hiring. employee motivation. safety. and providing direction for the people who work in the organization. administration. communication. wellness. organization development. Human Resource Management can also be performed by line managers. ‡ Human Resource Management is the organizational function that deals with issues related to people such as compensation. performance management. management of. benefits. and training.HRM ‡ Human Resource Management (HRM) is the function within an organization that focuses on recruitment of. .

to support administrative personnel functions. ‡ Each company has a different set of circumstances. both internally and externally. ‡ The establishment of policies can help an organization demonstrate.HRP(Human Resource Policies) ‡ Human resource policies are systems of codified decisions. and so develops an individual set of human resource policies. that it meets requirements for diversity. employee relations and resource planning. established by an organization. performance management. ethics and training as well as its commitments in relation to regulation and corporate governance .

standards of behaviour and document disciplinary procedures. HR policies can also be very effective at supporting and building the desired organizational culture. is now the standard approach to meeting these obligations.PURPOSE ‡ HR policies allow an organization to be clear with employees on: ‡ The nature of the organization ‡ What they should expect from the organization ‡ What the organization expects of them ‡ How policies and procedures work ‡ What is acceptable and unacceptable behaviour ‡ The consequences of unacceptable behaviour The establishment of an HR Policy which sets out obligations. .

The policies must be framed in a manner that the companies vision & the human resource helping the company to archive it or work towards it are at all levels benefited and at the same time not deviated from their main objective. .DEVELOP HR POLICIES ‡ HR policies provide an organization with a mechanism to manage risk by staying up to date with current trends in employment standards and legislation. ‡ There are seven types of training and development programs.

I TYPE ‡ The first type of training and development program is technical training. However. On-the-job training is part of the technical training. . most technical training sessions are practical training. Technical training can take place in the classroom. ‡ The benefits of providing technical training is to improve on work performance. Many organizations provide in-house technical training.

Quality training in a manufacturing plant involves knowledge of total quality management. ‡ Quality training involves finding solutions to improve processes and products. Quality training includes customer service training. .II TYPE ‡ The second type of training and development program is quality training. Quality training is an ongoing effort to install the philosophy of continuous improvement.

and languages. and other skills essential to the long-term survival of the organization. negotiation. They spend money to develop in-house softskills training program. . Skills training involves presentation. ‡ Many organizations realize the potential of soft-skills training. languages. communication skills. They want their employees to develop creative-thinking skills. selling.III TYPE ‡ The third type of training and development program is skills training. public speaking.

. They send their employees for courses to obtain professional qualifications. Organizations needs professionals in various departments. organizations generally do not have the expertise to provide professional training. However.IV TYPE ‡ The fourth type of training and development program is the professional training.

. Functional training can take place as part of on-the-job training. Functional training includes diplomas or degrees in the respective field of expertise.V TYPE ‡ The fifth type of training and development program is functional training.

Team-bonding activity usually took place outdoor. and other outdoor activities as part of a team-bonding program. The organization pays money to engage employees in team-bonding activities. Organizations use rock climbing. canoeing. . The purpose of this training is to develop leadership and teamwork.VI TYPE ‡ The sixth type of training and development program is teambonding activity.

The organizations want their managers to widen their networks. and steal ideas from the associates. Some organizations encourage their managers to attend expensive seminars as part of managerial training. . ‡ Organizations usually apply a top-down approach in administration of training and development program. ‡ The purpose of managerial training is to learn from the best practices in the industry.VII TYPE ‡ The last type of training and development program is managerial training. Organizations do not encourage staff to use the company's resources to learn about cooking or other self-improvement programs.

agents. For this purpose. knowledge. Administrative Staff and Subordinate Staff. Strategies to be adopted to achieve this will vary with each category of employee. attitude and motivation of the individual employees. at the level of Operational units objectives and at the level of required skills. both in the present context as well as future: ‡ ‡ ‡ ‡ ‡ ‡ ‡ ‡ ‡ ‡ ‡ ‡ ‡ ‡ a) at the level of Corporate Objectives. Middle Management consisting of Managers.TRAINING STRATEGIES Training should contribute to business objectives at three levels. . Lower Management comprising other cadre of Officers and Development Staff. employees shall be broadly grouped asunder: Senior Management Personnel such as General Managers and Assistant General Managers.

Societal Objectives ensure that an organization is ethically and socially responsible to the needs and challenges of the society. Organizational Objectives assist the organization with its primary objective by bringing individual effectiveness. In addition to that.TRAINING AND DEVELOPMENT OBJECTIVES ‡ The principal objective of training and development division is to make sure the availability of a skilled and willing workforce to an organization. Organizational. which in turn. Functional. . enhances the individual contribution to an organization. there are four other objectives: Individual. and Societal. Individual Objectives help employees in achieving their personal goals. Functional Objectives maintain the department s contribution at a level suitable to the organization s needs.

‡ 1. These are your development needs. 3. knowledge and behaviours you actually have now. knowledge and behaviours are µrequired¶ for you to do your job well. .Identify development needs ‡ There are 3 stages to identifying your needs. Look at the skills. Identify what skills. Compare µactual¶ with µrequired¶ to identify the gaps. 2.