MODULE-3HUMAN RESOURCE

MANAGEMENTModule Leader : Shalu Maria Paul

Module Tutor : Jerrin Elza

What is orientation in HR?

Orientation is the process of becoming familiar with a new place,

organization, or complex process.

Orientation training is often given as part of bringing a new employee into a workplace.

The purpose of such orientation is to inform the new employee of procedures to be followed and hazards to be avoided, as well as of resources that are available.

(1) To gain employee commitment.

(2) To reduce his or her anxiety.

(3) To help him or her understand organization's expectations.

(4) To convey what he or she can expect from the job and the organization.

Major objectives of orientation

An induction or introduction programme should try to achieve the following objectives:

To provide information about the organisation – its structure, products, rules and regulations, etc to the new employee.

To build up the new employee’s confidence in the organisation and in himself so that he may become an efficient employee.

To promote a feeling of belonging and loyalty to the organisation among new comers.

To foster a close relationship between the new workers and the old workers and supervisors.

To bring about agreement between the organisational goals and personal goals of the new employee.

PURPOSE OF CONDUCTING ORIENTATION

To welcome a new employee. Provides essential information . Helps you get to know the employee and assess

training needs. Create a Positive 1st Impression. Reduce turnover .

Benefits of Orientation

TRAINNING

Training is an organised activity for

increasing the knowledge and skills of people for

a definite purpose. It involves systematic

procedure for transferring technical know-how to

the employees so as to increase their knowledge

and skills for doing specific jobs with proficiency.

According to Edwin B . Flippo, “Training is the act of increasing the knowledge and skills of an employee for doing a particular job”

DEFINITON

To increase the knowledge of workers in doing specific jobs. To impart new skills among the workers systematically so that they

learn quickly. To bring about change in the attitudes of the workers towards fellow

workers, supervisors and the organisation. To improve overall performance of the organisation. To make the workers handle materials, machines and equipment

efficiently and thus to check wastage of time and resources. To reduce the number of accidents by providing safety training to

workers. To prepare workers for higher jobs by developing advanced skills in

them.

OBJECTIVES OF TRAINING

10

Training DevelopmentIncreases job skills

Changes attitude

For imparting specific skills

For overall development

Short term perspective

Long term perspective

Job oriented in nature

Career oriented in nature

Role of a trainer is important

Self development important

Training Vs. Development

10

Induction or Orientation Training Job Training Apprenticeship Training Internship Training

TYPES OF TRAINING

12

Why should training be imparted to Employees?

1. Changing Technology

2. Greater Productivity

3. Stable Work Force

4. Increased Safety

5. Economical Operations

6. Quick Learning

7. Standardization of Procedures

8. Less Supervision

9. High Morale

10. Preparation of future Managers

11. Better Management

12

1. Determining training needs 2. Selecting target group 3. Preparing trainers 4. Preparing training packages 5. Presentation 6. Performance 7. Follow up

TRAINING PROCEDURE/PROCESS OF TRAINING

14

Design of a Training Programme

14

Identification of Training Needs• Organisational Analysis• Task Analysis• Human Resource Analysis

Setting Training Objectives

Organization of Training Programme Selection of the TraineesTraining and InstructorTraining Period Training Methods and Material

Evaluation of Training Results

ON-THE-JOB TRAINING Coaching Under study Position Rotation

TRAINING TECHNIQUES

OFF-THE-JOB TRAINING. Special lecture cum-discussion Conference training Case study Sensitivity Training Special projects Committee Assignment

VESTIBULE TRAINING

i. Increase in efficiency of workerii. Reduction in labour turnoveriii. Increase in disciplineiv. Reduction in wastage and therefore

cost of productionv. Proper care of tools and equipments

vi. Employee development in career termsvii. Overall efficiency in the company

Effectiveness of training program

1. Increase in efficiency of worker 2. Reduced supervision 3. Reduction in wastage 4. Less turnover of labour 5. Training helps new employees 6. Union management relations

ADVANTAGES OF TRAINING PROGRAMS/TRAINING

1. Better career opportunities 2. High rewards 3. Increased motivation 4. Group efforts 5.Promotion

Advantages of training program to the employee

TRAINING EVALUATION

Evaluation involves the assessment of the effectiveness of the training programs.

This assessment is done by collecting data on whether the participants were satisfied with the deliverables of the training program,

whether they learned something from the training and are able to apply those skills at their workplace.

There are different tools for assessment of a training program depending upon the kind of training conducted.

EVALUATION

Evaluation acts as a check to ensure that the training is able to fill the competency gaps within the organisation in a cost effective way.

This is specially very important in wake of the fact the organisations are trying to cut costs and increase globally. Some of the benefits of the training evaluation are as under:

BENEFITS OF TRAINING EVALUATION

Evaluation ensures accountability - Training evaluation ensures that training programs comply with the competency gaps and that the deliverables are not compromised upon.

