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Human relations: Trends in approach towards personnel management has changed from
the commodity approach to partnership approach, crossing the human relations besides
maintaining sound industrial relations although hitherto the managers are not accustomed
to deal with the workers accordingly. Training in human relations is necessary to deal
with human problems.
Change in the job assignment: Training is also necessary when the existing employee is
promoted to the higher level in the organization and when there is some new job or
occupation due to transfer. Training is also necessary to equip employees with advanced
displaces, techniques or technology. Training also becomes essential when an
organization has plans for modernization.
The need for training also arises to:
Increased Productivity.
Prevent obsolescence.
To act as mentor.
Training objectives
The personnel manager formulates the following training objectives in keeping with the
companys goals and objectives:
To prepare the employees, both new and old to meet the present as well as the
changing requirement6s of the job and the organization.
To prevent obsolescence.
To impart the new entrants the basic knowledge and skills they need for an
intelligent performance of a definite job.
To prepare employees for higher-level tasks.
Introduction to HRM
Need for the Study :
Shortage of skills.
Skills and knowledge people are always on short supply. Alternatively they are too costly
to hire from outside. The best alternative is to improve skill and knowledge of existing
employees.
Technological Obsolescence.
Growth of technology takes places very fast. This will render current technology obsolete
in the future. There is a great need to upgrade technology. This needs suitable training.
Personal Obsolescence.
At the time recruitment employees possess certain of knowledge and skill. As time passes
knowledge becomes obsolete, unless it is updated by proper training. This happens
because of changes taking place in product technology, production methods, procurement
of better machines, setting up of modern production lines, introduction of modern method
of supervision and information processing through MIS and EDO..
Organization Obsolescence.
is legitimate need of employees. In fact, the specialist person was more needed to
prevent unionization of employees. This was the case before 1930-s all over the world.
Earlier references: In western countries HRM had its primitive beginning in 1930s. Not
much thought was given on this subject in particular and no written records or documents
interesting to note HRM concepts was available, in ancient philosophies of Greek, Indian
and Chinese. This is not to suggest that industrial establishment and factories system, as it
is known today, existed in ancient Greece, India or china. The philosophy of managing.
training culture in India, the bug seems to have bitten most companies aiming at
increasing their efficiency.
According to Ms Pallavi Jha, Managing Director, Walchand Capital and Dale Carnegi
Training India, "The Indian training industry is estimated at approximately Rs 3,000
crores per annum. The NFO study states that over a third of this is in the area of behavior
and soft skills development. With the exponential boom in the services sector and the
emergence of a full-fledged consumer-driven market, human resources have become the
key assets, which organizations cannot ignore. With soft skills training gaining so much
momentum, it.s imperative to understand if it serving the right purpose or not. With this
background, I plan to research if training indeed is proving to be effective in the
behavioral area.
The following steps must form the basis of any training activity:
Determine the training needs and objectives.
Translate them into programs that meet the needs of the selected trainees.
Evaluate the results.
There are few generalizations about training that can help the practitioner. Training
should be seen as a long term investment in human resources using the equation given
below:
Performance = ability (x) motivation
Training can have an impact on both these factors. It can heighten the skills and abilities
of the employees and their motivation by increasing their sense of commitment and
encouraging them to develop and use new skills. It is a powerful tool that can have a
major impact on both employee productivity and morale, if properly used.
Scope of Human Resource Management
The Scope of HRM is in deed fast. All major activities in the working life of
worker from time of his entry in an organization until he / she leaves, come under the
preview of HRM. Specifically, the activities included are Human Resource planning, Job
analysis and design, Recruitment, Selection, Orientation and placement, Training and
development, Performance appraisal and Job evaluation, employee and executive
remuneration and communication, employee welfare, safety and health, industrial
relations and the like.
HRM is becoming a specialized branch giving rise to a number of specialized areas like :
Staffing
Welfare and Safety
Wages and Salary Administration
Training and Development
Labour Relations
Objectives of the HRM are to secure the following: 1. Industrial peace: This is secured by excellent union management relations, healthy
inter-personal relationships, and promoting participative management style and good
industrial and labour relations.
2. Achieve High Productivity: The underlying objective brings to increase the quantity
or volume of the product or service for a given input, productivity improvement
programme is very significant in a competitive environment.
3. Better quality of working life of employees: This involves both intrinsic and extrinsic
factors connected with work.
4. Obtain and sustain competitive advantage through empowerment : continuous
improvement and innovative steps being the two essential ingredients to achieve and
sustain competitive advantage, todays industries
are knowledge based and skill intensive.
5. Cordial relationship between the employer and employees.
6. Personnel research functions.
7. Proper orientation and introduction to the new employees.
What is Training?
Training is the act of increasing the knowledge of an employee for doing a particular
job.
-Edwin B Flippo
Development is a related process. It covers not only those activities which improve
job performance but also those which bring about growth of the personality.
Training a person for a bigger and higher job is development, this process includes
not only imparting skills but also certain mental and personality attributes.
Need for training :
Specifically, the need for training arises due to the following reasons: To
match the employee specifications with the Job requirements and
organizational Needs: Management finds deviations between employees
present specifications and the job requirements and organizational needs.
