Human Resource Development

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DEFINATION 1. Human resource development is a process in which employees of the organization are continually helped in a planned way to :  Acquire or sharpen capabilities required to perform various functions associated with their present or expected future roles.  Develop their general capabilities as individuals and discover their inner potentials for own organizational purpose. 2. HRD involves : • ways to adjust the individuals to his job and environment • Involvement of employees in various aspects of work • Concern for enhancing capabilities of individuals





FEATURES OF HRD







Planned and systematic process : HRD is planned and systematic process as it focuses on development of employees through out organization before framing policies or planning employee development. program company will other to collect relevant data required to the same so it is called as systematic process. Continuous process : HRD is a continuous process which believes in the need of continuous development of personnel to face challenges in functioning of organization. Interdisciplinary approach : HRD uses the knowledge from psychology, sociology, anthropology, political science for planning and implementing various employee development programs. micro and macro in nature : at macro level it focuses on improvement in quality of life for of nation people and at micro level it focuses on employee development within organization.

OBJECTIVES OF HUMAN RESOURCE DEVELOPMENT : • To provide comprehensive framework for the overall development of people in organization. • Develop a constructive mind and overall personality of each and every person in organization. • Develop capabilities of individual in relation to his present and expected performance in future. • Maintain high level of motivation for employees in company. • To develop health and self renewing capabilities of whole organization. • To generate systematic information about the human resource for purpose of human resource planning, PAS etc.


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Essentials of human resource development :



Urge and desire on the part of human resource in organization to find better methods of work Requisite skill, attitudes and ability in the persons engaged in HRD. Proper rapport between HRD team and key persons in organization. Removal of hurdles from organization affecting productivity from employees. Strengthen human resource information system to keep continuous track of every employee in company. HRD focuses on making employees understand new concepts implemented in company through seminars, lectures, role playing etc.












IMPORTANCE OF HRD : HRD improves the capabilities of the people by making them better aware of the skills required for job performance and by improving clarity about performance standards. HRD promotes organizational effectiveness. Appropriate employees centered policies help organization achieve its goal more efficiently. HRD helps organization in procuring the right people at right time and making effective utilization of hired human resource. HRD generates lot of useful data which facilitates human resource planning and control. HRD improves teamwork where employees will be motivated to work together leading to friendly work atmosphere in company.




INSTRUMENTS OR MECHANISM OF HRD :





Performance appraisal : is process of assessing performance of employee at regular interval of time. Data obtained by PAS will be helpful in analyzing employees performance and design motivation technique who have performed as per expectation and one who are not able to meet expectations will be going through training program. Counseling and monitoring : is a process in which employees will have an interaction with counselor where counselor after interacting with employees tries to identify their problem, suggest them strategies to overcome their problems, thus helping them to maintain balance in their professional and personal life. Training : is an investment in HRD process which divides both in short and long run. The ultimate goal of training is improving competence of employees for raising the standards of organizational performance.







Building morale and motivation : organization must give constant evidence to the belief that human resource in organization are key to development. This requires proper motivation of employees which provides base for managements functions and planning. Development of tea work : companies should encourage employees to involve themselves in team work which enhances better co- ordination among employees leading to effective accomplishment of individual and organizational goals. Developing emotional intelligence : human resource is one of the important and uncontrollable factor in company. Emotions of employee play a important role in determining their productivity and output. HRD should focus on enhancing emotional intelligence of organization.







Quality circle : is a small group f employees doing similar or related work. These group meet regularly to identify, analyze and solve problems to improve general relations. Quality of work life : quality of workers condition both working and living influence workers job satisfaction. HRD should take proper care of employees health and well being. Quality of working life generally promotes healthy atmosphere of motivation and development among the employees. Flexibility : HRD administrative machinery must become flexible and be able to respond quickly and effectively to changing environment as rigid and inflexible system will not be able to deal with changing situation.

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Training and development : Meaning : Training is act of increasing knowledge and skill of an employee for doing a particular job. Training is used to indicate process y which the aptitudes, skills, and abilities of employees to perform specific jobs are increased. Training includes any effort within the organization to teach instruct, coach in technical skills, knowledge, to provide insight into and attitudes towards organization.











