91378538 Kribhco Training
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Transcript of 91378538 Kribhco Training
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2.9 Training & Development
Give a man a fish, and you have given him meal. Teach a
man to fish, and you have give him livelihood.
--Chinese Proverb
Organizations become dynamic and grow through zeal,
caliber and vision of their Human Resources. A healthy climate of trust in organization is
essential for developing Human Resources. KRIBHCO has always considered development
of Human Resources as its most important responsibility because this alone ensures the well-
being and growth of the organization. Training & Development activities of society form a
part of continuous process in integrating the organizational needs and the needs of
individuals. Willingness to change for betterment is the pre-requisite for moving towards
excellence.
2.9.1 Definition:
Training is defined as the act of increasing the skills of an employee for
doing a specific job.
--Edwin B. Flippo
2.9.2 Meaning:
Training is concerned with imparting & developing specific skills for aparticular purpose. Thus, training is a process of learning a sequence of programmed
behavior. This behavior, being programmed, is relevant to a specific phenomenon that is a
job.
In earlier practice, training programmes focused more on preparation for improved
performance in a particular job. Most of the trainees used to be form operative levels like
mechanics, machine operators, and other kinds of skilled workers. When the problems of
supervision increased, the steps were taken to train supervisors for better supervision;
however, the emphasis was more on mechanical aspects. Gradually, the problems increased
in other areas like human relations besides the technical aspects of the job. Similar problems
were also experienced in order to face new challenges. This required the total change in
utilizing the concept of training beyond operative level to supervisory and management
groups. However, the utilization of training methods for mangers did not have the same
objective, that is, providing training to managers to perform a specific job but it extended to
multiskill training so that managers may be able to handle a variety of jobs in the
organization.
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2.9.3 Role of Training:
Increase in Efficiency
Increase in Morale of Employees
Better Human Relations
Reduced SupervisionIncrease Organizational Viability and Flexibility
2.9.4 Objectives of Training
To orient the employees to the needs of the Society and
provide opportunities for them to improve their performance on the job:-
- To minimize the time gap in learning new development.
- To equip the participants with requisite ability so that they can work with minimum
supervision.
- To enable employees to update their knowledge and increase the level of performance on
their present job assignment as well as channelize their inherent potential, in order to make
him a Holistic Person.
- To foster initiative, self confidence and to overcome manpower obsolescence occurring due
to age, temperament, lack of motivation or inability of person to adopt to changes.
- To impart training to new entrants to enable them to take up their assignment effectively.
- To create an environment of We feeling and enhance accountability of people.
2.9.5 IDENTIFICATION OF TRAINING NEEDS:The basic aim of training is to
induce a suitable change in the individual concerned it can be use full in improving the
transformation process that takes place in the organization in terms of processing of inputs
to outputs theirs for , training needs have to be related both in term of the organizationdemands and that of individuals. Training needs can be classified into three basic needs.
Organisation Analysis
Task Analysis
Individual Analysis
A Committee has been constituted at Head Office
for identification and assessment of training needs of each employee posted at
HO/CMO/SMOs. On the basis of specific recommendations of Head of Departments, the
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Committee would nominate employees for various Seminar/Training
Programmes/Conferences etc., either in India or abroad to meet the development needs.
Various training programmes conducted in Kribhco are listed as
under in a tabulated manner. These training programmes help the employees to train &
develop themselves in every aspect of their social & work life. These are as follows:
The needs of training are identified by both the employee himselfas well his immediate supervisor. The training is mostly decided by the superiors as theyknow better of their employees. Personal training needs arent entertained in Kribhco. Only
the training pertaining to the job description is done by the Kribhco.
These are as follows:
Training Descriptin
In House Training Programmes Library
SeminarsLectures
Internship Training
Demonstration
Coaching/Understudy
Hypothetical Training
Out House Training Conferences/Workshops
Educational Training
Transfer
Apprenticeship Training
Specific Job Experience
There are various categories which are divided on the basis of the grade of the employees.
Categories in which trainees are inducted are as follows:
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Sr.
No.Disicipline Qualification Training
Period
Limit
Max
Age
Limit
Design on
Absorption
12 Engg.Managementservices-I
Engg. Graduate 1.5 25 Asst. Engr.
