NAME OF TOPIC 1. | Moduie-t: = 119 Human Resource Management 2. | Module-tt: 20.43 Human Resource Development [3] Modutesi 44-70] Human Relations 4] Module.tV 797 Recent Trends in HRM * | University Question Paper 98-99 See ees] (For Private Circulation Only)TyB.com aR HUMAN RESOURCE MANAGEMENT —_————— eee (21) Esplin the concep of Haman Returce Management UIRM)? Explain its features? ‘Acs DEEINITION AND MEANING OF HRM 13) "HRM coach einige manag, of tsfcary and safe ark fre” George Terry in hs bok incite of Reson Menapemont 2) THRs te planing gens dren ad contrling of he proceed, deme competion agro maemo pron foie roost eat ‘nd organisa and socal ejecter we acomplia” = Edwin. Ripe i Bi ‘ook ‘Prine pls of Management FIRM meant to manage he "People" of “Human Resource’ ce "Mnpowe™ ‘Wark Tore” or "Percnna” ofthe organisation, People consists of bah Monopos snd Employees, HRM smaans to Seer, Develop, Matias and Minin Ratan sources in the onion. 1 fest scoct the right human resources/ sf (managers and employees) I tain and develops them ft motivates them by pag than ecogation and rewards I alo pvides thom with the Seat working coed, [RAC tect concerned withthe "pope ofthe ogansatin Iva preps oid proces. Tati semanuge people t tke ‘¢ HEATURES/NATURE OF HRM The various fantons of HRM ate afte: aires | | magn aoc fa ama] R ft, aeey | a ees 1) ties ea isa porcine 3 Rieti Seman lis ts naman sasue Fing ferment Ss Pan tires Beaten ot homing and Deon an aoe sdvelopment. The Knowledge, sls attadce and sscal behaviors the naff ‘developed: Thee noes are pepar by sundars ass. ©) Molivtion of human resourer It indudes giving econ and reward the ‘al abo ncades Perfomance Apprasal and handling the probs of sate 4) Maintenance of human zesurcer I inudes providing the be working eons for employes also looks ater health and eatty ote sae, 2) Continaous process HRM sn one-te proces It se entnuous pce Isha {@ coninacaly change and aus acoding 0 te changes ine envious, thangs inthe expctatons ofthe salle HN his fo give continuous ining ard ‘development ttl dive changin echogy 3) Focus on Objectives IRM yet alt of importance oahievernent of absiven Te fourmain otectves ar 4) Tavlos ofthe ste 1D) Group or Departmental sbcives 6) Organisasenal objectives. 1 Soe ebetvs 9) Univ aplication HRM i al pervasive, HRM has universal aplication, That tan be ase for busines aswell for otber organisations sacha cl alge hospital religous organise, These note ee prepare by sanders cso ‘SUNDARS CLASSES ‘MODULE-TTy. 5 ” 9) » 9 'SUNDARS CLASSES OM aR of Subsyatems: HRM involves he integrated we of ubsystn sh seething ad Devdopment Cae Development. Orgasetorsl Development, FPeceomance Appeal Fotental Apps. et Al thse rebystems ieee De ‘iceny ef recall ond eg cies othe rpriation ‘Mut siilinry Anocoe HRM te malt cngpinry, Tat ti wis ony fect subjes such as Pychelog, Communeaton’ Palsopy, Sodsoey, ‘Mraperen neon ‘Develops Team Spit HR wrest develop the eam pit of he ul expan -PSts dat helps the oat wok peer for scheeng the oes of the Seunstien, Nowadays nn inponen bs iven 10 team work and Rt © nada Denelops Sa ote HM develops the ponies ofthe sn by ging ‘en taking snd developnent. Ths wil make the lf more ect and wil oe ‘ham mare ob atsfocion ‘Key Eement fr soling poten: ody we have op techoolgkl manager ‘hom al yl Gus Ths changes ting many probln. HM coninety {tose tne problems Tae nots re prepared by rundar’ css Long Term Benfle E trings many longterm benefits othe inviduals , HITE antares giv ty finance! and nonfat 1 {he sat impoone te nage And pros ofthe organization. Ie lin provers ‘utp go quay peo and servis esate piso sey. What re the Fu lone Sope oe HHO? ‘The various ucts of HM areas allows E tae aes ‘roe |e ome oe [ten ae | Human Rerowse Manning (IRPLHRP ertinats the manpower demand and Eethmvee fupply of Une ecpnanton. compares the manpower demand end esr SofBy tere ngopower spt then tives Voluntary reba, ayeat ct ersene employecs I ere b manpower shortage ten thie employes ‘rou, ies promotion employe ‘Acgeintion Function Ths function eludes aman Resource Planing Rare ey amon ue inducn of employes HRM uses the soon loon rode for seletng the ight man for Se rpht post. The “ight man is ven Proper pacer ond inducson Flsenent Eungon HRM also perfor the placement fein. Pace done fr lation ol employes Tart pat ight man in he igi place of wok Tee encemeat pres fob stniacon to fe employees and it inenet Bele storey ‘Pesfrmance Appraisal: HEM: alio conduc performance eppasl. Psormance rat apoenatc evaluation o the emplyess performance a werk I ners replys out tr seen a weaken Talo advice then about Bow {hese tr streng and remove alr ween. Catet Development HEM alo helps the employes in plang snd dewlplog FETs tem abont fate promotions and ow A get hoe 8SUNDAR'S CLASSES Ty. 9 ” 0 29 » 9 com prometios It helps the o grow and develop i the ogaisation. Taining ad Deslonmen HRM so provides tng and depen © te ‘hployes: Training tenet incense he knowedge and sil ofthe employe for ‘Sings parler bs Tnng given to manager icaled development So, ring {fives foemployee while developments given to manages, [Employes Welfare: HRM provides employee's well. Welfare measures inde pl Roldays medio inwurance, canta incite, recreation fais, est Foo, Emporis et: Proper and aay wel facies motivate the eployes tren hardin the cpus. The oles ae prepared by senda’ dass ‘Compensation Function Enployees must be rerarded and rengised for thir Frvormance FRM rakes peuper compensation packages forthe employees. These prckagesmosivate th employes and increases thee morale Rewards ae given fo [Ravan and eames, The rowarde maybe ne form of higher ay, tos, her ‘monetary incentives and non-monetary incaives such as cette of pecan, Labour Relations HRM isaac inctudes industrial eations, 1 into - union ‘managerent retort consultations, negotiating, clective targining, grievance anling dincpinry aeons, setlement of dus pate et Maintenance Function” HRM alo performs he maintenance fnction. That I Protcting and promoting the hah and sale of the employes HRM intodacer ‘any nian safety measures, Tt also provide othr bens uch ab mala Provident fad, penaon, gat, satrty benefits, sdent compro, 1 heemployes. Describe the Importance (sgnificanes) of HRM in busines ema? FIRM ia mporane see undertakes ahieve the flowing ates . The primary objective of HRM is to ensue the ‘Saintly of competent and dedined anpoer Appointing and. asaning ality people scat to the succes of every eganation, whether profit oF name Droit Therore, HEM te concerned ord acenie reritment and Slcon Of ‘manpower, Tha notes ar prepared by sunda’s clases. “ffi Use of Manpamer: HRM facilisis not only the avaabiiy of competent ‘manpower but also egures eee use of manpower. Ate selecting emploees, Thepave placod a the ight place of wk: Proper plossent hepe to mer cee toe of manpowe ‘mint nid fo motte manpower by providing rowan and Incevs, HR Imanagere make attempt to devise the bot pone compensation packages 1 the Employers Nowadays, profesional fms, employees are rewarded wilt pelorancelinkod incentives Highly motte employees putin hr et flo to hive rpaistonal elves: Monit a nplaes Mors gop phronon, Employes mn constinty make effrts to impeove employees morale by inviting suggestions frm {poup member providing group inentives evelopment of Employes: HRM facilitate carer development of employees, The [it manages make forts to cess he ight environment to develop cers of managers witbin te organisation. Cece development can tke pce ough Oa indoor ping alpine ii ronoton nds Inston of Individuals and Groupe HIM scares the ntegraon of indians Sn groupe with the organisation. The HR managers recone inva group ‘Siete with hoe ofthe erganisatin: Therefore he india an group el ‘Sense of Commitment Involvement end Dedicate, ‘SUNDAR'S CLASSES 3 WODULETeee i ‘SUNDAR'S CLASSES Ty.8.com com 3) Working Relationships HRM estblsher and smintains, desable working Seer al ie mente of te organiation. Athos and esponsty ‘rent ots larly defined nd elation with oer bin the organisation Cleat hele orty snd esponbilty develop god rstons between the superior and ‘bordnations tnd ako song the various departs 5) Corporate mage fective HRM is equi © develop and improve corporate image [Bho minds of arcu akahaldere~ cstomers employes, shareholders a other smentwr of soley. The paces adopted ty FR managers havea diet impact “corporate nage of the organisation 49) Sedat Objeivas; Nowadays, busines fons full their corporate sci Seat, HEM pay antiport oe fliiment of CSR ofthe erpanisation “Tetagh effective ting nod evelopment, employees are motivated to prodace Tht poous and sere, and fo tke approprine measures towards socal “evelopment ncading eniormental conservation 10) Natina Significance: HRM elo sgn fom the natots pint of view. Ds. W. Eipeting ance omarted« "Abundance of natural rexures i nota rquromen or property The wealth of nation daponde on te people” Th efit ad efecve {inion of saton's natura, peel and financial soar depends upon Smonentand deinen ofthe prt of he. people, Therefore, lfcive ‘Management cf hunan resource reed sped up the process of economic {nvelepment of naton, which in turn would ting peace and prosperity £0 the abn These noes are prepare by sundaes 24) Explain the concept of Strategic HRM? She Besincs Ditlonsry.com deine Simtegie HEM as “Prostice mangement of the mpl of esompony orang” ‘Shuey for Haman Resource Atanogemont (USA) states at “Strategic HRM as a ‘Tnspine covers he omer and practna tat gue and align HRM pllosphy, Sear planing. and practice wih the strategie and longterm goals of he ‘nznization, wit parla focus on human exp” Srnec HI involves improving everyting fom hiring practices, empovee reining progans employs compensation, appraisal techniques and dpi, "yao tnvclves working with employes ina collaborative manner fo boost retin, improve the quali” of the werk experince and masinge th mutual ‘ime employment ior