HRM

The human resources of an

organization consist of all people who
perform its activities.
niaz

Human resource management (HRM)

isconcernedwith the personnel
policies and managerial practices
and systems that influence the
workforce. In broader terms, all
decisions that affect the workforce of
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 ,
According to Invancevich and Glueck, HRM is
concerned with the most effective use of
people to achieve organizational and
individual goals. niaz
Human Resource Management outlines the
importance of HRM and its different functions
in an organization. Itexaminesthe various HR
processes that areconcernedwith attracting,
managing,motivatingand developing
employees for the benefit of the organization.

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 GOAL of HRM
To meet the needs of thebusinessand
management (rather than just serve the
interests of employees);
- To link human resource strategies / policies
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to the business goals and objectives;
- To find ways for human resources to "add
value" to a business;
- To help a business gain the commitment of
employees to its values, goals and
objectives
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 Nature of HRM

Broader function :Human Resource Management is

a comprehensive function because it is about
managing people in the organization. It covers all types
of people in the organization from workers till the top
level management.
People oriented :Humanresourceis the core of all niaz
the processes of human resource management. So
HRM is the process which brings people and
organizations together so that their goals can be
achieved.
Action oriented :Human resource management
believes in taking actions in order to achieve individual
and organizational goals rather than just keeping
records and procedures.

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 Nature of HRM
Development oriented:Development of employees is
an essential function of human resource management
in order to getmaximumsatisfaction from their work so
that they give their best to the organization.
Integrating Mechanism :HRM tries to build
andmaintaincordial relations between people working
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at various levels in the organization. Future
oriented :HRM is very important activity which helps
organization to achieve its objectives in future by
providing well motivated and competent employees.
Universal function
HRM can be applied in business as well as other
organizations organisations such as schools, colleges,
hospital, religious organisations, etc.
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 As a Process :HRM is a process of
four functions & FEATURES
Acquisition of human resources:This function includes
Human Resource Planning, Recruitment, Selection,
Placement and Induction of staff.
Development of human resources:This function
includes Training and Development and Career niaz
development. The knowledge, skills,attitudesand social
behavious of the staff are developed.
Motivation of human resources:This function includes
giving recognition and rewards to the staff. It also includes
Performance Appraisal and handling the problems of staff

Maintenance of human resources:This function

includes providing the best working conditions for
employees. It also looks after the health and safety of the
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staff.
 Scope of the HRM

The scope of HRM is very immense. HRM plays a

vital role of a worker from the time he enters into any
organization till he leaves. HRM activities include
1. Procurement :It the placement of right kind of
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personal to the right post. It includes, determination
of manpower requirements. Job analysis, Nature and
scope of requirement, employee selection and
placement of employment.
2. Training and Development :Training and
Development is a must in any organization. It
prepares the worker to the actual situations in the
orgnisation.

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 Scope of the HRM

3. Job Analysis and Job Description :Job analysis and

job description involves the studies of job requirements of
the enterprise and assignment of well defined functions to
jobs so that qualified employees may be hired. It also
forms the basis of wage determination.
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4.Remuneration :Providing proper remuneration to the
employees for the job done through job analysis and job
description. It includes determining wage rates,
incentives, wage payment,REWARDSand benefits and
performance appraisal.
5. Welfare and Industrial Relations :It includes health
and safety program, sanitary facilities, recreational
facilities etc.

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 ROLE OF HRM
TheHuman Resource Department deals with
management of people within the organisation. There are
a number of responsibilities that come with this title.
First of all, the Department isresponsiblefor
hiring members of staff; this will involve attracting niaz
employees, keeping them in their positions and
ensuring that theyperform to expectation.
Besides, theHuman Resource Departmentalso clarifies
and sets day to day goals for the organisation.
It is responsible for organisation of people in the entire
Company and plans for future ventures and objectives
involving people in the Company.

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 roles:

Under the HR departments remit are the

following roles:
The process of recruiting suitable candidates for
the organisation
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Identifying and meeting the training needs of
existing staff
Ensuring employee welfare and employee
relations are positive
Ensure the working environment is safe for
employees
Raising awareness of current workplace legislation

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 The Human ResourcesDepartmentalso covers five
key roles.

