chapter 8 9 10 presentation(final)meenal.pptx

8/10/2019 chapter 8 9 10 presentation(final)meenal.pptx

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RESOURCEMANAGEMENT

Presented By : Group 3

Presentation on Training and De e!oping E"p!oyees#C$apter %&

Per'or"an(e Manage"ent and Appraisa! #C$apter )&

Coa($ing* Careers* and Ta!ent Manage"ent#C$apter +,&


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TRAINING AND DEVELOPINGEMPLOYEES


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ORIENTATION Ma-e t$e ne. e"p!oyee 'ee! .e!(o"e and a part

o' tea"/ Ma-e sure t$e ne. e"p!oyees $a e 0asi(

in'or"ation to 'un(tion e1e(ti e!y/ He!p t$e ne. e"p!oyee understand t$e

organi2ation in a 0road sense/ Start t$e person on t$e pro(ess o' 0e(o"ing

so(ia!i2ed into r"s (u!ture a!ues and .ay o'

doing t$ings/


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ORIENTATION PROCESS E4p!anation o' 0asi(

"atters 0y $u"anresour(e spe(ia!ist/

HR Spe(ia!ist introdu(esne. e"p!oyee tosuper isor/

5a"i!iari2e t$e ne.e"p!oyee .it$ $is(o!!eagues/

En(ourage ne.e"p!oyees to engage ina(ti ities !i-e ta-ing0rea-s .it$ (urrente"p!oyees/

6n'or"a! orientation toopen up and 0e re!a4ed/

Upper "anage"entin ites ne. e"p!oyeeo er tea or !un($/#pra(ti(ed 0y P$i!ipsE!e(troni(s&

Spe(ia! sessions 'or'a"i!y "e"0ers/#pra(ti(ed 0y Con ergys6ndia&

6denti'y a 0uddy .$o issi"i!ar to ne. $ire inpara"eters !i-e age/


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TRAINING Training "eans gi ing ne. or (urrent e"p!oyees

t$e s-i!!s t$ey need to per'or" t$eir 7o0s/ Hindustan Petro!eu" Corporation 8i"ited9

Sa"a es$;Orientation:


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STEPS OF TRAININGPROCESS

Need Ana!ysis9 6denti (ation o' s-i!!s re uired 0yt$e 7o0 and (o"parison o' t$ese s-i!!s .it$ t$es-i!!s possessed 0y trainee/

6nstru(tiona! Design9 'or"u!ate training

o07e(ti es* re ie. t$e progra" (ontent andesti"ate a 0udget 'or training progra"/

6"p!e"ent t$e progra"9 Train t$e e"p!oyeesusing "et$ods !i-e on9t$e97o0 training and on!inetraining/

E a!uation o' t$e su((ess o' t$e progra"/


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Implementing Training Programs

On9T$e9 o09Training #O T& Coa($ing o0 Rotation Spe(ia! Assign"ents Apprenti(es$ip Training o0 6nstru(tion Training Progra""ed 8earning


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Implementing Training Programs (Cont !!"

Audio isua!9Based Training esti0u!e Training ideo(on'eren(ing E!e(troni( Per'or"an(e Support Syste"s #EPSS& Co"puter9Based Training 6nternet9Based Training


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Management De#elopment Programs

Manage"ent de e!op"ent is an atte"pt toi"pro e (urrent or 'uture "anage"entper'or"an(e 0y i"parting -no.!edge *($angingattitudes or s-i!!s/

T$e pro(ess o' "anage"ent de e!op"ent(onsists o':

+& assessing t$e (o"pany s strategi( needs/ @& appraising "anager s (urrent per'or"an(e/

3& de e!oping t$e "anagers and 'uture"anagers/


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Managerial On$t%e$&o'Trainingarious On9t$e97o0 training te($ni ues are:

o0 Rotation Coa($ingFUnderstudy approa($ A(tion !earning

O19t$e9 o0 "anage"ent Trainingarious O19t$e97o0 training te($ni ues are:

Case study "et$od Manage"ent ga"es Outside se"inars Uni ersity re!ated progra"s Ro!e p!aying

Be$a iour "ode!ing


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Organi ational C%ange

C$anges (an 0e strategi( *(u!tura!* te($no!ogi(a!or ($anges in e"p!oyees t$e"se! es i/e/ t$eirattitudes* s-i!!s and 0e$a ior/

Te($ni ues to i"p!e"ent an organi2ationa!

($anges are: 8e.in s ($ange pro(ess Organi2ationa! de e!op"ent


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E#al)ating Training Programs

Met$ods to e a!uate training progra"s: Ti"e series design Contro!!ed e4peri"entation 5our 0asi( (ategories o' training out(o"es (an 0e "easured: Rea(tion 8earning Be$a ior Resu!ts


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PERFORMANCE

MANAGEMENTAPPRAISAL


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PERFORMANCE MANAGEMENTAND APPRAISAL

Per'or"an(e "anage"ent (ontinuous pro(ess o'identi'ying* "easuring and de e!oping t$eper'or"an(e o' indi idua!s and tea"s anda!igning t$eir per'or"an(e .it$ t$e organi2ation s

goa!s Per'or"an(e appraisa! e a!uating an e"p!oyee s

(urrent andF or past per'or"an(e re!ati e to $is or$er per'or"an(e standards/

Setting standards Assessing per'or"an(e Pro ing 'eed0a(-


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DEFINING T*E EMPLOYEE+SGOALS AND STANDARDS

Set SMART goa!s Assign spe(i ( goa!s Assign "easura0!e goa!s Assign ($a!!enging 0ut doa0!e goa!s En(ourage parti(ipation