tat he employe and the enpoye. ‘Seam human resource management regurs thang abe, and planing ways fort toopany to met ellctvly te needs of 1S employees, and fr the “Srployoos totter net the neds ofthe company. ‘Gonege FIRM gies direction on how t bull he foundation for stage advantage ty ceaung an lieve Organcacnal stucure and design cutee, ‘iployee vale propestion estes thang an appropriate commanicallon sraegy cePPooang ih crganionon fora changing nuscaps, which nclades downtums Sh ergs aquttons ‘Saas corporat acl repent cme within the ait ofthis sciplion, expeily with serene © organizational values end thir expression i nites declon mating Those notes are prepared by sundays ase, Siesegie HRM adence rood organizational sues relating to changes in siracsoe sek culture erganzaonl effectiveness and performance, mulching SESS fo fotere reyuemen the development of Uistincive capsbiiis Towle management and dhe management of change ‘Seuege HRM! i concerned with both human capital requrements and dhe dvelopmnent ot prvi opas that, te aby fo get things done eect. ‘See cols wrth ny major peoples hat affect rare affected By the seategle ans ofthe ceganizton. These ots are prepare by sundaes. — ‘SUNDAR'S CLASSES 7 MODULE-Tshort erm gona organo, = Obietive ‘The main objective of raion HRM Js to ele employees and. to Spe oe eng Traditional HRM takes reactive leciiong eating to Raman resource © | Seestion Tradional HRM sts empyees by dopling wadisonal selector procedures Generally, there ie fo [Sepharec movant cployment ete Su interviews Suatglo HRM adopt scenic selecion procedures in sling employees, Relevant employment ws snitertewa are conde © | Eaining ‘radon 84 places lee emphasis | jon taining and development, ‘Trdisonst “HR inanager pace emphasis on expeenc of employe Strategc HRM pace ot of eps fon taining and development The HR ‘managers bee ht training hp fo fic krowiedge and ake for enproving eiceny | Batormance Appel | Gemeai hore lick of emphasis on pesormasce eppraa, The Hit Fmansger may. edopt taal Performance appraisal techies such ‘SS mainaning condensers There ie lot of emphasis on performance appratal of employees. Modem. metiods of perormance appraisal "ore undertaken sich a ‘Soeament cote, tle ana, 260" Sppasal ‘Under atonal HRM, er tational 1, romotion| Seniy efolowed tite | Seatple HRM gives importance to prometion by metitat hr evel a promotion by serie a ower evel in [connie © | Companions Generally employees re pak sly wagee, Croup. icentives ay te provided, ‘The i lack Peformance based incentives, Tere Fry any empha on retention ous ESOP, te Under Seateplc HRM, employes are paid salary/wages Als, employees fre provided woth portance sed cones. Additonal incenves are sid in the form of retention bonus, SOP ete 9, [Retention of pans Thre lek fecphae on retention of employees. No spac mesure are taken to reais employes Special emphases placid en rtenton of employees Spal schemes ae esgned ach as feteton bons, nd ‘ter loyalty programmes fo rein compote employee 7 | Natare aC Pais Generally, HR poles are sigid In nature. Once framed tere ae hardly fy changes in pole, IR Policies are be innate HR price are reviewed pero d hangs ere made then = ‘SUNDAR'S CLASSES MODULET“el SUNDAR'S CLASSES, 28 » e 4 Ssectlatone {Generally one manager foks afte | Under satgie slost ll ares of HR Including | specialisation in HR ares. uch at Under taional HRM, the employes | Under sratgic HRM, employees are are ueated as tre wovkers ot | considered. te partes WP employes to underakeergaisatinal | Employees are’ often eted wh sctvites Generally, thee is Ick of| respect and conde ae intra | dep respect and care forthe |casomers. exp ‘What i ttuman Resource Planning (RE)? Explain it ate? DEEINITION AND MEANING OF HUMAN RESOURCE PLANNING (RPS “HR ithe pros of deter map reptenensand ie moms fr meting Boxe remote oder teary tetera la of te gantaton* Coleman Brace {his book ‘An Integaated System for Manpower Manning” HRP th proces by wc a orgoiation ensure ti hate ight aren Kinds of ee thigh place, at thigh tne, ale of feta en ecient {ek ta wept rgiston aces exe ene Deon and Rebbe in {heir book “Human Resource Management. RP involves Forecasting (Estimating) the masgower raiment or he tre psi Airing (Geting) the required manpower om diferent sources That is, ecrlimentand Secon of anos Developing the manpower. Thi inclades Easton, Tetning, Development and of the HIRD programmes. These nots are prepared by run’ lasses Motivating the manpower by giving tem atrctive salaries, well measures evelopment and other sete Ht Plies, Monitoring, manpower requirements HRP continuously finds out wheter the ‘umpany as manpower shortage er manpower surplts I there i manpower shortage then selects new sa I tere Is manpower arpa then removes com ‘tng sa So HRD? takes al ope oe that Ue companies nanpower ‘equireinentarealwaye egal eames apply. emnnomanioos— TR Regus TR Sapp Fost Fees Maia compeion Taio + |_regtemena apy HRS eae HRSorage ‘SUNDAR'S CLASSES 6 "MODULE-T SSUNDAR'S CLASSES, Ty.B.com Rm ‘¢” STEPS INTHENRP EROCESS: "HR is done by the HRD manager Hae epporto by the HRD departen. He kes {bellowing spe 1) Review of Organisation Objectives The HD manage iat sues the objcives of, {he ogenioaton. Then Re prparor tof ll tho sci Go) that are rue $2 schiove th objectives Hea does fb analy, 2) ‘Entimition of Manpower Requirements The HRD manager tun selina the ‘manpower egurement ofthe ergarsaton. That i hens oat Rowe many people (Guanager end employers) Wal be rogeired to al the jobs in the eranaton. “Etmaton of manpower rgurenents must be madi term of guany an aly, 3), Estimation of Manpower Supply The HRD manager then ctiute te manpower soppy. That fe nds out bow many mangers and employers resealable nthe ‘xpauation. Thos nots re prepared by surders cases 4) Comparison: The HED manager then compares the manpower reiramen ac tanpower soy 5) NoDifesencer if here is no diferencebetwasn he manpower requirements and the ‘manpower supply, then the HRD manager dos fot tke aay ston Th Is bene ‘manpower rgarements equal tothe tanpower spy 6) Diffesnce It there Is diference between the iver reuiements andthe manpower supply the HRD manager ake the lowing actos, 9) Tethers Manpamer Suplur TE the manpower eqarements are hs then the manpower supply then there is surpass case the HRD manager ae te lowing ations 4) Termination ie removel ofall 1) Layase 9} Velantary recent, 4) ethers is Manpower Shortage Irth manpower reement rete thant manpower upp ea heres manpower shortage ln cus the HRD manor tas he fg ea 2) Promotions 3) Onan 4)" Tring toipeove quay. These os ae prepared by sunda/'shsses. Hires om ouside ee 1) Motivation of Manposer HRP so motivates the employer and managers Provigil ands racine ° 6 Moning Mager Regsiramente Toe HD manger ust coninosaly monitor Shemanpowe reiement: Tarr oun any copay nt manag eve organinon by eign erent se 7) Whatisjob Analyse Desrbu its component ‘Ant! DEFINITION AND MEANING OF JOM ANALYSIS: i 1). Job enlsi prois of dor an clei information ing te peti wad spent ofeach." 2) "Yeasts th pysematicmsenigaton oo content, he phil reams it which fe cr at an he unt ry te pois = Job Analy sa process of cllctng and analysing information about the job and the quails reed for doing the oe lob Analysis consist of 4) Jabberipton nd ¥) Jobspecitcton 3} Tab Deception eb Description gives det information boat the fb ve the name the othe dates and rrponailiies othe te working comditone, he working hours the slay and ler incensves, ek. Sa,job derption a weiten Summary oto 1) Tob Spcifiation' Job speicton gives dete information about the gates ‘ei for doing the or us what poof candidate tered fo do eo — ‘SUNDAR'S CLASSES 7 "NODULE-T» 9 5 9 [SUNDAR'S CLASSES con goes us dtaled information about the qulication,guais, expenc, fay cground,apitude, ce, equzed for doing the ob. S job speieaon so waten _smary of he qualies required bythe candate employe) or ding te TOW ANALYSIS i + L TOs DESCRIPTION TOR SPECICATION Tisbae DQuaieton 2 Due and seponstes 2) Quattor 53) Working Condition 3) Expenence ‘2 Working hours 4) Fam bekground 25) Salary and incentives 5) apunide ‘COMPONENTS OF JOB ANALYSIS: J satya consi of wo mn elements component 1) jo Description ‘Job Speteation ‘ek Destin: Job decision gies dems of fe jb in respec fob tite, daties ‘nd responses, ixaton of theo working conn nd ober eleva detale ‘descrbag the piven overall une afeb guiement, ‘Acting to Evin Pippo jo deveiption loan organised actual statement of duties and responsbiltes of «specifi ob I bret should tll what i to be done, hove itr done and why. Tee 2 standard faction, in that dence the "appropriate and authorised canton of 4b" ‘Thee description denis every anpect ofthe jb. Job description ence prepare is reviewed periodically an reves in theif changing condone. Contents eb Desist, ib identification pe dels rting wo the ob ie, cole ramber of the Sccipton, lato ane of tevin dopant oeson ad thet where the pi exste Ths part pb smalyen hop Hetty the ob and Yo provide ‘Scant er, Thane ee propard by snd sci lb aman gern expat cnet he in emi of oe {Stvites be pertrmed te ica and dcr ing othe ‘Duties and Response It inne este port = what ho and try ofp sl desc jo responses ting w east of vleabe ard ‘aledssuperton and tng of sora ad Ss respon oars facie pertoomane of tee ekioghip wih Ol lake 1 indicator stern! win the organisation) ‘atop ofthe il wi ll tae hat, ere ane agonal ao [Sikste stoma soap noch as wlerip eh costars eles, Covent cae ene cistone ‘Machin and Toolset te typ of mache, ol and egepents tht re0 ‘tad fre performing the bates ‘Supstiion nds he eto apevnicn which the jb i ajc fo om fig lvls and hc een of supervise whic hob Heder has to nee vet Svburdnates,Desgntone fined sop sa sorte maya Be Sad These note re prepared by sna’ dase ‘dal Enunment Pe scl evonmestprvsing i te ergsaton may be Std th jo dscptin Sach description enables ob ole eas wt the Sil environment ews pla ‘Working Cendhons: The wesking condone are so & part of he jb dencripon, Te wating cendltenendade Tealh haar uch senso, amination, nerve rai ye Sl, ris, heat dit and other expat hazards eation auch a faye, iide/oue, sotry/tam exetd, sr schon ting iting wating esta acho aig sg sopping Rest Period ach ate ume of ot a and be Graton of cach ret prs 'SUNDARS CLASSES 6 MODULE-E[SUNDAR'S CLASSES Ty8.com ory ee or bees 4) Speed of work sucha fst or mde slow 1) Taminge sat oe singe ah ana ty ig, orto, peak oad, > Uses of Job Desxiptlon: 1) etetatesjob grag and asian 1) provides the Ease for preparing job specicaton, thes facating recat and ‘lotion ‘Renae the ney appoint cana’ doson to accept ort the jo, 4) Mencures proper venation tothe ney scat exployes, en proper placer eigen Be facts proper performance appeal. | fg) lRenatles promotion and wane of mpioycs. 