Executive role in this role the HR department are viewed as the

specialists in the areas that encompass Human Resources or people
management.
Audit role in this capacity the HR department will check other
departments and the organisation as a whole to ensure all HR
policies such as Health & Safety, Training, Staff Appraisal etc areniaz
being carried out in accordance with the companys HR policy.
Facilitator role in this role, the HR department help or facilitate
other departments to achieve the goals or standards as laid out in
the HR policies of the organisation. This will involve training being
delivered for issues that arise in the areas relating to people
management.
Consultancy role the HR department will advise managers on
how to tackle specific managing people issues professionally.
Service role in this capacity the HR department is an information
provider to raise awareness and inform departments and functional
areas on changes in policy NIAZ SAHIL
 Function of HRM
The main function of human resource management is
classified into two types: (a) Managerial Function; (b)
Operative Function.
Operative Function
Procurement It involves attracting and employing individuals
with suitable knowledge, skills,
experience, and aptitude necessary to perform various jobs.
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Development It aims to train and develop employees to
improve and update their knowledge and skills in order to
help them perform better.
Compensation It involves rewarding employees monetarily
and through fringe benefits for their contributions to the
organization.
Integration It deals with employees as a social group; it
contributes to the organization and enhances group
interaction and communication.
Maintenance It deals withNIAZmaintaining
SAHIL employee safety and
creating a sense of security among the employees.
 2

niaz

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 Recruitment and selection

Recruitment and selection is the process of identifying the

need for a job, defining the requirements of the position and
the job holder, advertising the position and choosing the
most appropriate person for the job. Retention means
ensuring that once the best person has been recruited, they
stay with the business and are not poached by rival niaz
companies.
Undertaking this process is one of the main objectives of
management. Indeed, the success of any business depends
to a large extent on the quality of its staff. Recruiting
employees with the correct skills can add value to a
business and recruiting workers at a wage or salary that the
business can afford, will reduce costs.
Employees should therefore be carefully selected, managed
and retained, just like any other resource
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 Employees should therefore be carefully selected,
managed and retained, just like any other resource

niaz

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 Sources Of Recruitment

Every organisation has the option of choosing

the candidates for its recruitment processes
from two kinds of sources: internal and
external sources. The sources within the niaz
organisation itself (like transfer of employees
from one department to other, promotions) to
fill a position are known as the internal
sources of recruitment. Recruitment
candidates from all the other sources (like
outsourcing agencies etc.) are known as the
external sources of recruitment.
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 Recruitment , selection and
induction
Recruitment is the process of attracting the most
suitable people for the position, selection is the
process of choosing the best person for the position,
and induction is introducing the person to the position
This module describes a series of well-tested steps niaz
to
help youidentifythe right person, to ensure he or she
will fit well with your farm business, and to meet the
various legal obligations of an employer.
If recruitment is done well, the businessbenefitsfrom
happier and more productive people, reduced staff
turnover, good working relationships and ultimately a
more profitable farm.

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 Difference Between Recruitment And Selection

Both recruitment and selection are the two phases of the employment process. The
differences between the two are:

1.Recruitment is the process of searching the candidates for employment and

stimulating them to apply for jobs in the organisation WHEREAS selection involves
the series of steps by which the candidates are screened for choosing the most
suitable persons for vacant posts.

2.The basic purpose of recruitments is to create a talent pool of candidatesniaz

to
enable the selection of best candidates for the organisation, by attracting more and
more employees to apply in the organisation WHEREAS the basic purpose of
selection process is to choose the right candidate to fill the various positions in the
organization.

3.Recruitment is a positive process i.e. encouraging more and more employees to

apply WHEREAS selection is a negative process as it involves rejection of the
unsuitable candidates.

