Human resource management unit iii

UNIT III

POOJA DEVIJA Assit. Prof PIMT source : Udaipurstudents.com

Introduction• Need for organizations to build and sustain competencies that would provide them with competitive advantage.

•Knowledge era, Human assets are valued highly.

•Growth oriented organizations value training as a response to changing environment

•Continues learning process in human development

•Helps in development of one’s personality, sharpens skills and enhances effectiveness

•It is an important and integral part of organizational renewal process


Training:- Training is the act of increasing the

knowledge & skills of an employee for doing a particular job.

To bring a change in behaviour, knowledge, skills and attitudes of the workers.


Training means teaching of specific skills Need and rationale for training:- Changing technology:- update employees Quality conscious consumers:- quality improved through

training of workers Greater productivity:- reduce cost of production, increase

productivity Stable workforce:-confidence in minds of workers, gives

security and leads to stable workforce Increased safety:- Handle machines more safely Better management:- Used as a planning & controlling tool,

reduces cost and industrial accidents


Significance of training Quick learning Higher productivity Standardization of procedures Less supervision Economical operations Higher morale Preparation of future managers Better management


What can training do for employees

Confidence New skills Promotion Higher earnings Adaptability Increased safety


Employee Training


What deficiencies, if any,does job holder have in terms of skills, knowledge, abilities, and behaviours?

What behaviours are necessary?

Is there a need fortraining?

What arethe strategicgoals of theorganization?

What tasks mustbe completedto achievegoals?

Types of training

Induction & orientation training:- Introducing the new employee to the procedures, rules

& regulations. Job training:- Specific job which the worker has to handle,

information about machines, process of production, instructions to be followed

Apprenticeship training:- Compulsion made by government, to provide both on

job & class room teaching to the trainees, trainees get wages while learning


Internship training:- Educational institute enters into an

arrangement with an industrial enterprise for providing practical knowledge to the students.

Refresher or retraining:- Meant for old employees of the organization

acquaint existing workers with the latest methods of performing their job.

Training for promotion:- Talented employees may be given additional

training to make them eligible for promotion to higher jobs.


Methods of training

On the job(at the place of work):- Coaching(supervisor guides not teach) Understudy(trainee is prepared to perform the

work or fill the position) Position rotation


Off the job:- (away from the place of work) Vestibule (utilizes the same equipment at the place

of work) Special lecture cum discussion Conference Case study Special projects Committee assignments Role playing


On the job:- The most effective method of training the

operative personnel. The worker is given training at his workplace

by his immediate superior. Learning by doing. Good for the skills which can be learnt in a

short period of time.


Designing a training program

Identification of training needs Setting training objectives Organization of training Evaluation of training outcomes or results


Evaluation of training

•Criteria for evaluation are:

•Objectives of the program

•Cost-benefit analysis

•Results obtained

•Areas of improvement

•Resources/ staff required

•Methods of evaluation would be:

•Questionnaires, projects, tests, interviews, observations or participation and discussions.


Career development


Career development A career denotes a succession of related jobs arranges

in a hierarchy of prestige ,through which persons move in an ordered predictable sequence

The most important requirement of career development in the current scenario is that every employee must accept the responsibility for development

Must take initiative in planning & developing their career

Management of challenging career(as per the need of the employee)

Management of careers at international levels. Coping with the cultural diversity at international levelPOOJA DEVIJA Assit. Prof PIMT source : Udaipurstudents.com

Career stages

Exploration:-pre employment stage Crises of this stage: Where to start from Performance level Reality shock, cultural adaptability Job demands more what they can deliver Not too many opportunities to show talent Establishment:-10 years from 25 onwards, tries to

settle in some job


Mid career:-35-45 years of age(problematic & stressful) Crises: Tend to loose interest in job Increased expectation at the same decresed

performance Late career:-20 years from mid forties(stagnation or

growth) Decline:-forced to step out of limelight. Bad for the

high achievers Retirement crises: future planning ,uncertainty How to invest in retirement fund Manage after retirement Exit policy


Process of career planning Preparation of human resource inventory Identifying individual career needs Analyzing career options Matching of employees needs with options Formulation & implementation of training &

development program Review of career plan


Benefits of career planning Helps to have knowledge of various career

opportunities Helps him select the career which is suitable to his life

style. Helps organization identify talented employees who

can be promoted. Internal promotions up gradation & transfers motivate

employee, boost up their morale, result in increase job satisfaction.

Improves employees performance. Contributed towards individual development. Better image of organization in the marketPOOJA DEVIJA Assit. Prof PIMT source : Udaipurstudents.com

Problems of career planning Suitable for bigger organization where opportunities for

vertical mobility are available Career plans may not be effective for long term because

of dynamic environment. In family business ,family members expect a fast

growth. this negatively effects the career planning Systematic planning may become difficult because of

favoritism Career opportunities reach to decline stage because of

technological or economic factors.


MANAGEMENT DEVELOPMENT/executive development

Is the process by which managers acquire not only skills and competencies in their present job but also capabilities for future managerial tasks.

Includes program to change the capacity of individual to perform his present assignment better & increase his potential in future


Nature of management development

Educational process Behavioral change Self development Continuous process


objectives To increase the overall knowledge & concepts and

decisions making skills To improve the performance of managers in the same

position To ensure reserve of well trained managers in future To influence the behavior of employees through

executives. To introduce change in organization by developing

executives into change agent To prevent obsolescence of executives by providing

them knowledge & skillsPOOJA DEVIJA Assit. Prof PIMT source : Udaipurstudents.com

methods On the job:- Coaching Understudy Job rotation Multiple management Committee assignment Off the job:- Special courses Special projects Conference training Role playing Simulation technique


Organization of executive development program

Analysis of the development needs Inventory of talent needed to be managed Appraisal of talents Planning of individual development program Establishment of development program Evaluation of the program


Human resource management unit iii

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