1) tenable employes to adopt eat nd sey menses 1) Itbelps to develop work procedures j) tans in earer planning ond developmen of employces 1) haciats employe eur and guidance. ales he organization to den compensation and incentive pls 1) Ite wo develop effective taining ad Gevelopeent pogrmane, 1) lRbeips to avd minimise sent ©}Rheipetoredae employes grievances. 2) ob Specifation: It gives dts of the candidate who i suppoaed to doa parler with reference to qualies, quaifeatons experience gender, fam tockgroand, {Iisa over wien surmay of employee regiments. Jab speciation provides a standard uf an employee for possessing the roid ‘quales and quate perform the pb lca an sity "Ewin Flppo defines "Job specification is a statement of the minimum acceptable ‘numa quaiis necessary to perform ajo propery” (@) Mental Chtacteristie ~ icles gencralinteligence, aptitude, mental alert, @ Salty to concentrate, anaiyScal rasoning, logical” reasoning ‘rary and | Innovatveness et These note are propre by snarls (0) Penonal Charaeratce —inlador age, gender, evnton, work esperence, Feadership qual, plasig personality an manner, communion hl pate tolvng sil, nicl lls concept sls, (0) BhoncaLCheraterisia = octednr ght ath, hnrngwslon, wie, pi ator ‘cordaton,piycal stamina, (@) Sodaland Peyholopial Characeatis ~ lnluds emotional stably, cooperates, FRuman skill conversaonal sills, socal rlatonn, inkove/ extrovert sod Strentiptehiour te | ‘The coments luo in job spacations der fom oxpaizason to organition, nd from ob tb. However, coments ike age, gender education, teal experience, Sd skis ae invaraly Included in job specication Kr ll Sper of ike tal cxpunsatnn > eset and Desiable Bement ‘Experts boul civide te element fb spctation nto groupe ‘+ Eisen characteristics ich are generally mandaony in tare, sich as the tuninam snd mau ape of the applicant miimam quliertione especally inpuble/Govt organisations) and height and weigh (mistay) Thee no Sey ‘ modping wach characte. Tose le ae pepe by ound’ s cases + Dasibis characteristics which are general flexi in nature, sach a8 experience, famuly background, ne gene. The desirable carats ave fs mature iowever sh hat otersts oe deal for sttactory performance of hob > Vasot ob Specification 1) Tefoatates selection the employee depending on the mental, phys and personal guts 2) [helps in providing taining to improve tho knowl and kl of hae candidaee twholack the same forelloctve pitrmance the jb ‘SUNDARS CLASSES9 epee of candidates |) Iefsipein propor placement ofthe candidates on the job depending upon the qualities sd qualcasons 15) Trento the oraniation provide proper designation to the employees based on thst qualiletons and experience. ©) facts in counseling the employees to squire higher qualifications thas felting career planning and sacrnon plnaing 5) Deine ob Design? Rapin the techniques of Job Design? ‘Ans! MEANING & DEFINITION OF [08 DESIGN: Job design i technique of dfnng and tracing the abe wo mest the meade of he “rployes and that he oganzaon Fred Lathans in hs took Organizational Below’ defies “ob desgu ar the rthods that management weet develop the cntont of jo ncuding al recon? {asks acl athe processes by hic job are constructed and revaed™ ihm cs pb iy ery reer nah nee i sand the ob older so tht the jo te prtrmed efclenty and feel. The jo ler expences Job salecton and put fis est efforts for improving job Prformance. Tee note ae prepared by sunde'claes Eller to desig os bgan sic Industral Revaion of 176, Adam Sith in ‘is bok Wealth of Notions psd in 1775, sated that ssemy of saight Ps ‘ab consigerably icrsse each works we assigned small an rpeve sk ‘One indivi! hel of wie ataighlener’ and msec one a wie ell, Cd ‘worker eld the ob of sharpening the pa head ands n.This type of special job ‘dsignincresnd producti al ct he sags for cetie management movement led by FW. Tayo. Erte made ant to design he oe in wach a way tat pbsare performed etc. > ApproachsTechniques of ob Designs {obdsign o work design he specication of content, methods and rations of [Be in onde to sty oranatonal ruizements a well a he scl and personal fogelrententf the jb base [Telfors to deign jo ve rnuld in the developmen of two major approaches of design Penitona Jo Design oteaonal Jos Design 1) TRADITIONAL JOB DESIGN: “Traber ob design bse on scenic Ind by BW Taylor ant teowed ty Hewy Gant Fak Cited, Llan Gila an oer. Tao Cisign tak int account nly te tial aspects of, and doesnot take io ‘woeation Ran pet ach “Tadic woot design Pac emphasis on werk simplification in such a wey shat tse ae ae nina the ental and py demands on he worker ‘Reomples fs divided into snp tats and worker i soled nl «speci: {Sak whlch ads ovpcalston However exes opecalioton of spl, oti AM ropettve work ends to monotony and Dred, and. consent Tower ‘roduciy tnd increased its may ss ead increas in worker becom End turnover Theo notes ar prepared by sundae. ‘Te teadldonal ob designs ase on Une rotn and fatigue stad 1) Time Study Te jt are designed tng int coaderation th tine requied © ‘Eros parce jo The time sty a italy developed by FW Tayoe de Tanto out te ne eure to perfor pata jo with the help of tp otc fecniqu, Adjustments are made forrest. petonal needs of the worker, nuveidatle chin nyse, The ine ken by a quad worker isconsidered {he bt ne to peor the ork 2, Matln Study The jtn are designed by cfininating unnecsary ot wate TRovemans wae nfuced by Frank Calle and Ns wf lan bret near 'BUNDARS CLASSES 70 "RODULEST[SUNDAR'S CLASSES, Ty.8.com HRM @ o @ @ ° © 3 @ 3 6 © 700s Motion study studies motos or movement of worker in performing certain ‘work. Gre inal modon study was concrned with brick ies (Construction Indsty) movements. The study pote out tht te Wastefl moveent can be ‘mated nee product Ealgue Study The Jos are designed with an emphasis to reduce fatigue of the ‘worer soa to prove product. was ft conduct by Fra beth and. {an ‘ites in 1919. This sey ste at workers performing carain work pot ‘edo el ftigue Therefor, ati be provi. When there porta, fe ‘worker works more producti. Thue note are prepared by under’ ases MOTIVATIONAL 10R DESIGN; ‘The motational job dsign places emphasis cn the human spec of 3 fo. Ie concemed with he pyc a wel ar chic aspece fhe. ‘The valour echnlques of msvaonal ob design are flows job Simplification The abr are ved into salt sub-pat, Each sub-part i ‘Seige eatin workers Tk worker perfor the aubrprt of he ob aignd thi, ‘he worker repedvly perform the seme subpart the ob Th, te worker gals prafieny, ans sach the producvty of the worker and tat he season [nereses, The note are propre ty sundaes For ample na festurant a patsr work may perform the jb wate, another one ma perform the ob of cen the able ad ete worker may perfor {Rj of eanng te flor edo one Advantages Ins incon ad spscnton eo epee premanc ofthe same sub Jobsimicaton leads to higher prsuctviy. ‘The waning costs are almost i ease the workers ae performing simple sub-part elke on entnaous an sen espe oe oy vl of Te spend of peroming he Wk Gi, an tor th goto protuton can nerease pe worker ‘houalty of work prfrmance may improve du to speciation By perorming the same sk ona repo ss ay lead wo monotony and boredom. Jeb implication may be ponte in he ae of oti wn ower eel bb ot a theca af higher ee There maybe ow jb satisacton andl consent, the productivity may decease and ho cot per unt may ineease Thee note se prepare by andar ain “The weckar may face the problem folate oslenabion Boredom may lad osmistakes and cdots. Da to lnk of motivation, workers nny seman skeet an here may be increase in employer tamove. [ob Rotation ob rottion may bean answer t monotony and boredom under job Simpluaton Jb rotation sleet the movement of an txploee frm ee Job totter A werker doing roan jy may be taslaed tani or cera Pld and may then ete the gal oh ‘Under jb rotation, the os remain the same, The jobs ae not changed or redesigned; only the worker is wanted from one routine jab wo anor For pape eer nk my be attr fhe dt ety oe as parent Advantages [Reedacer monotony of doing outing jb. Ieimproves knowlege, and lls of diferent ob. Therefor give more eilty tomanagement in scedling Werk edaping to change ad ling vacances, Temay belp dena tha meat slble pers fos particular oy nich mean ean Support eetive jo place. Job rotation may generate ge jo stain, and consequent inprovement in ‘SUNDARS CLASSES 7 RODULET[SUNDAR'S CLASSES, | TyBcom HRM (0). Froton may reduce bein and labour tamover Disadvantages, (4) raguent ob roation i ot advise ast may crete problem of ajustnent with foe be lb @ oe @ ° | @ @ ° o erent ype off Some workars may fluse © sapt Job rom, which may allt employes ‘management leona Tew note ae prepare by sand’ lash ‘When employes ae shifted fo another jb in anther depart they may lose the Social network the previous depart ‘Members ofthe werk group have o adja to new employee who i raneered ots work group. eles ho rein eigen may rar hy Ieinrense taining cot and employes who ae rotate needs to be given talning of thonew ob Spervicrs may have to pend moe tn in monitiing the work 4 nev