Human resource management

Human resource management

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  HRD: It isthe one of the functions of HRM. Definition 1: Organizing and enhancing capacities to produce. HRD is a process of organizing and enhancing the physical, mental and emotional capacities of individuals for productive work. Definition 2: Bring possibility of performance and growth HRD means to bring about the possibility of performance improvement and individual growth. Human resource development is a process to help people to acquire competencies and to increase their knowledge, skills and capabilities for better performance and higher productivity. TRAINING & DEVELOPMENT Definition of Training & Development: Improve performance “Training & Development is any attempt to improve current or future employee performance by increasing an employee’s ability to perform through learning, usually by changing the employee’s attitude or increasing his or her skills and knowledge.” MEANING OF TRAINING & DEVELOPMENT: - The need for Training and Development is determined by the employee’s performance deficiency, computed as follows. Training & Development Need = Standard Performance – Actual Performance We can make a distinction among Training, Development and Education. Distinction between Training and Education Training Education Application oriented Job experience Specific Task in mind Narrow Perspective Training is Job Specific Theoretical Orientation Classroom learning Covers general concepts Has Broad Perspective Education is no bar Training: Training refers to the process of imparting specific skills. An employee undergoing training is presumed to have had some formal education. No training program is complete without an element of education. Hence we can say that Training is offered to operatives. Education: It is a theoretical learning in classrooms. The purpose of education is to teach theoretical concepts and develop a sense of reasoning and judgment. That any training and development program must contain an element of education is well understood by HR Specialists. Any such program has university professors as resource persons to enlighten participants about theoretical knowledge of the topics proposed to discuss. In fact organizations depute or encourage employees to do courses on part time basis. CEOs are known to attend refresher courses conducted by business schools. The education is more important for managers and executives rather than low cadre workers. Anyways education is common to all employees, their grades notwithstanding. Development: Development means those learning opportunities designed to help employees to grow. Development is not primarily skills oriented. Instead it provides the general knowledge and attitudes, which will be helpful to employers in higher positions. Efforts towards development often depend on personal drive and ambition. Development activities such as those supplied by management development programs are generally voluntary in nature. Development provides knowledge about business environment, management principles and techniques, human relations, specific industry analysis and the like is useful for better management of a company. Objectives of (MDP) Management Development Programs OR Advantages of Development 1. Making them  Self-starters  Committed  Motivated  Result oriented  Sensitive to environment  Understand use of power 2. Creating self awareness 3. Develop inspiring leadership styles 4. Instill zest for excellence 5. Teach them about effective communication 6. To subordinate their functional loyalties to the interests of the organization Difference between Training and Development Training Development
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  Training is skillsfocused Development is creating learning abilities Training is presumed to have a formal education Development is not education dependent Training needs depend upon lack or deficiency in skills Development depends on personal drive and ambition Trainings are generally need based Development is voluntary Training is a narrower concept focused on job related skills Development is a broader concept focused on personality development Training may not include development Development includes training wherever necessary Training is aimed at improving job related efficiency and performance Development aims at overall personal effectiveness including job efficiencies What are the Training Inputs?  Skills  Education  Development  Ethics  Problem Solving Skills  Decision Making  Attitudinal Changes Importance of Training & Development  Helps remove performance deficiencies in employees  Greater stability, flexibility and capacity for growth in an organization  Accidents, scraps and damages to machinery can be avoided  Serves as effective source of recruitment  It is an investment in HR with a promise of better returns in future  Reduces dissatisfaction, absenteeism, complaints and turnover of employees Need of Training Individual level  Diagnosis of present problems and future challenges  Improve individual performance or fix up performance deficiency  Improve skills or knowledge or any other problem  To anticipate future skill-needs and prepare employee to handle more challenging tasks  To prepare for possible job transfers Group level  To face any change in organization strategy at group levels  When new products and services are launched  To avoid scraps and accident rates Identification of Training Needs (Methods) Individual Training Needs Identification 1. Performance Appraisals 2. Interviews 3. Questionnaires 4. Attitude Surveys 5. Training Progress Feedback 6. Work Sampling 7. Rating Scales Group Level Training Needs Identification 1. Organizational Goals and Objectives 2. Personnel / Skills Inventories 3. Organizational Climate Indices 4. Efficiency Indices 5. Exit Interviews 6. MBO / Work Planning Systems 7. Quality Circles 8. Customer Satisfaction Survey 9. Analysis of Current and Anticipated Changes Benefits of Training Needs Identification 1. Trainers can be informed about the broader needs in advance 2. Trainers Perception Gaps can be reduced between employees and their supervisorsTrainers can design course inputs closer to the specific needs of the participants 3. Diagnosis of causes of performance deficiencies can be done Methods of Training On the Job Trainings: These methods are generally applied on the workplace while employees is actually working. Following are the on-the-job methods. Advantages of On-the-Job Training:
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  It is directlyin the context of job It is often informal It is most effective because it is learning by experience It is least expensive Trainees are highly motivated It is free from artificial classroom situations