Q.1. TRAINING AND DEVELOPMENT
PROMOTIONS, TRANSFERS AND
Training and Development is an integral part
of the human resource development activity.
It ensures continuous skill development of
employees working in an organisation.
Types of Training
.1 Skills Training ,.2 Refresher Training ,.3
Cross-functional Training. ,4 Team Training.
,.5 Creativity Training. ,6 Diversity Training ,.7
Literacy Training
Benefits to Employers: 1. Faster learning of
new skills by employees. , 2. Increased
productivity by increasing the skill of the
employees.3. Training can help the
standardisation of operating procedures. 4.
Trained employees need lesser supervision.
,5. Trained personnel will be able to make
better and economical use of the materials
and the equipment and reduce wastage. , 6.
The morale of employees is increased as
training programmes can mould employees'
attitudes towards organizational activities. , 7.
Management can identify the talents, who
can be groomed as managers for assigning
responsibility in the organizations.
Benefits to Employees: 1. Creates a feeling
of confidence in the minds of employees. ,2.
Develops skills, which serves as a valuable
personal asset of a worker. , 3. Employees
can develop for Career advancement. , 4. A
highly trained employee can earn higher
salary in the job market. 5. Develops
adaptability among workers., 6. Trained
workers handle the machines safely and thus
they are less prone to accidents
Methods of Training
1 : On-the-job training (OJT) : 1. Job
Instruction Training (JIT): A. Preparation, B.
Presentation ,C. Performance appraisals
D. Follow-Up
2.Coaching , 3:Mentoring ,4.Job Rotation. ,
5.Committee Assignments: ,
Off-The-Job Training. : 1. Vestibule training,
2.Lecture method, 3.Role playing:
4.Conference approach , 5. Demonstration
6.Case Study , 7.In-basket Exercises:
8. Critical Incident Method: ,9.T-Group
Training:
Q.2. MANAGEMENT DEVELOPMENT
Management development is a planned,
systematic and continuous process of
learning by which managers develop their
conceptual and analytical abilities to manage.
Types of Management Development
a. Informal managerial development
b. Integrated managerial development
c. Formal management development
Methods of Developing Managers
Decision-Making Skills : 1 In-basket , 2
Case Study. , 3 Business Games
3 Interpersonal Skills:1 Role Play ,
2 Sensitivity Training
4 Job Knowledge
1 On-the-job Experience , 2 Behaviour
Modelling , 3 Coaching , 4 Understudy
5 Organisational Knowledge : 1 Job
Rotation , 2 Multiple Management , 6
General Knowledge , 1. special course; 2.
Special meeting. ,3. Special reading
7 Specific Individual Needs
8 Off-the-Job Methods
1 :Conferences , 2: Lecture , 3 :Group
Discussion , 4 :Programmed Instruction (PI)
.
Q.3. LEARNING ORGANIZATIONS
A learning organization is the term given to
an organization which facilitates the learning
of its employees so that the organization can
continuously transforms itself to remain
competitive in the present day business
environment
Characteristics : 1. Systems thinking 2.
Personal mastery ,3. Mental models ,
4. Building shared vision , 5. Team learning
Essentials for Developing a Learning org
1. Solid Foundation: a,Awareness,B.
Environment,C.Leadership,D. Empowerment
2. Clear and Well-defined Strategy :
A .Accidental, B.Subversive, C.Declared,
Activities for Transforming an
Organization into a Learning Organization
1 Association of individual and organizational
performance. 2 Continuously aware of and
interact with their environment. 3 Enthusiastic
borrow 4. Give confidence testing with new
approaches 5. Give constant learning
opportunities.6. Guarantee flow of new ideas
Inducement for risk taking 7. Insisting on
data based decision rather than supposition
8. Learning from own experiences 9.
Learning from past history ,10.Learning from
the best practices of others
Benefits of a learning organization
Q.4. PERFORMANCE APPRAISAL :People
differ in their abilities and their aptitudes.
There is always some difference between the
quality and quantity of the same work being
done by two different people. Therefore,
performance appraisal is necessary to
understand each employee's abilities,
competencies and relative worth for the org.
