Training and Development
- 2. Index Meaning and Definition Training Need for Training Importance of Training Essentials of a Good Training Programme Process of Training Methods of Training On the Job Training and Off the Job Training
- 3. Training Meaning and Definition Training Imparting skill and knowledge to a person. Edwin B. Flippo, “Training is the act of increasing the knowledge and skills of a employee for doing a particular job”. Need for Training : - New recruits to understand work - Existing employees to update skills - Understand responsibilities for promotion - To become versatile - Adapt to change in work
- 4. Training Importance - Skill and knowledge improvement - High production and productivity - Job Satisfaction - Better use of resources - Reduction in errors or accidents - Supervision reduction - Reduction in complaints - Adaptability - Scope of Management by exception - Stability
- 5. Training Process of Training - Identifying the need of staffs - Establishment of training goal - Selecting the right method - Evaluation of training effectiveness Identify the need Training Goal Select right method Evaluate effectiveness
- 6. Training Methods of Training : On-the job training (OJT) Training given to the employee in the place where he works. “Work and Learn” - Induction Training - Apprenticeship Training - Refresher Training - Job Rotation - Placement as assistants - Vestibule training
- 7. Training Methods of Training : Off-the job training Training given to the job places away from the actual work place - Lecturers and Conferences - Role playing - Case study - Management games - Brain storming - Sensitivity Training (T-Group)
- 8. Performance Appraisal Performance Management : Performance Management System (PMS) is a formal, structured system of measuring, evaluating job related behaviors and outcomes to discover reasons of performance effectively in future. Familiar aspect of PMS is “ Performance Appraisal” Performance Appraisal Management of performance is a Managerial activity and leads to no. of other HR initiatives starting with rewards, training and development with the accelerated growth. It’s a process fundamental to a high-performing organization – People are managed
- 9. Performance Appraisals Performance appraisal is a method of evaluating the behaviour and performance of employees in the workplace. This includes appraisal of both qualitative and quantitative aspects of job performance. Need for PA - Providing information about the performance ranks on which decision regarding salary fixation, promotion, etc. are taken. - Review of the performance of the subordinates. - Providing information that helps to counsel the subordinates - Getting information to diagnose deficiency in employees regarding skills, knowledge, etc. - To prevent grievance and in disciplinary activities.
- 10. Appraisal Methods Methods of appraisal for the performance of employees : - Ranking Method - Graphic scale rating method - Forced choice method - Essay appraisal method - Paired comparison method - Field review method - Critical incidents method
- 11. Appraisal Methods 1) Ranking Method Conventional method of appraisal. Employees in the group given a rank by the superior according to the individual performance. Name of the Employee Rank Shyam 4 Mohan 3 Sundar 2 Rajiv 1 - Factors like attitude, aptitude, honesty, commitment, etc.. Based on performance. For subjective assessment ranking method may not be recommended
- 12. Appraisal Methods 2) Graphic Scale Method: Widely used in enterprises. Important qualities to be assessed are determined first. Name of the employee………… Designation………… Nature of work………… Qualities Excellent Very Good Good Average Poor Knowledge of work * Quality of work * Quantum of work done * Extent of co-operation * Initiative * Simple to use, drawback – Evaluator might be favorable.
- 13. Appraisal Methods 3) Forced Choice Method: Assessor has to asses the subordinates based on certain positive and negative qualities of the them. Positive Qualities Negative Qualities - Very knowledgeable Shirks duties - Meticulous in planning Undependable - Very good in execution Quarrelsome - Committed to work Non-cooperative - Sincere Poor in planning - Dependable Lacks in skill to communicate - Posses good communication skills Lacks initiative - Loyal Lethargic - Time conscious Irregular - Co-operative Irritable nature
- 14. Appraisal Methods 4) Easy Appraisal Method: Descriptive in nature. A detail about each subordinates has been written by the assessor. Superior may manage 5 or 6 sub ordinates. Considered as time consuming method and it is not free from limitations. This method is successful based on the efficiency of the superiors writing skills. 5) Paired Comparison Method: A subordinate in a group is compared with the other members. Every employee is compared with the other employee. It is considered a complicated one. It is time consuming. 6) Field Review Method: Different approach in the performance appraisal. An interviewer from the personnel department, will gather information on the performance of the subordinates from the supervisor working under him. This report will be submitted for the appraisal.
- 15. Appraisal Methods 7) Critical incident method: Behaviour of different subordinates will be recorded by the superior when a critical incident takes place in the workplace. Rating will be provided based on the extent of correctness of the subordinates behavior. Name of the worker Reaction Score Rinil Ran away from the place 0 Rajat Informed the supervisor 2 Lakshmi Gave T the necessary first aid 5 Juhi Took T to the nearest hospital 4 Qualities analysed are judgement, alertness, initiative , loyalty, etc..
- 16. Management by Objectives Technique by which the superior and the subordinate jointly identify the objectives described to be achieved by the subordinate in tune with the overall results expected. - Establishment of Objectives - Periodical Review - Final Review