Check the Cost - Evaluation ensures that the training programs are effective in improving the work quality, employee behaviour, attitude and development of new skills within the employee within a certain budget.

Feedback to the Trainer / Training - Evaluation also acts as a feedback to the trainer or the facilitator and the entire training process. Since evaluation accesses individuals at the level of their work, it gets easier to understand the loopholes of the training and the changes required in the training methodology.

TRAINING EVALUATION

The process of examining a training program is called training evaluation. Training evaluation cheks whether training has the desired effect. Training evaluation ensures that whether candidates are able to impliment their learning in their respective work places,or to the regular work routines.

PURPOSE OF TRAINING EVALUATION

PURPOSE OF TRAINING EVALUATION  

Feedback: It helps in giving feedback to the candidates by defining the objectives and linking it to learning outcomes.

Research: It helps in ascertaining the relationship between acquired knowledge, transfer of knowledge at the work place, and training.

Control: It helps in controlling the training program because if the training is not effective, then it can be dealt with accordingly

Power : At times, the top management (higher authoritative employee) uses the evaluative data to manipulate it for their own benefits. 

Intervention: It helps in determining that whether the actual outcomes are aligned with the expected outcomes.

Before Training: The learner's skills and knowledge are assessed before the training program.

During Training: It is the phase at which instruction is started. This phase usually consist of short tests at regular intervals.

After Training: It is the phase when learner’s skills and knowledge are assessed again to measure the effectiveness of the training.

Process of Training Evaluation

The various methods of training evaluation are: Observation Questionnaire  Interview Self diaries Self recording of specific incidents

Techniques of Evaluation :

Evaluation of Training Results

Evaluation: Self-graded Test Feedback

Effectiveness of Training

The degree which trainees are able to learn

Instructor

How to measure effectiveness of training

1. Reactions

2. Learning

3. Job Behaviour

4. Results

Obj., contents, methods – good or bad

The extended knowledge and skill

Improvement in JB + attitude towards job

High Productivity, Quality improvement reduction in Cost, Accident, Labour Turn over, Absenteeism,

Out come / Output

Management Development Programmes

Management development consist of all activities by which executives, learn to improve their behavior and performance.

It is designed to improve the effectiveness of managers in their present job and to prepare them for higher jobs in future.

It involve all those activities and programmes which have substantial influence on changing the capacity of the individual to perform his present assignment better and in so doing are likely to increase his potential for future management assignments.

Management Development

The manager must have working knowledge of the new technology.

Socio-cultural environment is changing at a fast speed. The managers must have up-to-date knowledge of the socio-cultural environment to understand the behavior of people.

Frequent labor-management conflicts need trained managers to bring industrial peace in the organization.

To understand and meet the needs of consumers properly

Need for management development in an organisation

A management development program is a program initiated by a company's leadership to train and retrain managers within the company's structure. This program can train employees in how to effectively manage other employees, gain product knowledge, learn negotiating, business etiquette, and filling out company-issued documents.

According to Ahuja and jain, ”MDP is a programmes by which managers acquire not only skills and competencies in their present jobs but also capabilities for future managerial tasks of increasing difficulty and task”

Management Development Program

To increase the overall knowledge and conceptual and decision making skill of managers

To improve the performance of managers in their present position

To introduce change in the organisation by developing managers into change agents or facilitators

To provide opportunities to the managers for their career advancement

Objectives of Management Development Programmes

MDP

Management Development Program

On-the –job methods : Off-the-job methods :

a)on-the-job coachingb)Job rotationc)Committee assignments

a)Special coursesb)Conference trainingc)Role playingd)Case study

Under this method, the immediate superior guides the subordinates about various ways and methods and skills to do the job.

It is important to note that the superior only guides and does not teach ,although he extends his assistance whenever needed.

Periodic feedback and evaluation are also the part of coaching activity.

On-the-job coaching

It consist of systematic and co-ordinated effort to transfer an executive from job to job or plant to plant.

The executive is given all the normal duties and responsibilities which go along with the job to which he is transferred.

Job rotation serves to curb the feeling of superiority of one department over the others.

Job rotation

Under this method a committee is constituted and is assigned a subject to discuss and make recommendations.

The committee has assigned objectives and responsibilities related to some aspect of the organization. It will make a study of the problem and present its suggestions to the departmental heads.

Committee Assignments

1)Special courses The executives may be required to attend

special courses which are formally organized by the enterprise with the help of experts from professional institutions.

It may be noted that only the big organizations can send their executive to the management development courses run by the management institutes because the fee of these courses is very high

Off-the –job methods

A conference is a group meeting conducted according to an organized plan in which the members seek to develop knowledge and understanding by obtaining a considerable participation

It is an effective training device for persons in the positions of both conference member and conference leader.