Objectives of training program : Basic objective of training program is to help develop capacities and capabilities of employees both new and old by upgrading their skills and knowledge so that organization could gainfully avail employees services. Training helps existing employees in improving their levels of job performance on their present job assignments. in case of new employee training has its objective to provide basic skill and information required by employees in company. Training creates self consciousness and greater awareness to recognize their responsibilities and contribute their best to organization. Main objective o training is to bring about efficiency and effectiveness











Need and importance of training program : Increased productivity : training program improves the performance of employees. Increased skill and efficiency results in better quantity and quality of production. Leading to reduced cost of operations in company. Higher employee morale : trained worker drives happiness and job satisfaction from his work. This gives him job security and ego satisfaction. Improved performance of employee will be recognized by management which leads to increased morale of employee. Less supervision : trained employees are well aware about criteria and best way by which task can be performed which leads to minimum wastages leading to less requirement of supervision in company. Less wastages: untrained workers lack operative knowledge required to perform activity on contrary trained worker will know the art of operating machinery leading to minimum wastages and efficient accomplishment of work .







Easy adaptability : technological changes and implementation of new aspects in company requires employees to be flexible to changing situation which can be done through proper training and development to employees in company. Reduced turnover and absenteeism : are mainly due to job satisfaction. Timely training and development provided to workers will make the work more interesting due to which it becomes easy for company to retain workers. Employee development : through continuous training and development employees will be updated with latest information which leads to employees personal as well a professional development.








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BENEFITS OF TRAINING PROGRAM : Benefits of training program to organizations : Leads to improved profitability and positive attitude towards orientation Improves job knowledge and skills at all level of organization Improves morale of work force. Helps people to connect themselves with organizational goals. Helps create better corporate image Aids in understanding and carrying organizational policies. Organization gets effective decision making and problem solving skills. Creates climate of growth and development.

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Benefits of training to individuals: Helps individual employee in better decision making and efficient problem solving. Helps in achieving self development and self confidence Provides information for improving leadership, attitudes, communication skill etc. Increased job satisfaction and recognition. Moves person towards personal goals while improving interactive skills. Develops sense of growth in organization Helps eliminate fear in attempting task.



STEPS IN TRAINING PROCESS
Methods of evaluating training

Determi ning training needs

Preparin g training budget Decidin g training venue Methods and techniqu es

Establis hing training policies

Setting goals

Steps in training program : 1. Determining training needs : a)organizational analysis : involves entire study of organization which includes objectives, resource and resource allocation. b) analysis of objective : analysis short and long term objective, along with strategies of company. c) task and role analysis : is required to determine to evaluate the training needs of employees as per knowledge and experience possessed by each employee in company. 2. Establishing training policies : companies policies play vital role in designing training program. Every organization should have well designed training program . Policies of program clarifies the responsibility of management towards program and guidelines to be followed by employees during the program.


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Setting goals and objectives : objective of training program refers to main motto for which training program is being conducted in company . Operational objective : concerned with efficiency about organizational working and outputs. Performance objective: relates to individual performance in terms of efficiency and performance. Reaction objective: refers to reaction of employees relating to training program in company. Preparing training budget: it is concerned with allocation of budget for conducting training program. Deciding about training venue: depends upon the type of training to be provided to employees. Venue of training is important as environment o program should be suitable for providing and seeking information.

6.Deciding on methods and technique of training program : type of training program may vary from being job specific to generalized in nature. Factors to be considered during selection of method are :  Depth of knowledge, nature of skills required of particular job.  Background of trainees for assessing capacities and potential  Consideration regarding cost, time, availability of trainers, required facilities etc.  Number of persons to be trained and developed 7. Determining methods of evaluating training program : main objective of training program is to evaluate how far objectives of training programs have been achieved. judging and measuring reaction of participants. Assessing and measuring how far learning has been gainful for employees. Measuring changes in terms of cost, quality and production.

DESIGNING TRAINING PROGRAM : 1.Responsibility for training : training program to be successful requires all parties to take care of their responsibilities. Top management should frame and authorize basic training policy. Personal department will be in charge of instruction to be given in training program. Employee are responsible to provide their satisfaction on training program in form of feedback. 2. Selection and motivation of trainees : selection of candidates for training program is important as it is to be decided about nature of employees for whom training program is aimed at, who are set of employees if sent in for training program will yield effective results in form of profits to company.


3.Preparation of trainer: success of training program depends upon the quality of trainer or instructor. Trainer should be qualified person and he may be from within or outside the organization. Trainer should be aware about company as well as objective of training program 4.Training material :may include study notes, case studies, charts, brochures. Material is prepared in training section with help of supervisors. Material should be provided in advance to trainees which will help them to come prepared in advance for training sessions. 5.Training period : length of training program depends upon skills o trainees, purpose of training, and learning capacities of trainees in company.