Training is needed to fill these gaps by developing and molding the
employee skills, knowledge, attitude, behavior, etc to the tune of the job
requirements and organizational needs as felt Glaxo India, ICICI
Organizational Viability and the Transformation Process: The primary goal
of most of the organizations is that their viability is continuously
influenced by environmental pressure. If the organization desires to adapt
to these changes, first it has to train the employees to impart specific skills
and knowledge in order to enable them to contribute to organizational
efficiency and to cope with training in order to ensure a smooth
transformation process.
Technological Advance: Every organization to survive and to be effective
should adopt the latest technology i.e. mechanization, computerization and
automation. So, the organization should train the employees train the
employees to enrich them in the areas of changing technical skills and
knowledge from time to time.
Organizational Complexity: With the emergence of increased
mechanization and automation, manufacturing of multiple products and
by-products or dealing in services of diversified lines, extension of
operations to various regions of the country or in overseas countries,
organization of most of the companies has become complex: This creates
the complex problems of co-ordination and integration of activities
adaptable for and adaptable to the expanding and diversifying situations.
Increased Productivity.
Prevent obsolescence.
To act as mentor.
JIT was intended for developing efficient supervisiors. JIT proved very effective and
extremely popular.
Off The Job Training:
Class Room Lectures:
This is the simplest form of training. This is a best form of instruction when the intention
is to convey information on rules, regulations, policies, and procedures. This form so also
suited on imparting knowledge on theory and concepts. Lecture form has limited success
when the objective is to improve the skill level of trainees. Another advantage is that it
can be used effectively even when numbers of trainees. Another advantage is that it can
be used effectively even when numbers of trainees are more. It also saves time. Major
disadvantage is that it involves passive participants of trainees and depends on ability of
teacher to a great extent.
Conferences, Seminars and Workshops:
This is a formal method of arranging meeting in which in which individuals confer to
discuss points of common interest for enriching their knowledge and skill. This is a group
activity. It encourages group discussion and participation of individuals for seeking
clarifications and offering explanatations and own experiences. It is a planned activity
with a leader/ moderator to guide the proceedings, which is focused on agreed agenda
points prefixed during planning of such conferences. There are 3 variations nearly
Directed conferences, Training conference and seminar/workshops.
Audio/Visual and film shows:
In order to improve understanding, audio-visual aids considered very useful and
sometimes inescapable to demonstrate operation of a machine or explain a process.
Audio visual and film shows can supplement the efforts of lecturing and improve its
effectiveness.
Group Discussions and Case study analysis:
Christopher Langdell initially introduced case study method at Harvard Law School in
1880s. The principle used is experience is the best teacher. Here several empirical
studies are examined in details to find out commonalities to derive general principles.
This method has, however, limited use for workers but better use for supervisiors. In
case of workers , one area of importance in this method is that of quality control .
The case study is based upon the belief that managerial competence can best attained
through the study, contemplation and discussion of concrete cases.
Simulation/Computer Modelling:
Any training activity in which actual working environment is artificially created as near
and realistic as possible, is called simulation training. Case study analysis experimenting
exercises, game playing, computer modeling and vestibule training etc. come under this
category. When using computer-programming method artificially creates work
environment, we call it computer modeling.
Vestibule Training :
In vestibule training, employees are trained on the equipment they are employed, but the
training is conducted away from the place of work. For training a machineshop operator,
a vestibule or separate room is arranged for training in which all necessary equipment and
machines required in an actual machineshop are duplicated.
Programmed instruction:
Programmed instruction is a structured method of instruction aided through texts,
handouts, books, and computer aided instructions(CAI) . In this case the instruction
material and information is broken down in meaningful units and arranged in a proper
sequence to form a logical method of learning package, the learning ability is tested and
evaluated in real time basis.
Retraining:
Technology is advancing at a very rapid pace. Hence obsolescence is a major problem
fixed by individual workers. Second problem faced by the workers are the introduction of
automation. Loyal workers of long service, suddenly find themselves useless to the
company. There are many instances of protests and fear by many workers in various
fields like railways, posts and telegraphs, LIC, Banking etc..
Phases of training:
The various steps involved in the design and development of training programme
particularly for the employees are:
1) Identification of training needs of employees
2) Planning of training programme
3) Preparation of trainees
4) Implementation
5) Evaluation
The last stage in the training programme process is the evaluation of results this is the
main part to know the effectiveness/determines the results of the training programme.
Benefits of training
How Training Benefits the Organization :
Leads to improved profitability and/or more positive attitudes toward profits
orientation
Improve the job knowledge and skills at all levels of the organization
Improve the morale of the workforce
Helps people identify with organizational goals
Helps create a better corporate image
Fosters authenticity, openness and trust
Improves the relationship between boss and subordinate
Aids in organizational development
Learns from the trainee
Helps prepares in guidelines for work
Aids in understanding and carrying out organizational policies
Provides information for future needs and all areas of the organization
Improves labor management relations
Helps prepare guidelines for work
Organization gets more effective decision making and problem solving skills
Aids in development for promotion from within
Aids in developing leadership skills, motivation, loyalty, better attitudes and
others aspects that successful workers and managers usually display.
Helps keep costs in many areas, e.g. production, personnel distribution etc
Develops a sense of responsibility t the organization for being competent and
knowledgeable.
Benefits to the individual which in turn ultimately should benefit the organization:
Helps the individual in making better decisions and effective problem solving.