2. Engg. SuborninnateServices-II Eng.Dip. Holders 2 23 Opts/Tech
3. Mgt. Services MBAs from IIMs - 24 To be inducted
as Jr. Manager
in Gr. G2
4. Pers. & IR PG Dip. BusinessMgt. 1 25 Jr. Manager In
Gr. H.
5. Agri.GraduateTrainees B.Sc. Agri. WithIst class 1.5 25 Field Rep.6. CommercialSubordinateServices MBA with 55%marks
other than
IIMS /XLRI
2 25 Asstt. Gr.-1
7. Admn.Subordinate
Services
Master Degree in
Social work
2 25 Asstt. Gr-1
8. Jr.CommercialServices Graduate 1 25 Clerk
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2.9.6 Development:
Development is a systematic approach to a launching an defusing
change in the employees personal, social as well as intellectual aspects. It is a basically a
long range programme, not a one shot action, attempting to change the behavioral attitudes &
performance of the employee. It is a complex educational strategy aiming to bring a better fit
between the human beings & the organization.
2.9.7 Definition:
Any activity design to improve the performance of existing employees &
to provide for the plant growth of employees to meet the future organization requirements is
known as development.
-- S. B. Budhiraja
2.9.8 Meaning:
The term development refers broadly to the nature and direction of change
induces in employee particularly managerial personnel, through the process of training &
educative process. Thus, development is not merely training or a combination of various
training programmes, though some kind of training is necessary; it is the overall development
of the competency of the managerial personnel in the light of the present requirements as well
as the future requirement.
Development attempts to improve managerial performance by imparting1. Knowledge2. Changing attitudes3. Increasing skills
2.9.9 Process of Development:
The process of development can be divided into eight
basic steps. These steps are provided by Howard C. Carison. This process is followed by the
General Motors of the United States of America. These steps are as under
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Awareness
Acceptance
Readiness & commitment to workDiagnosis& Search
Application
Measurement of Improvement
Institutionalization
Self Renewal
In Kribhco, various developmental programmes are conducted for themanagerial posts. The grades from B to E are provided the development programmes.
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2.10 Compensation Management
Compensation Management is a vital part of human
resource management. Compensation may be referred to as the remuneration paid to theemployees & workers in lieu of their services rendered.
2.10.1Definition:
Compensation Management can be termed the management of the
remunerations along with incentives & perks of the employees of an organization. It is the
basic function of human resource management.
--Sigmund Freud
2.10.2 Meaning:
Compensation Management refers to the reimbursements given to the
workers & employees in return of their work/toil rendered for the upliftment & growth of the
organization. Compensation Management can be divided in four parts, namely;
Wages & Salaries
Allowances
Incentives
Fringe Benefits or Perquisites
2.10.3 Compensation Management in KRIBHCO:
A sound wage & salary administration tries to achieve these objectives:
a) For employees:Employees are paid according to requirement of their job. This eliminates
inequalities.
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The changes of favoritism are greatly minimized.Employees morale & motivation are increased because wage program can be
explained & based upon facts.
b) To Employer:A wage & salary Administration reduces the likelihood of friction &
grievance over wage inequities.
It enhances an employees morale & motivation because adequate and
fairly administered wage are basic to his wants and needs.
It attracts qualified employees ensuring an adequate payment for all the
jobs.
The information about employees, presentation and absence provided by the
time keeping system is directly linked with computer section. Then after pay slip is preferred
with the Master-Date. Finally after all additions and deductions, pay is paid to the employees.
The productivity linked bonus and incentive schemes also introduced by the KRIBHCO. The
employees of KRIBHCO have been paid bonus linked with productivity i.e. annual capacity
utilization of the plant and materials.
In KRIBHCO calculation of wage and salary is done by establishment section
in Finance & Account Department. In this section, wage and salary is calculated on
computers. It is the responsibility of personnel department which has to handle wages and
salary distribution together with account department. Salary are payable on the last but on
working day of every month. In this organization for the wage and salary administration, first
prepared the Master-Date under the personnel department. In this Master-Date there are
various columns like grade, employee number, pay scale, code, P.P. Account, number, name,
basic-pay, living-pay, house rent, over-time pay, medical allowance and other facilities rate
etc.
The information regarding allowances & incentives has been furnished in above
paragraph. Please refer to page no.____
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