central Government)

Figure 8: Spending in Uk

In 2012 UK Government has spent £91.7 billion, f the government focus on

this there will be a better trained and developed people in UK.

There is a disparity between skill supply and demand in UK

Systematic in UK is not properly done

Training hasn’t given to the lower level employees, this has effect the

flexibility in lower level employees

UK doesn’t have qualified employees compared to other companies

this has effect since there is not that much of employee to train the

seniors

(Johonson.A 2013)

5.2 Explain how the development of the Competence Movement has

impacted on the public and private sector

Competence movement includes in increasing the use of performance in a

sector. This helps to measure the organizational and individual performance.

Competence movement use the problem based and experimental learning

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which will help the learner to focus learner’s development of skills and

abilities in the workplace. It’s not about theoretical knowledge.(Johonson.A

2013)

5.3 How contemporary training contributed to the human resource

development in TESCO and Sri Lanka government

There are many methods of contemporary training initiatives in UK

Learning and skills councils

Train to gain

Modern apprenticeship schemes-combines vocational education

including core skills development with experiencing in a sponsoring

organization

Investors in people

New deal

University for industry and learn direct

Connexions

Union learning representatives

(Johonson.A2013)

5.3.1How contemporary training initiatives contribute to HR

development in organizations like Tesco

It is important to have training and development programs in TESCO since

the company deals with people around the word and expands world wide. It is

important that TESCO gives proper knowledge to employees to work well

and achieve the organization also and well as the maintain the sustainability

in the company. Tesco implement new training methods when recruiting new

employees to the company

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5.3.2 What are contemporary training initiatives of Sri Lanka.

Even Sri Lanka is not the world best resources country. There are various development

programs in Sri Lanka which will help the people to develop there skills and obtain

satisfaction about them self and work harder towards a specific goals.

Technical colleges

SLIDA (Sri Lanka Institute of Development Administration)

German technical college

Teachers training schools

Hotel schools like SLITHM, Winston hotel school

NAITA ( National Apprenticeship and industrial training authority)

Above is few training development programs which is provide by Sri Lanka to the younger

generation. This will bring out a impact is Sri Lanka and in the future there want be a

shortage of skills since the people has been trained by this academics

Conclusion

It is essential to have effective and efficient training development programs for TESCO

employees since it will help the company growth, in view of the fact that TESCO is a

company witch is meeting different consumers.

Efficient and effective training and development of employees is an essential element for

Tesco's continuing growth in an increasingly commercial world. Tesco requires employees

who are committed and flexible in order to aid its expansion of the business. The expansion

of Tesco relies on retaining existing customers and acquiring new ones. All customers need

to be confident and happy in Tesco. This relies on committed and flexible employees

delivering the highest standards of service to meet Tesco's objectives. Tesco's structured

approach to training and developing its existing and new employees provides a strong

foundation for its continuing growth

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Reference

Virtual College,2011.Skillls shortage in UK [online]Available at : <http://www.virtual-

college.co.uk/news/UK-facing-significant-skills-shortage-expert-warns-newsitems-

800770270.aspx>[Assessed on 20th June ]

Johnson.A,2013.Government-led initiative in developing skill, Human Resources

Development. Inter national College of business and technology, unpublished

Leeds.ac.uk,2002.CompetenceMovement[online]Available

At: <http://www.leeds.ac.uk/educol/documents/00002216.htm>[Assessed on 16th June]

Businesscastudies.co.uk,2013. How training and development support business growth

[online] Available at: http://businesscasestudies.co.uk/tesco/how-training-and-development-

supports-business-growth/introduction.html#axzz2XJiM8tvx [Assessed on 2nd June]

Tesco corporate review2005,2013.Tesco[online] Available at:

<http://www.tesco.com/csr/f/f2.html>[Assessed on June 10th ]

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http://www.tesco.com/csr/f/f2.html

http://businesscasestudies.co.uk/tesco/how-training-and-development-supports-business-growth/introduction.html#axzz2XJiM8tvx

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http://www.leeds.ac.uk/educol/documents/00002216.htm

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Batch 01 Page 25

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Documents

Human Resource Development