rotated employes, Job Enlargement: Iter to ovzontat expansion of the It incre the scope of |g: More tas re added to tha exiting jb. For example a sls man whose is © ‘ban eer maybe given adional ob of ecingpayent mm ce sale ad ‘nding cutomerscompiaits These notes are prepare by sundar’s ses, ‘Advantages: Js epeent may being are vaso empye bie ofan [Rima refee boredon and nonin of ding the sme routine and epee work, ‘the worker canbundle adigonal ke ot [may bring sstiaton some employe Some eapiyecs may fake pre in pvorming wre of ob, and they may even [oat ofthe en oldest enters Inerssng the numer and vary flasks resus in more jo divert, tsa of nly ne tsk the employers hale diversified wo o mor ake Rjssdrantaes Generali most employes may resent jb enlargement a it pat addon burden on (han These nos are prepared by wanda clase ‘Hes led fo aus the workers and erefore, the productivity may be afer ‘Atimes, ay lod to stress on acount of work overload ‘There ace ches of error ad stakes Deane Of conuston over diferent ps of me In most onganisatons, efforts at jo enlargement met wih Than ents resalt ‘As Soper Robbin inhi ‘Ocpnsair Behaviour that one employe Who ‘xperince job enlargement remarked Before I had one lousy fob. Now tough enlargement Thave dee jb eniciment refers o vera! expaaion ofthe jb. ks a diret ‘outcome of Peck Hester's Two Factor Theory whereby Herserg it ut Job ‘matvatis ats ineara of motvatng the enployecs. The jb mediator of Hersberg, ‘bale eriching and ullenging ass. For example junior manager who implements parca plan framed by the sapere may br give addisoal charge of preparing ie pany plemening We and erode mentoring of he sme, Te fre manager ges a chance to generate eas © Flan implement not conta the cris ofa pice profct ab enichaent 4 vera expaneion of ob by adding more rerponaty an rom odo Ie Ba on the aesrpion ha employes canbe motivated ‘ven the job provides opportunities for achievement, racogiion, and caret ‘development. These notes ae prepared by sunda’ cases. ob eavehent Increases jb depily which refers to the degree of conta that | ‘SUNDARS CLASSES 7 MODULE[SUNDAR'S CLASSES Ty.B.com HRM lampoyes can have over ht work (0) _Jobenrchent can improve the quay of werk utp and employee motivation, (3 J tg pe pena vu 0 emp, tg ‘pportniy for promotion (@) Tease tnplyes loyalty towards the organisation, and heer there is reduced shaeteclam and employee rover (e) intresting and chatenging ss on be sure of ened satisfaction {9 _ttleds tinore postive eitades ards he ob andthe rparieason. The employee to develope bee salcinage duet aemony and feed in performing the (eis dita iplement at workers level and thereto, s mast flowed at ‘nage eve tle dial implement in Govt crganisatons (0) _Joberchmen equivsprstrautory and Geedom othe employes. Thus some the employes may misuse the author (6) Job corchment equines addon cst in repet of talnng and evelopment ower, the Drala tc opts cutncigh tering and ote cot (4) Some slish managers may ot encourage etches they tay fol a heat to thee pnton Ths ots ae prepared by sna lasses 5) ob Feil: Nowadays in crain organisations employes have the Bey in tigi theatre of Scr wor perormance. The organo i ore interest the Teale rather than tere scien The employer tay fot alow cet ermal tut create an mpednen for satcory perormanc feo or instance, na coligs, te profesor re Even certain yaks to complete within a certnin tne Fre. Some coleger may give complete freedom and Reiity {Bike peeescea to coverup the aylafus in any tcthod with which hey are more ennforble and st the same tine that taker more effect on the students The frofeioe has the oils t ase any or mas ofthe methods of couse content Salvory such as lecture metbod, case study method, group discussion, quis method, ‘eral ld isis anc oon Tne ae prepard by Sundar dae “There is bac any lnerference on Use prt of the lop management inthe ‘mete opted by the employee Hower htop mangement nay intervene only ‘ene gol of wrk oxtcome adverse ne stadt mcd enc gan igh eo Sums te toy tr onnabsnoge woh ay elven at eet fhe organisation. 9) Whatarethe diferent Souces of Recultment? ecient isa process of searching and attacting people to apply for jobs inthe company Recrltrent faites secon of mployece “Recruitment 1 the process of sercing for prospective employes and stimulating tha to eply fer oben te ergniaton” Elta Pippo > SOURCES OF RECRUITMENT: 4) Internal Source nd) Eternal Sarees t DTiansfos 1 Consaianis 2) Retirees 2} Campus Reratment 5) Internal ade 5) Advertnement ‘9 Promotion ‘Recommendations ‘SUNDARS CLASSES iB "MODULE-Ewa Hol oN SUNDAR'S CLASSES. 2 9 eos Fy 9 > a) TimRNAL sources cision AL SOURCES tal soars eh sue om within he cnet coroner ce unalone Promotors mans 49 phe a Naber pein. ston, lay a ‘Sry eels be nucy eh hel pei ai SnafrsTtcsmchg in th pla of eploymet witout ay change ithe pston su saya Sopety of be Spee Se cy ok Schad bywaeng sitcom tte opt Intra Adverse Few Sc cn rséersal iin spt, The ‘sun moe se std apy or vase enone Us on Stn eon [eid niger Somes, ted manages maybe real tet ped {ns dan were cnalntncne find sae eal fom lang nse ron ma rcs ange wh as gene on. ‘eg ave, Ths dae when ep en poten ache eae ‘vay nat prs map especie sre {inter ssmiat copes “heron of iecton ting bc cada andy Sows wrt {Sout craton the wr: emer nd oltre oe iPmart he employes owe ha a gt ba he he ame iPr the merle of he employ ad ingore the eto the Sin, Ths so pope) nasa tdolg pay nd ne fee. DINER OF USING INTERNAL SOURCES 1 prevent end eng the ci, New hod ees nerve ideas, fresh thinking and dynamism into the organisation. o— JF a scope tc net poste il py al ype of waa fom sti rpastion The pason ote pono who promot rr il be vac ‘Merny be bas rly pmol teen pss om wa he organ ‘enn tre ot promt wi ebepy. Ther pn ay be pond len rope consti ep o Menpoys arti sees a te te ety el oe EXTERNAL SOURCES. eral wen oe te sor tm eue he Symone Te tous vera eur ‘Mimagenent cone Maegrment eeu are efor eon hp eve Sa They nt epee the empoerTy make a he cay EEmgenen frre and cn Ics th sere hye ‘Sr cg or comin ene tse poparel ty sunsdsses ‘Adunsemsn Toe FemswclSournet ive be rocancy in Hewapapers Sit ie vrsonet sent shot he pay, es od he ‘ied quar te ands ins pane ae ates is totic s he mt pops su fruit Ths beau gs ery we Chie However very cn sd nw runing Gino. tarsiment Tow Cnc onc neve te caps of Sfengenet rand Egg Cte Fal yar den ner Stas contin sec ty hepato Ths soe eed fr tren oan ie tice cn ‘Rcmmandton The opimon may boric ont ba of ‘Scans ried fom eng nto orm ait coal Depaaon Fens Fe cpsoatt my so reat arn whe tre ston Scan by Be pve or anc nao ory hlng er say comps ‘SUNDAR'S CLASSES 4 MODULET» 3 9 9 a 4 9 9 [SUNDAR'S CLASSES Se Re Ty "COM Parraernis young blood wih ew ieas to enfr te crganisaion I eatas ne dope fo slotion Tie becuse age mumber of table candidates tleome for the election proce, ‘There are ae chance for partly. ‘Noneedtomaintin conden record [PISADVANTAGES OF USING EXTERNAL SOURCES: PER coy This because adverdsenens, et, medical exminton et has to Ee confcnd These ole are prepared by sun cisses Tis ey tive coming Tiss bcnse te seetion proces very lengthy. may not doveop loyalty among the ening manage. ‘oa ubdng manager ay lave the gainson ouside are giver higher pst 10) nee expinins he Selection Pocedar? SELECTION FROCEDURE: Job Anaya Advaticng the Job “Tat delerviews Meaicl Chek Job Otter ob Analyses The fst step in scleton proces is analysing the jo. Job analysis cna of wo pers yep beesipdon and 1 Job Species. Bo ee teas nape advoke the pb props. Acryl race anim as vag eto se ee SEAT te mat acp bsdvernaeewpospo ean sero eae itd sot pb and te cn ast Se Sern tetoonet {usr Sent “The initia! screening can be done of the applications and of the da SS, jemand te srening wore. At Bae st Be SE guano perp, og guliter arly bckpxd STRESSES candae mop ae te ha olay, woking conto Se Tere re grey una SSautnich nk ias peated fom othe company whi ap 0 oti Seaton ne nate a rpc of sca Uap soo Wok ‘Sheree march apenon nk ep= i roids pat eerie ae ea etn ey do not mest wy eter sacha ‘potency guia ce SEs Vote once seh saya cen of he cnn Fee ere dacnd ape ow mt fi hn orn acrntape sng Tee dEackt aired oc inge poupet odio ne and ves tine od Site venta Shemale + natigaes ot 1 Reromane at 4 stertac ce uae Tn cwtofce exnge of wm it and ops between the Imre nor tere von peo nevis ch a —_—— ‘SUNDARS CLASSES 6 HODULE-Eake “Panel etre Individual Interview * Groupinerview Estero ‘Refatene Check: A candidate may te ask to provide references rom those who ate wiling te supply or conn about the applicants past ie, character nd experience ‘Know the character and ole detai ofthe candidate ‘Gros chick ale information supp by anda, iy “Metical Check Medial examination ofthe caniate fo undetaon before ty in their nore to- These not are prepare yours ancy Pryseal tes to undertake te ob espns Engue the ealth and safety of ther employees inal Interview: Before making a jb offerte candidates may be subjected 6 cae ‘more oral interview to nd oa hel ntrest inte Job andthe expcations At te ‘ape salary and other perks say be netted, 10 [ok Offer Ths Ie Ue mest crac and fal step in selection procesk A wrong selection fa candidate may mabe te company to fale fo god nub of Yous nd ‘the oss incalculable, Company should make a very important dean wer "igh ob to he ight pron. ee oe (O11 Discus the Technique of E-Sleion ‘Ans The Seaton ors to Online rls f employees Its th rcs of hing the ena candles forte vacant job pots, the elactoie mets, maly Seinen Nowadays, ompeis use internet ocho ange number of socks ad hie the teat lent forte company. The tone and Sat in ekcion a cooparetty oo Disadvantage o Selections "+ Potent employers cant wholy rely on election process tis viable to ‘odo a least on acetone iterew before eo fer + AL ames t difcul © soon athe of applications recived online, a ots of ott candidates may post hr eine 1 Online slcton lack pera ouch ‘Theresa postlty