human resource developmenti
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PRESENTATION TITLEHUMAN RESOURCE TRAINING AND
EVALUATION
PRESENTED BY: LADEIPHI KHARSATI
2015A/87M
VASANTROA NAIK MARATHWADA KRISHI VIDYAPEETH,PARBHANI-431402
DEPT. OF EXTENSION EDUCATION
CONTENTSSL NO INDEX
1 HUMAN RESOURCE?
2 HR TRAININGDEFINITIONNEEDOJECTIVES IMPORTANCE PROCESSTYPESMETHODS
3 EVALUATIONDEFINITION4 Cs OF EVALUATIONTECHNIQUESADVANTAGES AND DISADVANTAGES
HUMAN RESOURCE?IT IS THE TOTAL KNOWLEDGE , SKILLS, CREATIVE ABILITIES, TALENTS AND APTITUDES OF AN ORGANISATION, WORK FORCE AS WELL AS THE VALUES, ATTITUDES, BELIEFS OF THE INDIVIDUALS INVOLVED.
WHAT IS HR TRAINING? Dale S. Beach defines training as ‘the organized procedure by which people learn knowledge and/or skill for a definite purpose’.Training refers to the teaching and learning activities carried on for the primary purpose of helping members of an organization acquire and apply the knowledge, skills, abilities, and attitudes needed by a particular jobAnd organization. According to Edwin Flippo, ‘training is the act of
increasing the skills of an employee for doing a particular job’
NEED OF HR TRAINING Environmental change Organizational complexity: Human relations Change in the job assignment: To match employee specifications with
the job requirements and organizational needs:
1. Environmental changes: Mechanization, computerization, and automation have resulted in many changes that require trained staff possessing enough skills. The organization should train the employees to enrich them with the latest technology and knowledge.
2. Organizational complexity: With modern inventions, technological upgradation, and diver sification most of the organizations have become very complex. This has aggravated the problems of coordination. So, in order to cope up with the complexities, training has become mandatory.
3. Human relations: Every management has to maintain very good human relations, and this has made training as one of the basic conditions to deal with human problems.
4. To match employee specifications with the job requirements and organizational needs: An employee’s specification may not exactly suit to the requirements of the job and the organization, irrespective of past experience and skills. There is always a gap between an employee’s present specifications and the organization’s requirements. For filling this gap training is required.
5. Change in the job assignment: Training is also necessary when the existing employee is pro moted to the higher level or transferred to another department. Training is also required to equip the old employees with new techniques and technologies
Contd..Improving the ……… self confidence
stability and progress of the organization improve quality reduce the wastages to the minimum
improve quality reduce the wastages to the minimum adapt according to changing environment
TYPES OF TRAINING:Induction training: Job instruction training: Vestibule training: Refresher training: Apprenticeship training:
INDUCTION TRAINING: Also known as orientation training given for the new recruits in order to make them familiarize with the internal environment of an organization. It helps the employees to understand the procedures, code of conduct, policies existing in that organization
Job instruction training: This training provides an overview about the job and experienced trainers demonstrates the entire job. Addition training is offered to employees after evaluating their performance if necessary.
.
Vestibule training: It is the training on actual work to be done by an employee but conducted away from the work place.
Refresher training: This type of training is offered in order to incorporate the latest development in a particular field. This training is imparted to upgrade the skills of employees. This training can also be used for promoting an employee.
Apprenticeship training: Apprentice is a worker who spends a prescribed period of time under a supervisor.
Methods of traning
On-the-job-training methods1.Job rotation2.Coaching3.Trained positions4.Planned work activities4.Intenship training
Off-the-job training methds1. Case study method2.Incident method3.Role play4.In basket method5.Bussines games6.Grid training7.Lectures8. Simulation9.Management education10. Conferences
EVALUATION
EVALUATION?
Performance evaluation is the process of assessing an employee's job performance and productivity over a specified period of time
Performance evaluation, or performance appraisal (PA), is the process of assessing an employee's job performance and productivity
EVALUATIONThe 4C’s of Evaluation of Human Resource Function
CommitmentCompetencyCongruencyCost Effectiveness
Commitment: means testing the employee’s personal
motivation and loyalty to the organization. If the employee works hard enough for the
good of the company and his main aim is for the company to gain competitive advantage over its rivals then he is very committed to the company thus the human resource department is very effective.
Competency: In this area one tests the employee’s skills
and abilities to perform his tasks well. Hiring and maintaining employees with very good skills proves that the human resource docket in that company is very efficient.
o Congruency: focuses on management and
employees. It seeks to test and prove that the
management and employees share the same vision of the organization goals and work together to attain them.
Cost Effectiveness: It is concerned with operational efficiency. The Human Resource Function in the organization should be used to the best advantage.
TECHNIQUES OF EVALUATION OF HUMAN RESOURCEAchievement of Specified Goals
Service Overall Evaluation (SLA
Subjective Overall Evaluation
Bench Marking
Achievement of Specified Goals: This is one way of evaluating Human Resource Function. In this case one measures the achievement against agreed objectives.
Service Overall Evaluation (SLA): This is an agreement between the provider of services and the customers.
Subjective Overall Evaluation: This is another method of evaluation of Human Resource Function. One measures the satisfaction index where concerns on whether an employee is happy and satisfied working in the organization and the Human Resource policies and practices as they affect them.
Bench Marking: In this evaluation of Human Resource Function one compares data from a competing firm and the data in your organization. This provides information on where to improve in the business strategies.
ADVANTAGESemployee effectiveness,
improved employee performance,
Prompt feedback, enhanced
communicationfostering of trust,
assessment of educational and other
training needs. assessment of educational and other training needs.
THANKYOU!
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