4.Recruitment is concerned with tapping the sources of human resources WHEREAS

selection is concerned with selecting the most suitable candidate through various
interviews and tests.
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5.There is no contract of recruitment established in recruitment WHEREAS selection
 objectives of Recruitment and
selection
Recruitment and selection objectives include
a variety of components related to finding,
hiring and retaining qualified employees.
Clear definitions of the job qualifications allow
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easier identification of potential candidates.
Recruitment consists of attracting capable
individuals using methods such as
outsourcing and the internet. Selection
objectives consist of evaluation techniques
such as interviews, background checks and
competence tests.
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theEmployee selection Process

Preliminary Interviews-It is used to eliminate

those candidates who do not meet the minimum
eligiblity criteria laid down by the organization. The
skills, academic and family background,
competencies and interests of the candidate are niaz
examined during preliminary interview
.
Application blanks-The candidates who clear the
preliminary interview are required to fill application
blank. It contains data record of the candidates such
as details about age, qualifications, reason for
leaving previous job, experience, etc

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theEmployee selection Process

Employment Interviews-It is a one to one

interaction between the interviewer and the
potential candidate. It is used to find whether the
candidate is best suited for the required job or not.
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Medical examination-Medical tests are
conducted to ensure physical fitness of the
potential employee. It will decrease chances of
employee absenteeism.
Appointment Letter-A reference check is made
about the candidate selected and then finally he is
appointed by giving a formal appointment letter.

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 Manpower planning
Manpower planning is the process of reviewing an
organizations employee, or manpower, needs and
then selecting the best people for certain jobs. The
end goal of successful manpower planning is a
smoothly running operation, and the long-term result niaz
of manpower planning is a company able toachieveits
goals, because its employees fill the right places
within the organization. Manpower planning typically
falls under the human resources department and it's
not something thatoccursquickly. Instead, it is a
process thatrequirescareful analysis and consideration
to achieve the desired outcome.

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Importance of Manpower Planning

Key to managerial functions-The four managerial

functions, i.e., planning, organizing, directing and controlling
are based upon the manpower. Human resources help in the
implementation of all these managerial activities. Therefore,
staffing becomes a key to all managerial functions.
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Efficient utilization-Efficient management of personnels
becomes an important function in the industrialization
world of today. Seting of large scale enterprises require
management of large scale manpower. It can be effectively
done through staffing function.
Motivation-Staffing function not only includes putting
right men on right job, but it also comprises of
motivational programmes, i.e., incentive plans to be
framed for further participation and employment of
employees in a concern. Therefore,
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all types of incentive
plans becomes an integral part of staffing function.
 Steps in Manpower Planning
Steps in Manpower Planning
1 Analysing the current manpower
inventory-Before a manager makes forecast of
future manpower, the current manpower status
has to be analysed. For this the following things
have to be noted-
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Type of organization
Number of departments
Number and quantity of such departments
Employees in these work units
Once these factors are registered by a manager,
he goes for the future forecasting
2 Making future manpower forecasts-Once
the factors affecting the future manpower
forecasts are known, planning
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can be done for the
future manpower requirements in several work
 Steps in Manpower Planning

Developing employment programmes-Once the

current inventory is compared with future forecasts,
the employment programmes can be framed and
developed accordingly, which will include recruitment,
selection procedures and placement plans. niaz
Design training programmes-These will be based
upon extent of diversification, expansion plans,
development programmes,etc. Training programmes
depend upon the extent of improvement in technology
and advancement to take place. It is also done to
improve upon the skills, capabilities, knowledge of the
workers.

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 Induction

After a new employee is hired into an

organization, it is necessary he or she
befamiliartoorganization's philosophies,
goals and objectives,policies, procedures, niaz
rules and regulations and practices. This
orientation is called employee induction
Induction can be defined as The HRM function
that systematically and formally introduces
new employees to the organization, the jobs,
the work groups to which they will belong and
the work environment where they will work.
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Induction is designed to achieve following objectives:-

Help the new employee overcome shyness and

nervousness in meeting new people in a new environment.
Give the new employee the necessary information such as
the location of a cafe and other locations.
Help the new employee build confidence in the niaz
organization.
Help in reducing labor turnover and absenteeism.
Reduce confusion and develops healthy relations in the
organization.
Ensure that the new comer does not form false impressions
and develop a negative attitude towards the organization.
Develop among the new comers a sense of belonging and
loyalty to the organization