of proxy candida pearing athe one tat 1 Online interviews may find i dial fo ge with clarity the bey language ofthe ‘andates dae to por or ow eouton of teint, 1+ Thee are cases of fake celine applcaon, which ware 2 lt of of te potential Se ca ggteteszeen teste Pam re te eerie cae 3 pee ees care aE Bae » Ramee taenaaSs EE say eae = 0 Serna Tae ect Sg cteng mai ee ‘peat and espns fa pectic, Job ole Cee Ben 3 is process of searching tn tracing capable candies apply fr the [ib loon ecaitment nduon) 9 2 andr pat i mpay cin ineratn st cy ‘Sida applying forthe jo. (Aplicatin Pom, Appointnent Format, Appteation lank) Thee notes as prepared sua cases 7) "test conte to jug apes en or silo handle parca ype fj (apltue, nares nlp » Iniervirws are conducted a per the roles and practice. res Formal 9 Interview, lst of quot ob asked othe candidates ance Siucared Unsure, ner) ae 10) = refers to hovzatal movement of places in respect of pb posion. [Training Bromotn,Teaafe 10 Employee welfare includes __(counsaling cree fact promotion) 2 ae Hat EH HEN pen tg ne of ls Gement, ay) ‘5 proces of choosing the right person fr the ight job (Selection, erlnent Pacem) a) est maaaare he eile and knowiedge requled for «fob. Peformance, ‘GR Trees Tae nt are prepared by under nee 6) ‘est help fo tderiy spec let t handle parclar type of job [Fern apa, 16) Incr ef Sommunictn between cade and nerves, (oe vay tena roy) 1 apace. emo tt cnt sping fe he 5 pplication Bannan Late netcn Ue) ay Orr fare by senor cae soe ton of empyen (Bdia chek Intl stesing Fal intervice) 19) Human recurs Tnvelves human resource requirments forecast, (planning develop management) ay rr Epmanager Pays ah important role in counseling and stess management. ‘Finan Nid) a a ne enployes 1 prom stictvey Fase *. 2) Human eoure planning is an important element of human resource management - True 29) The terms ‘human rsource manajement’ and ‘human resource development a synonymous. “Fale Theat notes are prepared by sundars ses, —$<$<—$<__ ee ‘SUNDAR'S CLASSES i MODULETSUNDAR'S CLASSES, Se Ct stacton resus in gente oemtnent onthe pat of employees. Trae Bespin Sone manoper need t gn TM functon with overall corporate Hoag ewe 6) Team semureplanaingis a conkinuus process True 3 Mies mre agen A 4B Roetagts cutis efincveslction of employer Tew 8) Jehanal ood xamane an employes protien in speci are, “alse % peacenr fname mie te dane oe 11) CBS acveopment takes place when employes are ewerded with higher nets DS fe tas ae peje by suas ose. 12) Hatin source nage ot eed in sal rganiations False 1B Rotecnce eppaial ican appr of particular jo Palse $2 JoeScieesia le in ower racy of exploye Tae Ae ere rnd wi hala rd sale of eployece al 18) Fan det gre an eppruy forearasnefemoe, 17) ation involves apward communication nn organisation False FF Perecpeaten lee detais with reference toutes and respons of ‘Shellac “tase Teme ote ae prepared by sada elses 9) Seiko af xaployec a ingore etal ware of eratent Fale, 3 Frame cics a fecratment very allt Ue Toylly OF easing employees. - es icing i I] Himsa Boar Paaing SY Kaagr and sls i ea | ee nrg 2 tee creer ieee, | igienana Ea eae inca a etd wate ow ann wong op | 7 ti Sen etry ct rd mee 4 + Unktnd he aietes tae! ty Set sabre Lod ey ese ech | isis These tess cscs +7 Make utes to Kee’ hare patie cies and ‘coring va en free + Exsrae soit to sep ow sad changes and acorn evap sevropiesin the cts ohan te netaeeatan | GeetRedapmantinuny guise ndidaiceamtelcey Seppe | Kite govt thd cic’ drcapment Beauv pean bre etorseat | S govtnpluwet owcompuny a her gens wee j ‘srs and att hm pang tenon widen +) TangandDeedaomat tang eu egel parc no Tene 4 | ienivg and tng devcep vgs pl rng te bcyeompos | i Sst eubl ideal pant ove ure ee games| ‘enc ster tougher hej ing sch sk oan reece Suchen cuie onoSsue ang pees | 6 Guise "Deedanmens Tse ra atenton em sewing ety ‘tense toghnt amanson The OD pers hap aa ey Sepa ont a mage ange Toy aka eat een ie company Hat facing any pln ch sly inal ein Proisetgyoreatanes barge 9) RenadsDatvaton Rewting sn employe an impett ae HRD, Hops ‘yas an enpton moter e ene tuk bs ens inns tht he craton ope oes ‘eva ay be gen indi empyema) ps bd. They ‘eyteinior o Tae nce prepay nda ae J" Nonety center chs ilies ces tones | | + Nasty Inthe such a higher atm appt gon wine hehe st Employee Welfae; There must be proper employe welfare measures. Such welire ‘ewures ich holidays with pay, modi ingurane, ante alten reveton ‘SUNDAR'S CLASSES Py (MODULE-TSUNDAR'S CLASSES, Ty.B.com Te sagt ene Lifer GML isa tehnique for proving prodactvty and gual of Tork pune management Vv programmes fons atiendon on providing goad aa shes sour, Ged pyar ter faces uch a flee working danse teget changes cx provement. QW. generates a srs of rae ear bent the opaneaton a well asthe livia employes, 5) inate source Information, Neca information about employes ust be Ham ie compary, Such formation about individual employes icles sae Shereneom teinre programmes atende,peformance apes Ieper la ped formal SE Such information twin whenever tee oem Pe olopen fr consideration for special projects adtonal ising, Promotional (Qa). What is Training and Development? Beng outs Importance af- San AI MEANING & DEFINITION OF TRAINING & DEVELOPMENT, Teng is viewed s0 ahort term Teaming proces by which empoyest cis te teal brags an Sl toss) to peor svely tries {5 ponatles Tew note are prepared by sundaes re Cecio dain, “Tainng const of planned programs undertaken to impress Sapiogce nts, sil attudes an socal beholowr 30 that the Permafrost pees cme a "arto a ng a rng poe, ih mana pensontal wepune coepial aad Gores Jaowledge and al for enhancing (eral adit ais 8) IMPORTANCE OFTRAINING AND DEVELOPMENT: Fa RTA various parpows Trainings important fo the employees aswel 26 ‘Eecxpmisaon. The importance of ung i explalned a flows: ee" oa a Cormeen) Ce" 1)> Innxaion einige moan i he again. Due 1 ting the Teepoyecscome up oan eso espe T Now Pans Now Scheme Now Finds (sates pes compete avannge toh ogansaton in te mace] SB ate Besse Tring ences caper mage of tho rg. Dot 0 orotate pane of expan proves pony. Tere eig Tae nore te minds of varius sabcholde: Coston, Enplyes, ‘Sips Starches Dea sy Epc fBseny te letra to 6 Trang enable the ozaiston menos cnplopt Trang pet prove the perforancs rec Thre th company gs ghar eure owe cone, The eae telnet “aghe Se + ghee Markt str, Lier Ps 40 Fam Ting tags imo Hooley, slo wal wide Fear ee inng okies ton workin thors Tea work gy oes ‘SUNDARS CLASSES 2 WODULE-TETyco co | ‘thongs. || Spin Uefa Tnng nur pina x asa sch | Frys Rane ; Manpower cathy oe ge te i pac ly gue Lecnin@ Ratmaetienee msm rats tempos] DSc Ren anne tow Sgn econ erent en an, Ds Weel ae eal yey tees Nn sr Sein ise co i as [yn Sammie haraee hang "gS cosa “organisation, Due to training there can be: er | “Eevearngeamse Falcon Ct ‘eee opt ucompetsnens ae | yi Seto ieee panier remark + Ses ee en’ pear "pud came on, Cute Speen our bee ae Pears fee reciente -terms of proctuct quality, delivery of product, service | ae | 9 Abteattiom Redesign Hsing hp reace coos espace when syn cl Cl pct pes een ly wen ‘Stan mar oie ang hen ae es weer eine eevee ae 1 Basle Trnr tara sei han enploe tener (CEmples tower i wip oan oe SS tg ples cane yl ae cae iy ee Oe | Secrets er te rc 1 Seattle" ae cate, te mang See ese, Traine terete “Prin eee ta opera ee | 7 Training may provide an opportunity for promotion. “Therein aang pelea ak Spee || @) elie Teining? Hapa the Psst of etyng Ting and Development | patel amon ‘ane AV INTRODUCTION fating aa devsiogmen i peovdad to improve wick ‘le node tod as and sal taro oat pone {sine employees and tha of he oranzaton improves coer Training provided for newly upped employee wo tat hey pete th tat ‘pce by the orpalaton, ining abo provided tos ening colores ashen they are signed new tals o prc i ap between expected perfomance of | semployee (ra group of employes) and the aca performance] pies 3 Training neds can be etd hough performance reviews and appa syste, | feet rom the spersos or employees casing satan saver Fer example a sales excetive expected fo acer» target ae 100) ris na ven 1 Devo, bat the ales executive actualy achiever ony 0 unity the pap between } ‘apeted performance and actual perfrmance i400 eit This station may Regase ‘motivation and traning tothe sales executive. 3) Proce of Mentiving Mining Needs: An organization needs to identify its tang and development needs 501s to provide the right tlning (quatre. and {quantitative to thigh employer an mune the earn onion ning ‘The following ar the steps in dani raining ne of en rgaizata 1) Anilze Oxganizational Needs!An Orpanizaton must any the nw oe ing, ‘employees nel reining theless a new noes an Se ‘ney be regaled defo changes in | 'SUNDAR'S CLASSES po (MODULE-Ir ASUNDAR'S CLASSES mea eee Fac gunmen inn Foe and pote et 7 pny cet an sear “Earner rene {pond Eooonmenta digi mtn SCT any pie mt ori ene a ‘ata is of Strategies and Tasks Dianagement mast frame effective strategies in all 3, dating pct, ome ou) Cs a a ete laos mos etd me ie eye 19° AD sage he ks sen mt cmp i te ating oes gam SSNS EcSnpntan cso ely po ga, he cag wil incl ht thet nod for aii to the employes 2008 © pe gaol cap pth reo ese an us many sting op sense ete pode nd Setar lean fcc ander kya Sas ise? paigul Eager anogenen ets o oat ‘asi Tang Nee yn hrs Beane Sone emo ay be erase Laon and sao cope op wih ae seme fa erp ye eps Enos su al Ths neato Be TESS age patna and appa stesso Eee ee me nn Fae aR mange toc repeal. The of Tae pietettintene t ‘dns tring porns wich employer vet TT cdutvee ocho programme TEESE Seach nning terme pet wang oto eri. TRoRStacan guy ot oanng cay. é Retina tulle ox eqng 5) alain Stndatng met an ingore of ag Ee oe te aiming mes dpeing wp is Fae errand anand of negra aloe) _Biescrenmsmepeenng whe emt 7 Beng webinars {Rimes ogres SO in Coline < “Reenent ee Stowe oe thst asc ye plang fr Gena alas Th mp wie cpt Sermunien th eta