Objectives : (1) Pay Rise(2) Promotions(3)
Feedback(4) Training and development
program(5) Improves Supervision(6) Career
Planning(7) Healthy and Productive work
environment(8) Improves communication:
Basis of Performance Appraisal:
Knowledge about the job, 2.Quantum of
work,3. Quality of work,4. Cost
consciousness, 5.Use of discretion and
judgment, 6. Initiative Leadership skills.
7.Power of expression
Performance Appraisal Process
Performance appraisal can be undertaken
either on informal basis or on formal and
systematic basis
1. Defining Objectives: 2. Defining Appraisal
Norms: 3. Designing Appraisal Programme:
4. Implementation: 5. Appraisal Feedback:
6. Post - Appraisal Action:
Methods of Performance Appraisal :
1. Traditional methods : a) Ranking Method:
b) Paired comparison:c) Grading:d) Forced
Distribution Method:e) Forced-Choice
Method:f) Check List Method:g) Critical
Incidence Method:h) Graphic Scale Method:i)
Essay Method:j) Field Review Method:
2. Modern methods. : a) Appraisal by
Results or Objectives:b) BARS:c)
Assessment Centre Method:d) 360 Degree
Appraisal:
Q.5.CAREER PLANNIN&DEVELOPMENT
Human Capital (HC) forms the basis of
Human Resource Development (HRD) and
Human Resource Management (HRM).
Career planning an development is an
important aspect of HRM and HRD.The topic
of career planning and development consists
of the terms the career planning, career
development, and career management.
Career Planning : A career is a sequence of
positions held by a person during the course
of a. lifetime. Career planning is the process
through which individuals identify and
implement steps to attain their career goals.
Career Planning Process
1.Self-Assessment, 2.Opportunity Exploration
3.Goal Setting,4.Action Planning,5.Evaluation
Career Development
Objectives: 1. To attract and retain effective
persons in an organization. 2. To utilise
human resources optimally. 3. To improve the
morale and motivation level of employees. 4.
To reduce employee turnover.5. To practise a
balanced 'promotion from within' policy. 6. To
make employees adaptable to changes.
Stages of career development
1.Exploratory Stage 2.Maintenance Stage
3.Stage of Decline
(Explain Advantages to employees, to org)
Q.6. TRAINING EVALUATION
Training is an investment whose results are
not evident immediately. So, the justification
of all training programmes can be made only
when they are critically evaluated in terms of
the advantages that an organization gets in
comparison to the investment made While
the investments can be measured in terms of
money, the advantages can be both monetary
as well as non-monetary
Purposes of Training Evaluation
1) Feedback, 2) Research, 3) Control. 4)
Power games. 5) Intervention
Evaluation Process: a.Before Training:
b.During Training, c.After Training:
Types of Evaluation : (1) Formative
evaluation. (2) Summative Evaluation:
Techniques:: Questionnaires, tests,
interviews, studies, HR Factors, cost benefit
analysis; feedback
Q.7.
DEMOTION
Purposes of Internal Mobility : 1) Improve
organisational effectiveness,,2) Improve
employee effectiveness: 3) Adjust to
changing business operations: 4) Ensure
discipline:
Promotion : Promotion refers to upward
movement of an employee from current job to
another that is higher in pay, responsibility
and/or organisational level, Promotion brings
enhanced status, better pay, increased
responsibilities and better working conditions
to the promotee. Promotion, unlike transfer,
has in-built motivational value, as it elevates
the status and power of an employee within
an organisation.(Explain Advantages)
Bases of Promotion. :1)Merit-based.
promotions. 2) Seniority-based promotions
Transfer : A transfer is a change in job
assignment. It may involve a promotion or
demotion or no change at all in status and
responsibility. A transfer does not imply any
ascending (promotion) or descending
(demotion) change in status or responsibility
Purposes of Transfer : 1) To meet the
organisational requirements, 2) To satisfy the
employee needs, 3) To utilise employees
better, 4) To make the employee more
versatile, 5) To adjust the workforce:, 6) To
provide relief:, 7) To reduce conflicts, 8) To
punish employees
Types of Transfers :Production transfers,
2) Replacement transfers, 3) Rotation
transfers:, 4) Shift transfers, 5) Remedial
transfers, 6) Penal transfers
Demotion :Demotion is the downward
movement of an employee in the
organisational hierarchy with lower status and
pay. It is a downgrading process where the
employee suffers considerable emotional and
financial loss in the form of lower rank, power
and status, lower pay and poor working
conditions.