Human resource management unit iii
Download as PPTX, PDF1 like919 views
1. The document discusses the importance of training employees in organizations. It explains that training helps improve skills, productivity and safety. 2. Various types of training are described, including on-the-job training, off-the-job training, induction training, and refresher training. Both on-the-job and off-the-job methods are discussed. 3. Career development and management development programs are also covered. It is noted that career planning helps employees and organizations by improving performance and motivation.
More Related Content
What's hot (20)
Viewers also liked (7)
Similar to Human resource management unit iii (20)
Human resource management unit iii
- 1. UNIT IIIPOOJA DEVIJA Assit. Prof PIMT source : Udaipurstudents.com
- 2. Introduction Need for organizations to build and sustain competencies that would provide them with competitive advantage.
- 3. Knowledge era, Human assets are valued highly.
- 4. Growth oriented organizations value training as a response to changing environment
- 5. Continues learning process in human development
- 6. Helps in development of one’s personality, sharpens skills and enhances effectiveness
- 7. It is an important and integral part of organizational renewal processPOOJA DEVIJA Assit. Prof PIMT source : Udaipurstudents.com
- 8. 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.POOJA DEVIJA Assit. Prof PIMT source : Udaipurstudents.com
- 9. Training means teaching of specific skills Need and rationale for training:-Changing technology:- update employeesQuality conscious consumers:- quality improved through training of workersGreater productivity:- reduce cost of production, increase productivityStable workforce:-confidence in minds of workers, gives security and leads to stable workforceIncreased safety:- Handle machines more safelyBetter management:- Used as a planning & controlling tool, reduces cost and industrial accidentsPOOJA DEVIJA Assit. Prof PIMT source : Udaipurstudents.com
- 10. Significance of trainingQuick learningHigher productivityStandardization of proceduresLess supervisionEconomical operationsHigher moralePreparation of future managersBetter managementPOOJA DEVIJA Assit. Prof PIMT source : Udaipurstudents.com
- 11. What can training do for employeesConfidenceNew skillsPromotionHigher earningsAdaptabilityIncreased safetyPOOJA DEVIJA Assit. Prof PIMT source : Udaipurstudents.com
- 12. Employee TrainingWhat deficiencies, if any,does job holder have in terms of skills, knowledge, abilities, and behaviours?What arethe strategicgoals of theorganization?Is there a need fortraining?What tasks mustbe completedto achievegoals?What behaviours are necessary?POOJA DEVIJA Assit. Prof PIMT source : Udaipurstudents.com
- 13. Types of trainingInduction & 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 followedApprenticeship training:-Compulsion made by government, to provide both on job & class room teaching to the trainees, trainees get wages while learningPOOJA DEVIJA Assit. Prof PIMT source : Udaipurstudents.com
- 14. 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. POOJA DEVIJA Assit. Prof PIMT source : Udaipurstudents.com
- 15. Methods of trainingOn 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 POOJA DEVIJA Assit. Prof PIMT source : Udaipurstudents.com
- 16. Off the job:- (away from the place of work)Vestibule (utilizes the same equipment at the place of work)Special lecture cum discussionConferenceCase studySpecial projectsCommittee assignmentsRole playingPOOJA DEVIJA Assit. Prof PIMT source : Udaipurstudents.com
- 17. 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.POOJA DEVIJA Assit. Prof PIMT source : Udaipurstudents.com
- 18. Designing a training programIdentification of training needsSetting training objectivesOrganization of trainingEvaluation of training outcomes or resultsPOOJA DEVIJA Assit. Prof PIMT source : Udaipurstudents.com
- 19. Evaluation of trainingCriteria for evaluation are:
- 20. Objectives of the program
- 22. Results obtained
- 25. Methods of evaluation would be:
- 26. Questionnaires, projects, tests, interviews, observations or participation and discussions.POOJA DEVIJA Assit. Prof PIMT source : Udaipurstudents.com
- 27. Career developmentPOOJA DEVIJA Assit. Prof PIMT source : Udaipurstudents.com
- 28. Career development A career denotes a succession of related jobs arranges in a hierarchy of prestige ,through which persons move in an ordered predictable sequenceThe 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
- 29. Career stagesExploration:-pre employment stageCrises of this stage:Where to start fromPerformance levelReality shock, cultural adaptabilityJob demands more what they can deliverNot too many opportunities to show talentEstablishment:-10 years from 25 onwards, tries to settle in some jobPOOJA DEVIJA Assit. Prof PIMT source : Udaipurstudents.com
- 30. Mid career:-35-45 years of age(problematic & stressful)Crises: Tend to loose interest in jobIncreased expectation at the same decresed performanceLate career:-20 years from mid forties(stagnation or growth)Decline:-forced to step out of limelight. Bad for the high achieversRetirement crises: future planning ,uncertaintyHow to invest in retirement fundManage after retirement Exit policyPOOJA DEVIJA Assit. Prof PIMT source : Udaipurstudents.com
- 31. Process of career planningPreparation of human resource inventoryIdentifying individual career needsAnalyzing career optionsMatching of employees needs with optionsFormulation & implementation of training & development programReview of career planPOOJA DEVIJA Assit. Prof PIMT source : Udaipurstudents.com
- 32. Benefits of career planningHelps to have knowledge of various career opportunitiesHelps 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
- 33. Problems of career planningSuitable for bigger organization where opportunities for vertical mobility are availableCareer 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 planningSystematic planning may become difficult because of favoritismCareer opportunities reach to decline stage because of technological or economic factors.POOJA DEVIJA Assit. Prof PIMT source : Udaipurstudents.com
- 34. MANAGEMENT DEVELOPMENT/executive developmentIs 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 futurePOOJA DEVIJA Assit. Prof PIMT source : Udaipurstudents.com
- 35. Nature of management developmentEducational process Behavioral changeSelf developmentContinuous processPOOJA DEVIJA Assit. Prof PIMT source : Udaipurstudents.com
- 36. objectivesTo increase the overall knowledge & concepts and decisions making skills To improve the performance of managers in the same positionTo ensure reserve of well trained managers in futureTo influence the behavior of employees through executives.To introduce change in organization by developing executives into change agentTo prevent obsolescence of executives by providing them knowledge & skillsPOOJA DEVIJA Assit. Prof PIMT source : Udaipurstudents.com
- 37. methodsOn the job:-CoachingUnderstudyJob rotation Multiple managementCommittee assignmentOff the job:-Special coursesSpecial projectsConference training Role playingSimulation techniquePOOJA DEVIJA Assit. Prof PIMT source : Udaipurstudents.com
- 38. Organization of executive development programAnalysis of the development needsInventory of talent needed to be managedAppraisal of talentsPlanning of individual development programEstablishment of development programEvaluation of the programPOOJA DEVIJA Assit. Prof PIMT source : Udaipurstudents.com