eaing Propane Te fntingy orn eds a nbs tt enplyecr Al tng plas st Ee SESLME UE Spec te HM auger may se suntone fon Be sae aakc rang propane mor ec 7) Implementation of Training Programme: There must be effective implementation of aaa cect of nang pope we eppeenotaecee ner Argent fc a rang mae Facet satucone Be er ‘Fteecns evan Fe ey fie oe taste “Renngent fo eee 1 Aaellngr esgic rcs. —_— — 'SUNDAR'S CLASSES 23 (MODULE-1rSUNDAR'S CLASSES. Ty.8.com HRM * Obtsning feck om the ener and ness. " THR manager nes ofeview the outcome ofthe ‘ean programme, The impact oft taining pogisnne mast be evaluated i tet of Knowdedge and sls guned By the epoyecn producti oes, ‘ister diet sateacton level ene 9.04) ‘Tho HI manager may evlaats pct ang on the employees by comparing hie performance before and afer the taiing[The HR manager needs Wo peor fentbick 10 the tp manogement reganing the elleaivenes “Wf the kening programms) Based on the review, necstary changos canbe incorporated in the fatre ting Programines 9 4) What ae the Methods of Training nd Development 2a? ‘Ans ‘METHODS/IYPES OF MANAGERIAL DEVELOPMENT/TRAINING: The sitferent method of Manggsrial Development Training se: 4) One the- fob Methods 1) O8F-The-Job- Methods ‘METHODS OF TRAINING AND DEVELOPMENT 1 [PXtieson erio5—] ‘OFF TE OR METTODS Deb Roto Cima 2) Planned Progreeion 2) Simulation 83} Caucing an Coueling 23) Basnes Games ‘D Undentediee ‘9 Commies 5) Jenior Boards 5) Conterencee ‘oN tmEon mierpoDs: 2), [ob Rotation (Enployees ae wafer fom one jo to anti] er eagle « ‘asberins bark maybe tusfare te oun department ‘Aste “tetas nonaoy of doing oan oh, “lids god exis ire ob = Goveiope snp enectes oer he prolong de employer ‘urns tases ee Tha nt ae prepare by sundae cee «i dots the most sulle pean k's partes Poon, There can iactate proper acetone nae Frogs [ft smier © bron, expt ht every movement om ae pb ance intlvs higher pay, postion an ates Tn ib rutin vey ‘Sovemet notes sere oy a pela Fann progresion mere Ht to or a agheanage eves, whereas, ‘pation czas ty at ower evel postions, Advantages timate employes perm lective “ry improve crore lag deo Ns performance, “emay ld nao in topes, £9) Sosthing Under coaching the sapeor plays an ace ee in tig the ‘shore The superar may assign caleging wi te eee fee [upos fing The upon ny seit ahve th sabre comple ‘Senngned ths ct uptir aciesochntng tested 14 Soanslling inthis case the pro pay spice laa wlnng Be subd The super may asign tallying tok the sobordute fe purpose of ting The sperae may providence the irene oleae on \fsornguiret In ths es the pros ss pu ater hn coc ing, ‘Bovine Boeotr oe pops by under, —— ‘SUNDAR'S CLASSES 7” MODULE-IT 24 [SUNDAR'S CLASSES Fye.com RM 3 tdertady_Povition [ihe subordinate i ain fo perform, Sw Gute ad te pdr = ct tere WS Rend sc en remeron about poems etd te Sepia ‘efaee opeo' oson in sien irate cate ems noes, lana awl ges wegen ste a espero See dei compen Abou 10 112 cates fm ane Tole eee cert on ston! fara tem of my 6 mone oF Se ts re poyred nui. a rs cy ple ace by he nga npc of Baa santana dogpile 4 # Peper fons test ond ft 1 Of THEIOB METHODS: Ore bene tbeeceves cn be ney assesment centers. Te tries ae Acs II sun take deci For ite, the exectvs ay een = Prod Son rang to launching of neve proc nthe market Te aa ee cae are tres of proc desig pling, promotion dsb, ecco o's Sta ave ma, wing t gven to improve the econ making Stnsefer ne cxeatve These ots ae prepared by sundaes. 2 Rigg ee Management Fa Maa Saran by analy ang problems aed by making ial andere dessins] Management gnes lp to develop "Comamuniation Sl 1 problem Solving Sls 1 Dosion making Sls ‘nterperenal sil “Teams et 17° Sabra clon mat ening ari ened Teste dco, ole playing and case tu ‘dete drain to 8 lage goup at ne, pai In hc cv fre eae "cereal concep can be made orl 1 Rewer ne among eet long aris departments SIRES gorse roped nuns canes co SERMEPR USL rang sation nan tation of eat, ties thine Staal cdi envmment hat slytlc ae Tepries + RRR. fr wc to dene sta conditions encuntzed om & i Fox sea ec tny be tlie went Aes Wan) [GEURSST te expe tain ts Sut flo een nea, asap pt cola aul i asus ry, oe, Fe ‘Meee company mater cr rears 5 oo sec bud aa ebod of walang, Te er mente ot Fe eae cr er im he canons and eran wh he ele ear, ae oe ie ar muna can er ro the ors ed ews Santee Wen tn parcpnts ay be from erent organisations Expt Srarent th views on cen topics or Ikat deeiopnens, For inte, © 03) Pea Oe, ed to asus att lpetons of new foreign trade poly Parlpanis conga neigh basod on the expert EWS, ‘SUNDARS CLASSES Pacom 7) Readings and References! Planned reading of relevant and current management ‘erature ison of the bet methods of mansfethent development Its cally ¢ selidevelopment programme. A manager my te aed by waning dencrone which often provides sto valuable toot) Te manage can discus he lent tls with the senior manager and get necessary cantons, A managercos sce eam om the Interne ining materia Thse ms re prepare by monde se, 8) Seminars and Workshops: Managsnet eployees at Be waned ek Be hae ak Senna and workshops " 17 Tn seminars, tniness present thet paperscn work reatd devopmens Th paper rset a ove by expe i xp may eB mgs on che ‘In workshops, dee good ineracion Btwn the tebnc and the sine. The triner may prevent hi views on een developments and then ile inscteg _Secnsin, The tans cat got inigts de othe rs expeced Dy banc oe 25) Describe the Methods o Evaluate Training Efectvenee ‘Aw [Tang involves Sine fart and money} Thrfre its advnble to find out te lectvenes of taling programme, Le, the conttns or benef of te Say [rogeae tothe ott and th employes Jn evaluating the Waning propramme ene of change fall ito four broad kon the 0 che ining 7 etton The expe of he eines tw “ Uaming- The extent of lng new awe an ne, + hii - The behavioural changes ne eapeee, «ens The eect of te ining propane, he flowing are the method of erasing aig ecient ‘Observation Method he manapenent mah cry carve eae dar the dvr of tasing progamend Under the tio, direct cbrraton ke eg find out the curged nowiedge, sila ad atu af te toames Dey tecrvaion he poems and mistaisin aca work situation a craly otal aed secrded. Fai dw elcctvnes of tang can be enone Uoogh ‘action of since 2) Testetet Math Unde isnt tenes are given pretest berth ar te tisng programme fo nd out el exing begets ad wees ‘nd ar compen ofthe waning progr nar wat condos ssc {hr changedteaviour oe ane Acompurton sade beeen sine lee of owed ls and alae ore to ater the taining program(s conse change bchserved inthe baler oe ‘te tincts in erm of improverente owe tudes and ae ang programe dos fing) 7) Recent Pafomance hssind toh tres meta bt inde he met te focus is on the evlaston of actual ob prformancel Under thi method, thea ob 1.) Relormanes sft appried tte ay tnng ie provided} er te bung '--" progiam is domplete, the participants ob performance ls evalualed)) ‘A. coiparion is mde tetween the tino! job performance in the preva ‘riod and in te post-nining pod. Ia eonlderable change oltre ne formance of th nec inthe pot ain period he ang prograrine ad Dteelleive S> Test-Contol Methodn this method of evalusting tinngelfecvenes alee ae ‘ist civied into to groups, deat x conte gp andthe econd sat group, Members of control group work on thea but they donot go une any eng On {he othe hand, maters af the tt group are given the tining and ave abo ven {kane to compete eran work during tne ting prod ‘Atte conglision of taining period, he performance vo groupe is evaluated thet considerable improvement the performance ofthe tet group, fea be ‘uid tha Sain programme is fective On the other hand, tere f'n one ———— "WODULE-T ‘SUNDAR'S CLASSES: 6[SUNDAR'S CLASSES. es SS com HRM erence nthe / remain unchanged the ting wil be considered wesc 5) Hintpasies Baur Lesa Model Dooad Kinptick intednced the Foor-Level Maret jonton Maelo ease etciveness of tlnngprogamine Tho levels are con ©) Behavior 5) tearing Reva a) Level Renton itil tates te waincs econo ining progam) ecto masts uous coments taining evaluated uch 5 Her Gea oft wins. ‘he topesf he ining programe 4/The aration of te talning programa. Lhe pac lls andthe qu of fos and refreshments provided athe ning [itlngontnt to measur eacton eos lp the employer to understand ow GORE waning wes reed ye nent ao bps fpeve th ling ‘ogemm for fue tar inteding the spine of qual tines the ptstote covert in darted he ing pope 1) Lived 2 Losing (Hecmanngemert nde o menue te Snowe gained by te eins an th eae aut sls developed on scot of Sang fn other words there 2 wl atin nhties cr ote seve of ing programme re ahve] Ts ‘Riscuement is neesnry fost fo improve the fee ening programmes with ‘al reerence wo improving ie Koowlege ds sls nd sol behaviour of fovea: Behavion KTS RS Spier erate how far the tines ave changed or improved ha weck-atad bebevir on count fining) Gia Giana chang cane dyed onthe Bass of work perfomance afer the Sg What th csv net a i ang season mist pats prac stint pa) if Bee a naieabe Improvement in the work peormanc afer te ting ‘oo ten be ld that he ames have applied what thy ave euro ring the ‘Ring progemae tlaprove th work pron 4) AnveaRerelt (Atri pe my fl fe ig re ie ide nese n roduc cease errs and mathe ae, reacon Thatemeion and employes mover eH the employer gt god rel ican Be ‘Stoned tt the tang pogammetesaccestl | What is Peformance Apprasil? Bring out the Benefits (Uses of Performance ‘Appraisal? “)Peromunce mp prs of etn at eupbe's performance pros of sting an cpl’ perfomance of as of treet “eat, Clothier and Spel their bok "Personne Management” 2 Gnas pra eae citi a cma i ete Girtomance spprel is also cllad Ment Rating, Employee Rating or Service ating, Peviormance appisial lea systematic evaluation of the employees Devorsance at work, I done by the speroes or ober expert n a Performanee Pepe, he employers mri suc ait, ropa, yal, personality, ec, eFcompored with the then ech epee rat or ranked, That sels ven {parca rank such as