6.Performance tryout : trainee is asked to do job several times and mistakes committed by employee are communicated to him in for of feedback. 7. Follow up : the follow up for training program is don in form of employee feedback, in which employees expresses their level of satisfaction towards training program which helps in quality assessment of program and rectify mistakes in content of training program.

METHODS OF TRAINING PROGRAM A On job training :


1. Job instruction training: this technique was developed during world war two. It basically includes four steps: a) trainees receives overview of job, its purpose and desired outcomes. b) trainer demonstrates job to employee so that trainees can get brief outlook of job. c) Trainee is asked to copy trainers demonstration, till trainee is perfect in performing given job. 2. Coaching : involves direct personal instruction given to employee by employer which involves process of learning while doing. Effectiveness of coaching depends upon effectiveness of coach in which he is required to explain appropriate ways of doing things, state observation accurately, offer positive alternatives etc.

3.Mentoring : senior person in organization assumes the responsibility for training junior employees in company. Mentor acts as teacher, guide, counselor etc. basic objective of mentoring is to help employee gain psychological maturity and effectiveness integrated with organization. 4.Position rotation: refers to broadening knowledge horizon of employees in company. Employees movement in terms my be confined within his department or outside department. This method helps employees to get in touch with work procedure in various department which makes him versatile person and quite flexible to adjust to changes. It also helps employees to maintain good relation with employee in company.

5.Apprenticeship :it is initial period in which employees joins organization. During this period employee will go through training session which will give him basic frame work to be performed at job. Employees performance during this period will be deciding point about employees permanent appointment in company. 6.Committee assignment : in this method trainees are asked to perform special assignments or solve actual organizational problems. Employees are combined together in form of group where they get to know strategies to solve problem and also get habituated of working in group.



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OFF JOB TRAINING : Vestibule training : in this type of training, a training center is set up and actual job conditions are duplicated or simulated in it. Trainers are employed to provide training with the help of equipment and machines which are identical to that of workplace. These method of training is used when number of employees to be trained are more in number. Classroom training : is traditional way of education which places the trainee in a classroom. Training may take place within the premises of organization or at selected sites. Main aim of classroom training is to take employee away from work scenario which provides him scope to mingle with subordinates from similar position.

3.Internship training :in this method educational institution and company have tie up with each other where candidates during their internship program are allowed to work in organization where they get to have practical exposure towards task performance at workplace. 4. Conference : in this method employees are called in together where they are required to have discussion on problem given to them by which they find in effective strategies to find solution to situation. Problem given during the training is related to real work situation. 5. Role playing : is a method of human interactions that involves realistic behavior in imaginary situation. The situation given to employees are related to their job when employees place themselves in different characters they get an brief idea about kind of behavior to be expressed as per demand of situation.



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Criteria for evaluation of training program Reaction : refers to evaluation of trainees reaction to program. Which includes questions relating to what were the goals of program ?, did you achieve them ? Etc. Learning : refers to skill, Knowledge, information gained by employee through means of training and development program. In this step we get to evaluate efficiency of trainer and candidates who attended training program. Job behavior : it focus on difference in job behavior of employee before and after training program. Organization :it tries to measure effect of training program in terms of increased profitability and profit generated in company. Ultimate value : it is measurement of total investment made in training program and output generated in terms of increased productivity, skill enhancement of employee in company.







Techniques for evaluating training program Experimental and control groups : in this method employees are divided into two groups one group of employees are sent in for training program and other group of employees do not receive training program. Then evaluation is done by comparing performance of two group what is difference between quality of work delivered by group attended training program and one who have not attended the same. Time series analysis : series of measurement are taken before the programme begins and continues during and after the program is completed. The results obtained are plotted on a graph to determine whether changes have occurred and remain as result of the training effort.





Questionnaires and structured interview : interview with immediate supervisor of trainees are taken into consideration as evaluation criteria. In this method questionnaire is given to trainees who have attended training program and are asked to rate the trainers according to quality of training give by them. Cost benefit analysis : in this method benefit of training program is evaluated by comparing the investment made on training program and output generated by the same.









Principles of training : training objectives : objectives of training helps in planning strategy for training program. Specific objectives of program provide guidelines or roadmap to proceed further with program. Individual consideration : people differ in terms of their thinking, personality, capability of understanding. Training program should take all employee needs into consideration and design the training program. Motivation to trainees : training program cannot be successful without interest of employees attending training program. Therefore employees should be motivated to attend training program by mentioning them advantages of the same.

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