HUMAN RESOURCE DEVELOPMENT TERM REPORT ON 3M COMPANY LIMITED SUMBITTED TO: SIR MUHAMMAD AHMED BUTT CLASS: MBA GROUP MEMBERS: FAZEELA KHAN KANWAL SAFDAR SUMAN KUMARI

DATE OF SUBMISSION: 3rd MAY 2013

TABLE OF CONTENTS 1. Introduction to company 6

2. Analysis of the study 7

3. Strategic analysis 9

4. HRD need assessment 11

5. Designing HRD programs 12

6. Methods to deliver training 14

7. Effective learning in physical environment 16

8. HRD evolution programs 17

9. HRD framework 18

10. Coaching 19

11. Skill for effective coaching 20

12. Employee
Human resource development at 3M
3M define of HRD is "organized learning activities arranged within an organization in order to improve performance and/or personal growth for the purpose of improving the job, the individual,&the organization.”Human resource development includes training an individual after he/she is first hired, providing opportunities to learn new skills, distributing resources that are beneficial for the employee's tasks, and any other developmental activities as well as career management and development and also organization development. 3M has separate department of HRD.

ANALYSIS OF THE STUDY 1. HISTORICAL PERSPECTIVE OF 3M MULTINATIONAL CORPORATION
Parent & Subsidiary Company
3M was founded in 1902 in the Lake Superior town of Two Harbors, Minn. Five businessmen set out to mine a mineral deposit for grinding-wheel abrasives. But the deposits proved to be of little value, and the new Minnesota Mining and Manufacturing Co. quickly moved to nearby Duluth in 1905 to focus on sandpaper products.
Years of struggle ensued until the company could master quality production and supply chain. New investors were attracted to 3M, such as Lucius Ordway, who moved the company to St. Paul in 1910. Early