INTRODUCTION

Dr. Anurag Singh

Assistant Professor
 HUMAN BEHAVIOUR

“ Science Vs. Social Science”

 “HR THE EVIL”

Vs.

“HR THE SAVIOUR”

“Which Leadership style will you opt?”

 HUMAN RESOURCE MANAGEMENT

“Policies, practices, and systems that influence employees

‘behavior, attitudes , and performance. It plays key role in
attracting, motivating, rewarding, and retaining employees”
 CHANGE AND ENVIRONMENT

“The only thing constant in life is change”

Eg. Satyam, Enron, Nokia etc.

 CHANGE AND ENVIRONMENT

Changes due to:

• New technologies

• Rapid development in knowledge

• Globalization of business

• Development in ecommerce
 FORCES AFFECTING WORKPLACE

• Customer Service
• Productivity
• Safety
• Employee Retention
• Growth
• Contribution to the competitiveness of the company

• Competitiveness- refers to companies ability to maintain and gain market

share in an industry
 HUMAN RESOURCE PLANNING

“ Human Resource Planning is a process that identifies current and future

human resources needs for an organization to achieve its goals”

• Excess and short fall of the Human Capital

• Promotion
• Training
• Development
 STEPS IN HR PLANNING
• Analysis of organization plans and objectives

• Analysis of Human Resource Planning objectives

• Forecasting for Human Resource Requirement

• Assessment of supply of Human Resources

• Matching Demand and Supply

 TRAINING

“The systematic acquisition of attitudes, concepts, knowledge ,

roles, or skills, that result in improved performance at work”
 EXAMPLES

• McAfee Antivirus- Self paced online instruction program

• GameStop – Self Paced Program , Customer Interest

• Airline Companies- Extensive training to flight attendant and pilots

 STEPS IN TRAINING

1. Employee Orientation
The first step in training is an employee orientation. Employee orientation is
the process used for welcoming a new employee into the organization. The
importance of employee orientation is two-fold. First, the goal is for employees
to gain an understanding of the company policies and learn how their specific
job fits into the big picture. Employee orientation usually involves filling out
employee paperwork such as program forms.
 GOALS OF ORIENTATION
The goals of an orientation are as follows:
1. To reduce start-up costs. If an orientation is done right, it can help get the employee up to speed
on various policies and procedures, so the employee can start working right away. It can also be a
way to ensure all hiring paperwork is filled out correctly, so the employee is paid on time.
2. To reduce anxiety. Starting a new job can be stressful. One goal of an orientation is to reduce the
stress and anxiety people feel when going into an unknown situation.
3. To reduce employee turnover. Employee turnover tends to be higher when employees don’t feel
valued or are not given the tools to perform. An employee orientation can show that the
organization values the employee and provides tools necessary for a successful entry.
4. To save time for the supervisor and coworkers. A well-done orientation makes for a better
prepared employee, which means less time having to teach the employee.
5. To set expectations and attitudes. If employees know from the start what the expectations are,
they tend to perform better. Likewise, if employees learn the values and attitudes of the
organization from the beginning, there is a higher chance of a successful tenure at the company.
 STEPS IN TRAINING

2. In-house training programs

• are learning opportunities developed by the organization in which they are used. This is usually
the second step in the training process and often is ongoing. In-house training programs can be
training related to a specific job, such as how to use a particular kind of software. In a
manufacturing setting, in-house training might include an employee learning how to use a
particular kind of machinery.
• Many companies provide in-house training on various HR topics as well, meaning it doesn’t always
have to relate to a specific job. Some examples of in-house training include the following:
• • Ethics training • Sexual harassment training • Multicultural training • Communication training •
Management training • Customer service training • Operation of special equipment • Training to
do the job itself • Basic skills training
• As you can tell by the list of topics, HR might sometimes create and deliver this training, but often
a supervisor or manager delivers the training.
 STEPS IN TRAINING

3. Mentoring
• After the employee has completed orientation and in-house training, companies see
the value in offering mentoring opportunities as the next step in training. Sometimes
a mentor may be assigned during in-house training. A mentor is a trusted,
experienced advisor who has direct investment in the development of an employee. A
mentor may be a supervisor, but often a mentor is a colleague who has the
experience and personality to help guide someone through processes. While
mentoring may occur informally, a mentorship program can help ensure the new
employee not only feels welcomed but is paired up with someone who already knows
the ropes and can help guide the new employee through any on-the-job challenges.
 STEPS IN TRAINING

4. External Training
includes any type of training that is not performed in-house. This is usually the last
step in training, and it can be ongoing. It can include sending an employee to a
seminar to help further develop leadership skills or helping pay tuition for an
employee who wants to take a marketing class.
 DEVELOPMENT

Management Development is a process in which managers

working at different levels learn and improve their ability,
capability, knowledge and skills for improving the performance of
individual as well as organization. The effectiveness of managers
at work contributes a lot to the success of every organization
 TYPES OF TRAINING

On the Job Training

 Job Instruction Method
Coaching
Job Rotation
Apprenticeship
Mentoring
 OFF THE JOB TRAINING

Lecture
Conference Method
Role Playing- (Practice Set I- Create a role playing for marketing
managers)
Case Study Method – (Practice Set II- Create a case study method)
Program Instruction Method
Vestibule Training
 TRAINING VS. DEVELOPMENT

Training
means Development
imparting envisages
skills and growth of an
knowledge for employee in
doing a all respect
particular job
TRAINING VS. DEVELOPMENT

Training Developme
increases job nt shapes
skills attitude
 TRAINING VS. DEVELOPMENT

Training is used Development

to impart is associated
specified skills with the
among operative overall growth
workers and of the
employee executives
TRAINING VS. DEVELOPMENT

Developme
Training has
nt has a
short term
perspective long term
perspective
TRAINING VS. DEVELOPMENT

Developme
Training is job
centered
nt is career
centered
TRAINING VS. DEVELOPMENT

In Training Development is
role of self driven. The
executives have
supervisor is to be internally
very motivated for self
important development
 TRAINING VS. DEVELOPMENT

Training seeks Development

to develop the seeks to
develop the
skills already hidden
possessed by qualities and
workers talent of person
 TRAINING VS. DEVELOPMENT

Development
Training is a
is a
learning
knowledge
process (Short process (Long
Term) Term)
 SIGNIFICANCE OF TRAINING

• Essential for any human resource development exercise in organizations in

the rapidly changing times of today
• Facilitates Productivity
• Develop skills and efficiency of the existing employees
• Profitable Investment
 BENEFITS OF TRAINING AND
DEVELOPMENT PROGRAM
1. To increase the knowledge of workers in doing specific jobs.
2. To systematically impart new skills to the human resources so that they learn
quickly.
3. To bring about change in the attitudes of the workers towards fellow workers,
supervisor and the organization.
4. To improve the overall performance of the organization.
5. To make the employees handle materials, machines and equipment efficiently
and thus to check wastage of time and resources.
6. To reduce the number of accidents by providing safety training to employees.
7. To prepare employees for higher jobs by developing advanced skills in them
 THREE ELEMENTS OF TRAINING

Purpose

Place

Time
 BENEFITS TO EMPLOYEE

• Increasing confidence
• New Skills
• Career Advancement
• Higher Earnings
• Resilience To Change
• Increased Safety
 ROLES AND RESPONSIBILITIES

• Trainer
• Provider
• Innovator
• Consultant