Escolar Documentos
Profissional Documentos
Cultura Documentos
2009
Schindlers
14/10/2009
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CONTENTS
1
INTRODUCTION
3-4
5-16
ORGANIZATIONAL CHANGE
17-20
VOTE
4
HR
TRAINING
TO
PAGE
OF
THANKS
AND SELF
EVALUATION
21
ANNEXURE
5
INTRODUCTION
Human Resource Management
HRM is concerned with the people dimensions in management.
Since every organization is made up of people, acquiring their
services, developing their skills, motivating them to higher levels
of performance and ensuring that they continue to maintain their
commitment to the organization are essential to achieving
organizational objectives. This is true, regardless of the type of
the organization government, business, education, health,
recreational, or social action.
MEANING OF HRM
HRM is management function that helps managers to recruit,
select, train and develop members for an organization. Obviously
HRM is concerned with the peoples dimensions in organizations.
HRM refers to set of programs, functions, and activities designed
and carried out.
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Importance
No country has ever progressed without improving the quality of
its human resources. With this focus management of human
resources has become an important dimension of organizational
ethics - a corporate trend.
SCOPE OF HRM
The scope of HRM is from Entry to the Exit of an employee in the
organization.
Industrial
Compensation
Orientation
Training
Recruitment
Performance
HRM
Communication
HR
Job
Job
Motivation
Welfare
&
Activities
Planning
Analysis
Design
Development
&Relations
&Appraisals
Placement
remuneration
selection
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TRAINING
MEANING OF Training
Training is the act of increasing the knowledge and skills of an
employee for doing a particular job.
Training is a short-term educational process and utilizing a
systematic and organized procedure by which employees learn
technical knowledge and skills for a definite purpose.
Importance of Training
The importance of training and development to a larger extent
depends on human resource development. Training is most
important technique of human resource development. Training
develops human skills and efficiency. Trained employees would
be a valuable asset to an organization. Organizational efficiency,
productivity, progress and development to a greater extent
depend on training. Organizational objectives like viability,
stability and growth can also be achieved through training.
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Benefits of Training
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
of employees
Helps person handle stress, tension, frustration and conflict
Provides a good climate for learning, growth and co-ordination
Improves labour management relations
Aids improving organizational communication
Helps employees adjust to change
Improves the moral of workforce
Develops a sense of responsibility to the organization for being
competent and knowledgeable
It is an investment in HR with a promise of better returns in
future
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Education
Theoretical Orientation
Classroom learning
Covers general concepts
Has Broad Perspective
Education is no bar
Training
Training is skills focused
Development
Development
is
creating
learning abilities
Training is presumed to have a Development is not education
formal education
dependent
Training needs depend upon Development
depends
on
may
development
not
is
broader
development
include Development includes training
wherever necessary
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related
efficiency
performance
and personal
effectiveness
Process of Training
sign
Prepare
Gain
Training
Implement
Job
the
cost
Design
&
Identify
Update
Present
Prepare
Evaluate
Content,
Evaluate
acceptance
Prepare
Organizational
Get
budget
the
the
ready
the
Training
the
the
training
Training
the
{Cost
the
teaching
the
to
of the
benefit
methods &
dia
analysis}
programme
programme
Analysis
Needs
Needs
programme
operations
Instructor
Trainee(s)
results
Trainee
teach
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Exit Interviews
MBO / Work Planning Systems
Quality Circles
Customer Satisfaction Survey
Analysis of Current and Anticipated Changes
individual
performance
or
fix
up
performance
deficiency
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Objectives of Training
Training Costs
This includes cost of
Employing trainers, and trainees,
Providing the means to learn,
Maintenance and running of training centers,
Wastage,
Low level of production,
Opportunity cost of trainers and trainees etc.
The value of the training includes increased value of human
resources of both the trainee
Methods of Training
On the job training
the job training
Off
Job Rotation
Classroom Lectures
Job Coaching
Audio-Visual
Job Instruction
Simulation
Apprenticeships
Case Studies
Internships and
Role Plays
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Assistantships
Sensitivity Trainings
and Presentations
various
memoranda,
requests
and
all
data
meetings
with
personnel
involved
and
Evaluation Of Training
Reaction Evaluation
Questionnaires
Mails
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Inference:
Organizational Change
Change has become one certainty in the business today. Mergers,
acquisitions, downsizing, and corporate restructurings continue to
transform the global business landscape. At the same time,
emerging technologies, the push towards a global economy, and
the imperative of all organizations to compete more effectively
are all rewriting the rules of business engagement, altering the
components of the psychological contract that has long existed
between employers and employees, and thus transforming the
very nature and notion of work itself.
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Meaning
Organizational change means moving from an old way of doing
things to a new one that will bring positive outcomes. The
transitional stage may be difficult, even painful.
Process of Change
developing
new
self-concept
&
identity
and
phase often overlap with, and are a continuation of, the activities
near the end of the earlier discovery phase. This is true whether
you are an external or internal consultant. Action plans together
can now provide a clear and realistic vision for change. They
provide the "roadmap" for managing the transition from the
present state to the desired future state. Development of the
various action plans is often an enlightening experience for
your client as members of their organization begin to realize a
more systematic approach to their planning and day-to-day
activities.
Phase 4: Change Management and Joint Evaluation
During this phase, emphasis is on sustaining and evaluating the
change effort, including by addressing resistance that arises from
members of the organization -- and sometimes in the change
agent, as well.
Resistance to Change
Techniques of Reducing
Resistance to Change
Education and Communication
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Negotiation
Manipulation and Co-optation
Participation
Facilitation
Coercion
Self Evaluation
I thank Mrs for covering the topic of
Training and Development and giving us a lot
of industry inputs in addition to the
theoretical aspects of the topic.
From her I can to know about the various
Organizational Policies with regard to human
resources, like that of symphonys policy
which strongly states the importance of
Personnel
Business of HR is business
I also came to know about different training
programmes such as the HCL Eagle
Programme which is one of a kind for
developing future leaders for the
organization. And, also about the similar
initiatives taken by other organizations such
as the TATA and AMC.
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