Ft nk Scand Ra, ce, 50 fan employe asthe Best ‘iReudance hen he Is given Fant Rank In afedance and so on The person who ‘raluntes the employes scaled the Rater or Apralse The employe who ltd is ‘Sed the Rater Ite proces performance appaval called Rating. ——— ‘SUNDAR'S CLASSES 7 "MODULE-TEam | | | <2) tence eetbac lot ples einer in king he wel dee enn ant ow thy cn een ata ent aaa i tnorive Hit prtornance inorder gt promis aod mert pes) Pope, | Ferman fedbeck can Enpone te employes fre pefrmace hae See ‘him stistiction and motivation. Thos noes are prepared By sundar’s clases, | “2 Employse Training and Development Decisions{ Performance Appraisal information 45 sad nd ut wheter an employee rogues altel eng aed epee. Defences in prance may be due inadeqnte Soceige oe Stl) For eg, A prose tay improve hs eenty by nteing weshoes oe | ary ati tt ferro ep sagt gees neds additonal tang or tproing ie set Ja pormance ena the performance appraisal results show that he cant peeform well in a higher position, i / then es tenting or he ger levl pesto) | Ay Validation ot Stetion Pacer Batons april ia means of vallatig bth | il Gmetad ey nd xtra ting me ep fom es) scarce] Oraisatns spend Ito ine sad’ mony fet rorlng ending | files. Various tale sat nthe ston prc app Bane Inevows poycolgeal to, These ol ae acd pdt gus) | Galietrperioanace on te JA proper perfomance poral fs ot the | ‘ay ft vrour sco alah rt Company cn alow scl ps ot tein epee in ture ent oe ar epee uses | Y- Hrometlons Peormane spp essay tang ess Soon sould Be fren promotion Put spranis ng with oe ached Gay wil ene { Traugott ace per pea promi | 4p5) Tansfers Pectorsinceapprazl is ls Uefl for taking tanaerdecsons. Transfers | ten inate change Ib sapeates and It npr © fd eat te | tmployecs who an aka tne rsa: Sach Metifeaton ef eoployss ws canbe arlered spose tusughperomanc spas |) 4 ay Laat dailone Hesornnceepprsial ago! way of alg ly off deca Epler may be sel lay Hh nnd ee THe weakest perform a | fstab aid fH re 0 oman apna hen here fe anc at | {est ann the depart ony be a. ‘92% Compensation Decisions Pertrmance appeal can also be usd to compensate te ‘employees by increasing heir ay and other incentives, Tee more re Inthe ase of ‘managerial obs and loi he cane of employee in nom anni ngaisaton. Fae Iter performances are rewatdo with net pay 15) Human Resours Planning hc appeal poses helps inhuman resource planing : ccc hd caro pa cat ng cin cps le ‘management in talking doors for fture employment Withot the Hnowisdge of | iwio i capable of beng, prometed, demoted, tansfered, laid off ce terminated, ‘management cannot make employment plans forthe tue AF Career development Performance appraisal also enables manages to coach and counsel employee thei crer development) | Beataes 2 HODUE-TE : | iLD) Wot are the imitations of Performance Appeal? ‘Ane, LIMITATIONS OF PERFORMANCE APPRAISAL TECHNIQUES: t Hato Beck Spttaver Effect, Hom Effect TAMITATIONS OF PERFORMANCE ‘APPRAISAL, Contrat Siricmess Tendency Cont Factor Lenieney sen rt ay tiie il apa thal of oe oie ty ate ee amt ca Ups tet ee aly Tee Tia anidtussee) nhac matin iy, Be ie See ty we tig oe frit) er oon oo ge Sau ce ce dg tcc 426 Mom Lenin Sen Nay rate eto ht ot ei) at ati a Se Coyoyes cen hy bre om met Tene tac the wha a oes el ey yy Sr et tesserae 44, Caml london omen ae rei ering crs nol Seen canes aed Ge Tokay 4) Paonal Bia! Perfrnance appr i afte by persona Has of heer, the a ee eid Er he may pegs wos mc vt Tage tc dosnt dees hgh ir pes Hae mae ee cnet cnn ntedeinent 9) Bonet Geos specs colin at perfomance sped pls pape aneurin ti tema re ro SOD afte notcre ty pl ain word he psomance sor th at tral Oy one spans. Ty mo onda tt Slay otemenie 6 mee (Getemnce ape may sho. stat spon Se eet Ie aks spr wero gn un ch eee are Nr tctagetnanan cd nna tet te pe) 3” batutepatermans so seme soa srt te prize Teen cand slp ney pen See ee cea acai te ne bs cloak ewees Sevan Tecnu ue pep ipsa 8) Horn Effect (Sometimes the raters may evaluate on the basis of one nogative quality) He el we ng oe prdarempoe."e ero hae uy cee eat twee sy Slleac eins, rvs ema pp ie gence Soler AY hse gr ree pt cred Peatieckadedeas 0) Latest Behaviout Ea Raing ie inflenced bythe wet recent Bakavour The rater JP say ignore the average behaviour during the full appraisal period, » ‘SUNDAR'S CLASSES 23 "NODULESTEsee SUNDAR'S CLASSES & | Svan co : tat eh echig of Appt | ‘METHODS OF ERFORMANCE APRRATSAL Dlankng Methods 1) Role Anais 23.Conidental Reports 2Mao 53} incident 3) Assesment canes 2 Checklat 4)Bans Deprun 5) Paychologcl Appraisal Nematic Bay ‘HA 6; tn pil Mote vil Pep teenie : 3) iki Methods to mca et lit and uinglanmead of ang be |= ten it cpp vin dah ene po eae Sater Shencunenpyen givens na ets Hen ta ena | fe heat cpin gn Sin t ad ratepe tg oe ‘hee sete nai ets Spl Rang eet eee | Na td ates Compt Rang rot nS Se ney ela | gto Te ee oped ence | or Stein Sead Barnes and eyed edd of Peter open Hers pusicnscirucdtoneaeempoje Recess | ef wom quay os pny ate Xe | ala oa | ~ Gea — Depa Ket z 2 | lassen (Gripe sale mad say wander and Wnpleo we Waly mame less ne: ut tba pet enka the are has of sy teste 9) Coideual Reporte Thins aol sl tadonal method of rating he eae. A ‘confidential reports a report about te employe. prepared by his trends “Superior It contains information about the employees songs weakness | {alae and major achivemens 1 so contains infraton about the erployee’ | ‘ersnaity tlt (Quali) and about his behaviour, Cofdetial report lo ased 1 {ake decison shoo ane, promotions ©) Checklist Methodrst a checks prepare, I contains some aterents about he tseplyersBetuvious cn te pb, For ey | 42) Doestheemployoo work stun tnion? Yes No 1) ows Remake many mira? Ye 6) Docshe fellow she inractonofhissuperie? Yes No "te Thoratr has to ek mark Yes or No for ech eaten The te must have fu knowledge sbout the employes’ tstaour on tej, The main avantges of ‘his “method are iti simple ti convenient i takes Ine ne and it very economical Tho main disadvantages aretha he taterments are rurtured and oe ‘ot have depth ie the Cita! Inedent Method and te Esty Method. | } 9) Gla Incident Metho(Hee the sopevisor wits «tif report aboa any incident hich ts th atone of tsp the nde may Be poste e cpt or (2g A salesman i very patent with adc castomer an he sured in cig he {foods to that customer This a eiea indent The supervier wes a re port Stout his incdent. This rept sn favour ofthe slogan, So he salesmen wl gett I igh eating, This method has some dledvantagen{ Some, sperviacr” only eerd I ‘SUNDAR'S CLASSES 7” "MODULE-TESUNDAR'S CLASSES NS ASS Ty.8.com aa vipat incidents. Tey dogo aor pov indents Some supervisors ae based icone tener age. ae 6 Namalve Esa Ch est mplest mood of ating an employee. Here, SAEAor in dell th employees snenge and weaknoscs ad potent) He also [ges augestons for inprovernent ieee are writen wall then hey ci be wd Tree the performance of ie employees This method is butter tan ober compen method 2B) “Modern Methods of Performance Appa (Appraisal ky Rel Naess by Ot exes (MUO) The mothe toned to tease the performance ih nanngers Her the following procs ssa ‘The uportal subordinate managers aye commeon objects. ‘Tae sapere and subordinate manages ply make plans Yor achieving the sect 6) Thesbondinte manager plement the pas, {Then the atl petomance of the subordinate manager is compared with the chjectves andthe deviate ar found out 1) Necomury Couetve Acton akan othe plans are oie. [MBO iss ery gond mind of performance appr becavetesabordintes ore Javoleed ints appa 2) Auemment Centex Tis method mostly ‘weed for selecting employees and ‘anager Bat sowe-ys this method ese for perfomance appraisal twee 1 {Taude which manage to promote to higher level) The rats are given many Dpoeholopeal ln, management games, eal presentations and ther exercises. They “reached queston and they are ged by theaters. oul A ale (BARS) his method i variaton of simple (raph cle metal ee the bev atte ofthe employes twas his fab Bikini Some employens ave a posite attade towards the jb. They condaucushy ty fo upgrade Giproe) thelr Krowlndge and sks. But some employees hve & epnive etude acs thee jb They do not try Yo upgrade and pda thle Srowlige and skill othe employees an be divided nto vo groups kata on her {haviour towards tos Thee nots re propaed by sundae dases. AY” fala Analyaie Ths sath involves two pares The fra ole and the role st 47 str The fo le the ve That Ie a manager whose perfomance “ ppeneed. The reset memnerr ae the raters: That hey are the managers who ‘En ln contact withthe fal roe while ie ing hsb. The oe et members ‘jadge te pefoomane ofthe foal le. Ae po heladgements eal ee wi Take change in ls performance 5) Homan Resource Accounting (HRAL HRA measures te cost and contusion of ua resources in he organisation The cost nudes ost of rcraitnet, election induction ning alas and oie foie, ee)Contuton se money value of the sevice of Hc employes, Ths service measured by labour productivity. Ifthe {nbulin Is more tan fhe cnt then the employes porformance is pslve and vce ‘ers, These nots are prepared by snd ase. . 