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 An induction programme
consists primarily of three steps:
General orientation by the staff:It gives necessary general
information about the history and the operations of the firm. The
purpose is to help an employee to build up some pride and
interest in the organization.
Specific orientation by the job supervisor:The employee niaz is
shown the department and his place of work; the location of
facilities and is told about the organizations specific practices
and customs. The purpose is to enable the employee to adjust
with his work and environment.
Follow-up orientation by either the personnel
department or the supervisor:This is conducted within one
week to six months of the initial induction and by a foreman or a
specialist. The purpose is to find out whether the employee is
reasonably well satisfied with him. Through personal talks,
guidance and counselling efforts are made to remove the
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difficulties experienced by the newcome
 3 UNIT

Performance
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appraisal

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 Performance appraisal
"Performance appraisal is the systematic
description of an employee's job relevant strengths
and weaknesses.

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In a Performance appraisal, the employee's merits
such as initiative, regularity, loyalty, personality,
etc., are compared with others. Then each
employee is rated or ranked. That is, he is given a
particular rank such as First Rank, Second Rank,
etc. So if an employee has the best attendance
then he is given First Rank in attendance and so
on.

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Terms in Performance Appraisal

Terms involved in performance appraisal

are:-
Rater: The person who evaluates the
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employees is called the Rater or
Appraiser.
Ratee: The employee who is rated is
called the Ratee.
Rating: The process of performance
appraisal is called Rating
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Objectives Of Performance appraisal:

To review theperformance of the employeesover a given

period of time.
To judge the gap between the actual and the desired
performance.
To help the management in exercising organizational control.
Helps to strengthen the relationship and communication niaz
between superior subordinates and management
employees.
To diagnose the strengths and weaknesses of the individuals
so as to identify the training and development needs of the
future.
To provide feedback to the employees regarding their past
performance.
Provide information to assist in the other personal decisions
in the organization.
Provide clarity of the expectations and responsibilities of the
functions to be performed by the employees.
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Limitations of Performance Appraisal

1. Halo Effect :The rater may base the full appraisal

on the basis or one positive quality which was found
out earlier
2. Problem of Leniency or Strictness :Many raters
are too lenient (not strict) in their ratings. High scores
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may be given to all employees, even if they have no
merit. Also a reverse situation may take place, where
all employees are rated very strictly and very low
scores are given.
3. Central Tendency

Sometimes a rater gives only middle range scores to all

individuals. Extremely high or low scores are avoided.
This is called Central Tendency.
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Limitations of Performance Appraisal

8. Horn Effect: Sometimes the raters may evaluate on

the basis of one negative quality. This results in overall
lower rating of the particular employee. For e.g. "He
does not shave regularly. Therefore, he must be lazy at
work."
10. Latest Behavior Effect: The rating is also niaz
influenced by the most recent behaviour. The rater may
ignore an average behaviour during the full appraisal
period
7. Evaluate performance not person The rater
should evaluate the performance, i.e. output, new
ideas, extraordinary efforts, etc. and not the person. In
reality, the person is evaluated and not his
performance. It should be noted that failure is an event
and a not a person. NIAZ SAHIL
 Performance Appraisal Methods :
1. Critical incident method

The critical incidents for performance appraisal is a method in

which the manager writes down positive and negative performance
behavior of employees throughout the performance period

2. Weighted checklist
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This method describe a performance appraisal method where rater
familiar with the jobs being evaluated prepared a large list of
descriptive statements about effective and ineffective behavior on
jobs

3. Paired comparison analysis

Paired comparison analysis is a good way of weighing up the

relative importance of options. A range of plausible options is listed.
Each option is compared against each of the other options. The
results are tallied and the option with the highest score is the
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preferred option.
 Performance Appraisal Methods :
4. Graphic rating scales

The Rating Scale is a form on which the manager simply checks off
the employees level of performance. This is the oldest and most
widely method used for performance appraisal.

5. Essay Evaluation
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This method asked managers / supervisors to describe strengths

and weaknesses of an employees behavior. Essay evaluation is a
non-quantitative technique. This method usually use with the
graphic rating scale method.

6. Behaviorally anchored rating scales

This method used to describe a performance rating that focused on

specific behaviors or sets as indicators of effective or ineffective
performance. It is a combination of the rating scale and critical
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incident techniques of employee performance evaluation.
 Performance Appraisal Methods :
7. Performance ranking method

Ranking is a performance appraisal method that is used to evaluate

employee performance from best to worst.