2) Conference Training

Is a technique used for human relations and leadership training. Its purpose is to give trainees an opportunity to learn human relations skills through practice and to develop insight into one’s own behavior and its effect upon others.

3) Role Playing

A written problem or case is presented to a group of trainees for analyze and solution or decision making.

Group members study the problem, then offer their solutions. Because of group participation group members are able to get immediate reactions to their ideas, as well as react to the ideas of others.

Although groups are often led by a teacher or trainer group session can be so informal that they get off the track.

4)Case Study

A comprehensive approach to

managing effective performance

Performance Management

Process (PMP)

1. Continuous Process of Identifying Measuring Developing The performance of individuals and teams

and

2. Aligning performance with Strategic Goals of the organization .

Performance Management

Performance Management is NOT performance Appraisal

PM is NOT performance appraisal

Performance Management◦Strategic business considerations◦Driven by line manager◦Ongoing feedback So employee can improve performance

PM is NOT performance appraisal

Performance Appraisal◦Driven by HR◦Assesses employee Strengths & Weaknesses

◦Once a year◦Lacks ongoing feedback

Contributions of Performance

Management For Employees

Clarify definitions of jobsuccess criteria

Increase motivation to perform Increase self-esteem Enhance self-insight and development

Contributions of Performance Management For Managers

Communicate supervisors views of performance more clearly.

Managers gain insight about subordinates. Better and more timely differentiation

between good and poor performers. Employees become more competent.

Contributions of Performance

Management For Organization/HR Function

Clarify organizational goals . Facilitate organizational change. Fairer, more appropriate administrative

actions. Better protection from lawsuits.

Disadvantages/Dangers of Poorly- implemented PM System For Employees

Lowered self-esteem Employee burnout and job dissatisfaction Damaged relationships Use of false or misleading information

Disadvantages/Dangers of Poorly-implemented PM Systems

For Managers Increased turnover Decreased motivation to perform Unjustified demands on managers’

resources Varying and unfair standards and ratings

Disadvantages/Dangers of Poorly-implemented PM Systems

For Organization Wasted time and money Unclear ratings system Emerging biases Increased risk of litigation

According to Newstrom, “It is the process of evaluating the performance of employees, sharing that information with them and searching for ways to improve their performance’’.

PERFORMANCE APPRAISAL

To fix the best salary For promotion, demotion, transfers etc To collect data To review the company policies & procedures To create & maintain a satisfactory level performance

among employees To create clarification between superiors and

subordinates

Performance appraisal objectives

METHODS

1. Paired comparison

2. Graphic Rating scales

3. Forced choice Description

method

4. Forced Distribution Method

5. Checks lists

6. Free essay method

7. Critical Incidents

8. Group Appraisal

9. Field Review Method

10.Confidential Report

11.Ranking

1. Assessment Center

2. Appraisal by Results or

Management by

Objectives

3. Human Asset

Accounting

4. Behaviorally Anchored

Rating scales

Traditional Methods Modern Methods

PROCESS:

Career planning is the process by which one fixes career goals and lays down the path of these goals. Its purpose is to provide continuity, order and meaning to a person’s life. From the organization point of view ,career planning means helping the employees to plan their careers in terms of their capacities within the context of organization’s need. Career planning is not an event or an end in itself, but a process of development of human resources.

Career Planning

To attract competent persons and to retain them in the organization

To provide suitable promotional opportunities to the present work force.

To enable employees to develop and make them ready to meet the future challenges.

To correct mistake in employee placement. To improve motivation and morale of employees. To reduce employees dissatisfaction and turnover.

Need and Objectives of Career Planning

Process of career planning

Preparation of human resources inventory

Identifying individual career needs

Analyzing career opportunities

Matching employees need with career opportunities

Formulation and implementation of training and development

Review of career plan

Helps the individuals have the knowledge of various career opportunities ,his priorities,etc.

It helps him select the career which is suitable to his life style,preference,family environment, scope for self development etc.

It helps the organisation identify talented employees who can be promoted

Internal promotion,upgradation and transfer motivates the employees ,boost up their morale and also result in increased job satisfaction

Benefits of career planning

It improve employees performance on the job by tapping their potential abilities and stimulating their personal growth.

Increased job satisfaction enhances employee commitment and creates a sense of belongingness and loyalty to the organization.

Each employees will await his turn of promotion rather than changing to another organization. This would lower employee turnover.

Continuation..

It can become a reality only when opportunities for vertical mobility are available. It is not suitable for small organizations.

Systematic career planning might become difficult due to favoritism and nepotism in promotions,political interventions in appointments etc.

Some career do not have score for much advancement. Employee cannot get promotions despite their career plans development in such jobs.

Problems in career planning