16 BalShaped Curve Methods Sowadaysprfessoal firs adopt Bllsbaped Cave eth! to spprase the performance of i employees) The performance of the Employes i plotted agunet 2 eloped carve, Based on the pecfrmance, the ‘ploy ate estgorzd into groups: THighPevormere * AveragePerormers + Poor Performers ‘SUNDAR'S CLASSES, ” "MODULESTE‘SUNDAR'S CLASSES | 5 vam | i gh pecoeners re mova with entry nd onset cee The Serpe perme ay be provided wit wag. The pa Peers ‘muted or tafe or ated to ot fer Conpeiyy Hirer’ Stee (CE | ‘Aten waning my abo be podad poor patwmes w inprwe tas | etormaee 7) S.Depree Appraisal: his method is used by large professional firms to appraise the = Fevers othe employes peily at of mange persona Feorance {Ppranl b conduc by vada parte sch at roped cn Hlsges panel temper | Ths teiaqoe pic «tle performance apa of he ae Al she ses yb otros ponent nag) 92 Rletwatt il er a aaa el tr dices een aang Fete ee a Soca gaan Bao aa 4 8) TECHNIQUES OF POTENTIAL APPRAISAL: AY Sal Appraisal | Poor Appraisal 3). Superior Apracl 8) SebDegeeeAppraes I 5) Bralnstorming Saons 8) Auument Contes | 2 Meo. 8) Dajchologcal and Prychometic Tes | 9) Management Games le Cal Sting Game 10) Leadertip Enercon ©) BUPORTANCE OF POTENTIAL APPRAISAL Potent appraisal & import 1 the ilividval employor at well ar t the js ‘Ea ut tae Fe pile of Tigieins sera tere poe ooh ee Shestrcentat atom emmentea Ruetectinene weieepslich eae acne Seteeag ieee a oreacaran nee eorenee Tees | | ia ES a reppin me ieee mey mete rare amt | ety abeicaenetad oa per unch ie we Spleen enti lpnecimncigaeaes a Ream ia en tn cemendenacesants ome ra cree Spek may pm i Se ae ce a - 6 Tce tse antsy irons emit Bees eens ria ret eee pped nae pas enna: Ee Stee alin oe cap sue aa aeons erereeecteaa oy aia ht i ey hp eer 'SUNDAR'S CLASSES = "MODULE-TESUNDAR'S CLASSES Zon aR -S OO elyes on i caer depen Pot pial may’ lp ‘i pata i enpye)eceringy th aap ay os Stediectadetlp cone wit ora iD mua my rt rating He pe “Sapa slss te eplyecenmaecarerraee 9 SeSseumpioned Poona penal may mote te eles imeove see elspa my nce nein fe eae we taal teint de and le whch he employe pees Ee aes el ae sagen! enn i ees nd ete emp wpm poi flor ESSSTNIEE pele mes oes ede toe arora Gagne ta ei te epee ae ote wh meey / tantemnetny mere 14, Mibbnincallagng Tui Pon appeal iat ‘he sete or anes lisapioes te management may emi egg Proms / Sek emsys who tp pa sanding lege pokes aif RESGR a pal ppaamoy eee mbogemert tars ae rane amples wih penal compere may he eed wp Troe LEAIST plone ut vaca on mvt renee Suse yay scat: Potl appraise tay work pacts of he a a ap magn fr een spn ten argu isemcn etre spnt snd ey rig tel epeeasa Inert dts ey senate he ogi 1 han of Fastin Dang he ots praia pecs, tempest may Pe tape epidng defi oot ii ot id ashen Tere management nest make sore to pov he TQLET cate employer soar secon iy rte Enoch amass haps inneate he roma organo 1 Papin taplgenfounl spe eres nen al nd aa ys Employen hs poetal er high eve ot Sarton ant tite gene Reeds" and ae prom Sate we pn The sn provid csp a= inutcten to pore of empires ay Huis’ Ctnfee i eagles fv pol apres ips devop a cage When anes remade ae ae en eis, salons Geog monies hang he pants) (30) What re the Importance of Carer Planning and Development (CED)? Kes) MEANING OF CAREER PLANNING AND DEVELOPMENT: ‘Creer panning isthe eytematic proces y which «person selects cacer goals andthe means te achieve them To seleve the caror gly the exployees ned {Span fo caeor path From the organisation's alto view aot planing implies ting the ey oye planter aren path ners of ther capable, samples of carer pate 1+ For Management Personnel — Management Tralee — Junie Taecative ~ Assistant ‘Manager > Senor Manager ~ Departmental Manager ~ Vie President ~ CED. + for Unshlled Worker — Unulsd — Som Skilled ~ Skled — Specialist — Foreman/ Supervise, carer Development eat of programmes to match an mploee’s are goa nd is woth the cuenta fare opportanitics inthe organisation.” {CPD i inptant to the employce ax well as othe organstion. The importance of CPD explained as allows 4) IMPORTANCETO THE EMPLOYEE: 1) Carer Slatin: Cae plang and development enables the employes to select the ‘SUNDARS CLASSES @2 9 9 ™ 4 9 SUNDAR'S ASSES, ro Tight carer in the organisation. The employee may be subj fo vss drop proprammes The development progarines may fi to eniance the paisa [is ofthe employee: Therefore te enpoyee would be ina er poison 1 ope for Uerighe case depending spon hells and capable cs ‘Creer planing and development may enable the employes to ‘pgrade his/her eareer within the organisation. or intancy, managerest tance ‘mise even fo the psiton of CEO in the orgasation trough proper planing of ‘ner paths inte ception. These tes are peepaed by suns dames Improvement in Performance: Carver pling and. development enlcs the tmpoyee to improve his/her performance i the organisation, facta the ght Flscemnt of the employee. sich improve msiaton level of the employer Increased motivation may sult in grater emmtment and Gecaton of the employee, which in tus helps t incese ob performance. Als, jb perfomance improves det improvement in kl und expais on account fcr Planing ‘hd development progranans Jah Satisfaction: Carer panaing and evelopment can sharpen the skills and lapbities of the employee ‘The improvement in skis amy lad higher formance Higher pcfornance ay bang sn higher ew ad eogaiton tthe fiploye Increased rewards and reogiton may lead to higher pst, inn wil aber rove eee Frm impravemen! In Maal: Carer placing and development may hel 0 bost orale ‘the employce: Morale he meal cndion with eect courage coiiece issn nthasasm, within an individual ria proup. Accning fo Ewin Fppo, morale i the mental eondson or stade of invite and poupe which determines their walingness 0 cpert, Slsfaton of Fsteem Need Cater pling and development can help 1 sty tsieem needs ofthe enyplojees. Escem or ego nese hr Nghe lve mcd of the tmployens, Thee needs can be sale, he employes may be promote is higher levels inthe ngaiston. These notes ae prepared by nendars sss Improves Mental Hest: Caro planing and devclopment programas atlempt to Improve menial heal of empoyess, for Instance, counading, ecanque, of ‘evelopment helps to improve mest hel and perc wellbeing Epoyees with {food menial hel fl confetti about thence, right boat eter people and Sreableto meet the demand oie, ‘se amy anti ret om sae pc ek yn thor may genratemnoiny sil iastatn in te employes, Cee P tint development lp to overcome monotony an ustaon base the elope (gt ancpportunlyforhandling higher eve pb IMPORTANCE TO THE ORGANISATION: [edt in imple Tarnow: Corer planing an development aps to reduce ‘ployee tarmover. The employes become yal fo the xpaniaton, and they tay not leave te oraniaion dope tempting ols from the competing firms. Thi reuse the employes may be asured of higher poslone as and when ey fll Motivated Employees: Carer planing and development fads to Nghly motivated workforce inthe organisation. Employers are motivated cau of ight carers the {xpaiston. Dae to motivation, performance ofthe organisation proven, Terfore ‘employes can be further mosatal by giving them monetary and Ron tenetany Incenves. Thess noes are popared by auras see Higher Efcency: Carer plang to development help to improve elceny. Elcency & se rato of retro com Higher sfilency takes place when the ‘xpaisaton gos Higher eetums a lower eat than tefore. Employer make ery osnble fort to improve returns and reduce at, wherever posible ‘Conorate Image’ Career plnaing and development promote the image ofthe ‘organisation. This is becuse wall developed employees make constant efforts (0 ‘SUNDAR'S CLASSES ™ "NODULE-TE[SUNDAR'S CLASSES, Ty.8.com wR 5 cot performance and productviy. AS a result of higher perfrmance a vee iape fh rn rover the ds of vaso Habel, Eomosttive Advaniage Career poning and development may give competitive Spmntiins AGCanLIGE ayes eu come up With movalve eae 0 devel SSPE Fy pou Inna ees muy a hap reduc ot Therefore, he sr so ek er quay prodacts aright pics, wich dainty ves conpettve sovantage ‘edetion in Employees’ Grievance: Care, plana and development helps 10 aaa oes acres The employees ae ful aware of he compa’ oles ree ee Tee mangement sls mak effort Yo review and rose Company's 1 ee ave tn pnciee Tinos the employe evans rere ‘tnmiumThese note oe pep by sunars wen Felitee Saceson Planing Carer planning and development ace ca eet asus lamin s # proce of making angen © eee Tapanaena, poisons inciting that of CEO, Carer planning and eaten the mpage fil yp manager positon ae aC wien hey Sareetan has b teense employes ae well developed with Se ep OF wari ewepeat propane then igh trl as ‘sacs and Retains Talented molavesx: Carer planning and devlopnent aac ‘Mite en ecployes Tiss bern employees ae more ov les evan PemeeSpporuntes within tho organ. Alm potent employee 8 more Shingo inthe rp ean acer advancement portato 1) What ia Succession Planning? Beng out ite Need? MEANING OF SUCCESION PLANNING (Sucesion planning means tft MEANT seincmens for key (inpotan) ssanagement postions (pore) im the ‘Eimpuny ft crows tat gualied.poroa ae avaable to replae inyporant ‘hanogesin tare: Replacement rogue because the resent hey agers cannot ‘Manclorver: They nay renp they ay rez, Uy may be remove om servis ey maybe promote, they may te tansered ee {oe is happons young qualified persons ae alae toreplce he prsent ey ‘managers Tharcaled succession Pla Sour sccion planing, te company At Ss out all the key sansgament ‘Ratluhch nec succeson ha they fd out yeang and qualified perso fom fine company te opr hs hoy anager fare. Then they tin, develop TERING. ylang pesos and make em ready to replace Ue hey manages {atu Hose note atpopaed by sundaes. Succession planning invalves he following [enllcation of the postians for which accessor are needed: Normally, he oy cect oe company need suseson Panning. The hey positon incude ‘epertienta beads andthe CEO. design of Sucesnel Te sucesor are ost rm within the compeny But ‘ESseumes thy may be fom oatside the companftihe top management find ot Gar candies the hey poion which nay Hecome Vcan in the ner ft) TENS Sone nay bexnee vacant cue to rerement teaser, promotion, ny manages Sometimes, new hey poaons may arse duc 40 diversification, pier et ttn EE scoot young qulied successors are groomed to ake over the Se positon in te ear fue Dierent metods are used for grooeing, sch ‘Bing them challenging task delegation of authority to deal witha special projects, [NEED FOR SUCCESSION PLANNING: ‘Compsinl.and Capable Suctssor Surin plang ensures hat ony competent ‘Gar eamatie suscsor fil up the key posisona when they become vacent. The pulp apematnty select the suerte on ter quallinions,exerene —————— ‘SUNDAR'S CLASSES 8 "WODULE-TE