Manager will compare an employee to another employee, rather than

comparing each one to a standard measurement.

8. Management By Objectives (MBO) niaz

MBO is a process in which managers / employees set objectives for the

employee, periodically evaluate the performance, and reward according to
the result.

MBO focuses attention on what must be accomplished (goals) rather than

how it is to be accomplished (methods)

9. 360 degree performance appraisal

360 Degree Feedback is a system or process in which employees receive

confidential, anonymous feedback from the people who work around
them.
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 Performance Appraisal Methods :
10.Forced ranking (forced distribution)

Forced ranking is a method of performance appraisal to

rank employee but in order of forced distribution.

For example, the distribution requested with 10 or 20

percent in the top category, 70 or 80 percent in the niaz
middle, and 10 percent in the bottom.

11. Behavioral Observation Scales

Behavioral Observation Scales is frequency rating of

critical incidents that worker has performed.

Most of the companies or organizations' follow 360 degree

performance appraisal.
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 Ranking
Employee ranking is an attempt to evaluate
employees relative to each other, by using some
criteria to identify the better performers versus the
less better performance. The result, at least in
theory, is a list of employees in some sort of ranked
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order.
Rating
- This involves rating an employee on a scale
which ranges from poor to excellent performance.
The employee is assessed on this scale based on their
performance or traitswhich are considered relevant to
the job.

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 360 Degree Appraisal

An appraisal made by top management, immediate

superior, peers, subordinates, self and customers is
called360 Degree Appraisal. Here, the performance of
the employee or manager is evaluated by six parties,
including himself. So, he gets a feedback of his
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performance from everyone around him. This method is
very reliable because evaluation is done by many different
parties. These parties are in the best position to evaluate
the employee or manager because they are continuously
interacting and working with him. This method is mostly
used to evaluate the performance of the employees.
However, it is also used to evaluate other qualities such as
talents, behaviour, values, ethical standards, tempers,
loyalty, etc

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 360 degree appraisal was first developed
by General Electric (GE), USA in 1992.
Today it is used by all major
organizations.
In India, it is used
by Crompton Greaves, niaz
Wipro,
Infosys,
Reliance
Industries, etc

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 360 Degree Appraisal

1. Top Management :The top management normally

evaluates the middle level managers. However, in a small
organisation, they also evaluate the performance of the
lower level managers and senior employees.

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2. Immediate Superior :The immediate superior is in a
very good position to evaluate the performance of his
subordinates. This is because they have direct and accurate
information about the work performance of their
subordinates.

3. Peers / Co-workers : Peer or colleagues also evaluate

each other's performance. They work continuously with
each other, and they know each other's performance. Peer
evaluation is used mostly in cases where team work is
important. NIAZ SAHIL
 360 Degree Appraisal

4. Subordinates : The Subordinates can also evaluate the

performance of his superior. Now-a-days students are asked
to evaluate the performance of their teachers.

5. Self Appraisal : In the self-appraisal, a person niaz

evaluates his own performance. He should be honest while
evaluating himself. This results in self-development.

6. Customers : Customers can also evaluate the

performance of the employees who interacts with them. This
evaluation is best because it is objective. It is also given a lot
of importance because the customer is the most important
person for the business. Organisations use customer
appraisals to improve the strengths and remove the
weaknesses of their employees.
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 360 Degree Appraisal

In addition to these six parties, appraisal can also

be done by an Appraisal Panel. This panel consists
of 5 to 6 different types of members. Outside
Consultants are also used for conducting
appraisals. In some cases, Personnel Department niaz
also conducts an appraisal of employees and
managers.
360 Degree Appraisal is becoming more popular
because many parties are available for evaluation.
Therefore, there is no "bias" or "halo effect".
Hence the evaluation will become more realistic.