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,*Y APPRAISEPERFORMANCE-

Most e"p!oyers sti!! 0ase pay and pro"otionde(isions on it

Boss and su0ordinate de e!op a p!an (orre(tingany de (ien(ies

Use'u! 'or t$e purpose o' (areer p!anning Per'or"an(e appraisa! syste" #PMS& ser es as a

sour(e o' "ost o' t$e (urrent e"p!oyee

in'or"ation


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PERFORMANCEAPPRAISAL TOOLS

Grap$i(a! rating s(a!e "et$od A!ternation ran-ing "et$od Paired (o"parison "et$od 5or(ed distri0ution "et$od Criti(a! in(ident "et$od Be$a iora!!y an($ored rating s(a!es #BARS& Co"puteri2ed and .e090ased per'or"an(e

appraisa!


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GRAP*ICAL RATING SCALEMET*OD

6t !ists traits and range o' per'or"an(e a!ues Generi( 7o0 di"ensions o0 s a(tua! duties Co"peten(y 0ased 'or"s Spe(i ( o07e(ti es 0ased 'or"s


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ALTERNATIONRAN.ING MET*OD

Distinguis$ 0et.een 0est and .orste"p!oyees

8ist a!! t$e e"p!oyees Ran- 0est and .orst Ran- se(ond 0est and .orst and so on///


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PAIRED COMPARISIONMET*OD


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FORCED DISTRI/0TIONMET*OD Predeter"ined per(entage o' ratees @,> top* ,> "idd!e and +,> 0otto" Hig$ per'or"an(e tea" $a e to (ut do.n

+,> and !o. per'or"an(e tea" retain ),>


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CRITICAL INCIDENTMET*OD

A !og o' positi e and negati e e4a"p!es o' asu0ordinate s .or-9re!ated 0e$a iour is"aintained

E a!uation is round t$e year and not 7ust0ased on re(ent per'or"an(e

Not ery use'u! 'or (o"paring sa!aries


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/E*AVIORALLY ANC*OREDRATING SCALES (/ARS"

6t an($ors a nu"eri(a! rating s(a!e .it$spe(i ( e4a"p!es o' good or poorper'or"an(e

Steps to de e!op BARS


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APPRAISAL

PRO/LEMS Unclear Standards too open to interpretation Halo Effect influence of a raters general impressionon ratings of specific ratee qualities Central Tendency Rating all employees average Leniency/Strictness Tendency to rate all subordinateseither high or low Recency effects Recent performance overpowers overthe year performance (keep a diary for effectiveappraisal) Bias individual differences affecting appraisal ratings


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,*O S*O0LD DO T*EAPPRAISING-

Immediate Supervisor The supervisor is usually inthe best position to evaluate the subordinates

performance.

Peer appraisals ssessment by immediate workingenvironment Rating Committee !omposite ratings

Self Rating "ositively biased ppraisal !y Su!ordinates #pward feedback "#$ o %eed!ac& $evelopmental feedback from %allaround % an employee


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Per1orman2e Management6t is t$e (ontinuous pro(ess o' identi'ying*

"easuring* and de e!oping t$e per'or"an(eo' indi idua!s and tea"s and a!igning t$eirper'or"an(e .it$ t$e organi2ation s goa!s/


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COACH6NG* CAREERSAND

TA8ENT

MANAGEMENT


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A SAMP8E O5COACH S

SE85 E A8UAT6ONCHECI86ST


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MET*ODS OF CAREERMANAGEMENT

T$e E"p!oyer s Ro!e Career Centers Career P!anning


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Cont;Manger s Ro!e

Bui!ding Kour "entoring s-i!!s Mentoring Ca eats T$e e1e(ti e "entor

6"pro ing Produ(ti ity t$roug$ HR6S:Career P!anning and de e!op"ent


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Ma


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Managing Trans1ers=A trans'er is a "o e 'ro" one 7o0 to anot$er* usua!!y .it$ no

($ange in sa!ary or grade/ o' t$e" .anted to do part ti"e.or-/ REASON9 5inan(ia! reasons/


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TALENT MANAGEMENT Ta!ent "anage"ent is t$e auto"ated end toend pro(ess o' p!anning* re(ruiting*de e!oping* "anaging* and (o"pensating

e"p!oyees t$roug$out t$e organi2ation/

5ro" t$e e"p!oyee point o' ie.* ta!ent

"anage"ent is (areer "anage"ent in asense/ T$e e"p!oyee .ants to a!ign $is or$er s-i!!s* training* per'or"an(e 'eed0a(-*and de e!op"ent in .ays as to $a e a

su((ess'u! (areer/


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TALENT MANAGEMENT SYSTEMS

Ta!ent Manage"ent is usua!!y in'or"ationte($no!ogy 0ased/ So't.are pro iders o1erspe(ia!i2ed ta!ent "anage"ent suits .$i($in(!ude and integrate ta!ent "anage"ent

(o"ponents su($ as e9re(ruiting* e9training*per'or"an(e re ie.s* and re.ards/ So"ee4a"p!es are: Talent Management Sol)tions+ talent

management s)ite in(!udes e9re(ruitingso't.are* e"p!oyee per'or"an(e "anage"ent*a !earning "anage"ent syste"* and(o"pensation "anage"ent/

Sil< Roa te2%nolog8+s talent managementsol)tion in(!udes app!i(ant tra(-ing*

Ta ent Management


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Ta ent ManagementPro2ess

Strategi(Goa!s


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T*AN. YO0;!

chapter 8 9 10 presentation(final)meenal.pptx

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