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 Remuneration
Rewardforemploymentin theformofpay,
salary, or wage, includingallowances,benefits
(such ascompanycar, medicalplan,
pension plan), bonuses,cashincentives,
niaz
and monetary valueof the noncash incentives.
Remunerationis thecompensationthat one
receives in exchange for the work or services
performed
Remuneration occupies an important place in
the life of an employee

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Remuneration program objectives
for the organisation
Attract and keep the desired quality and mix of employees
Ensue equitable treatment
Motivate employees to improve their performance
continually and to strive to achieve the organisations
strategic business objectives
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Reinforce the organisations key values and desired
organizational culture
Drive and reinforce desired employee behaviour
Ensure remuneration is maintained at the desired
competitive level
Control remuneration costs
Ensure optimum value for each remuneration dollar spent
Comply with company requirements

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 Employee Remuneration Method
1: Time Rate Method
Under time rate system, remuneration is directly linked
with the time spent or devoted by an employee on the
job. The employees are paid a fixed pre-decided amount
hourly, daily, weekly or monthly irrespective of their
output. It is a very simple method of remuneration. It niaz
leads to minimum wastage of resources and lesser
chances of accidents. Time Rate method leads to quality
output and this method is very beneficial to new
employees as they can learn their work without any
reduction in their salaries. This method encourages
employees unity as employees of a particular
group/cadre get equal salaries.

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 Employee Remuneration Method
2: Piece Rate Method:It is a method of
compensation in which remuneration is paid on the
basis of units or pieces produced by an employee. In
this system emphasis is more on quantity output
rather than quality output. Under this system the
determination of employee cost per unit is not niaz
difficult because salaries differ with output. There is
less supervision required under this method and
hence the per unit cost of production is low. This
system improves the morale of the employees as the
salaries are directly related with their work efforts.
There is greater work-efficiency in this method.

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 And also There are various others
ways of rewarding employees such as:
1. Basic pay for standard hours
2. Additional hours rewards.
3. Commission
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4. Bonuses are another form of incentive to meet
particular targets.
5. Performance related pay
6. Profits related pay
7. Payment by results
8. Piece rate reward systems relate to paying
employees according to their level of output.
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 Components of remuneration
1Wages and Salary
:-Wages refer the hourly rates of pay, salary refers
to the monthly rate pay, wages and salaries are
subject to annual increments. They differ temp. To
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emp. Depend upon the nature of job , seniority and
merits
2 : Incentives :-
also called payment by result- paid in addition to
wages and salaries. depend upon productivity, sale
profit- there are
A. individual incentives scheme
B. group incentives scheme
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 Components of
remuneration
3: Fringe benefits
:- These include such employee benefits
as provident fund, medical care,
hospitalization, accident relief, health niaz
insurance, canteen uniform and like
4: Perquisites :
- These are allowed to executives and
include company car, club membership,
paid holidays, furnished house and like
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 WHAT IS VARIABLE PAY?

Variable pay, also known as

performance pay, is used to recognise and
rewardemployeecontribution above and
beyond their normal job requirements, niaz
towards company productivity,
profitability, quality and the like.
Sreeradha D Basu explains:
Variable payis often based on two main
factors: your own performance and your
company's performance.
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Remuneration Influencing Factors
Remuneration

External Internal

Labor Market Business Strategy

Cost of Living
Job Evaluation and
Labor Unions Performance Appraisal
Government Legislations
The Employee
Society

Economy
www.a2zmba.com
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Challenges of remuneration

Skill Based Pay

Pay Reviews
Pay Secrecy niaz
Comparable worth
International Pay

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 4 unit
th

training and development

niaz

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 training and
development
Training is the process of planned programs
and procedures undertaken for the
improvement of employee's performance in
terms of his attitude, skills, knowledge and
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behavior. This training programs can
significantly improve the overall
performance of organization.
Main Aim
Training Aims to improve employees
current work skills and behavior
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 Training
Training is normally viewed as a short
process. It is applied to technical
staff, lower, middle, senior level
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management. When applied to lower
and middle management staff it is
called as training and for senior level
it is called managerial development
program/executive development
program/development program.
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 The Objectives of training and development
The principal objective of training and development division is to
make sure the availability of a skilled and willing workforce to an
organization. In addition to that, there are other objectives as follow
:
Individual Objectives help employees in achieving their personal
goals, which in turn, enhances the individual contribution to an
organization. niaz
Organizational Objectives assist the organization with its
primary objective by bringing individual effectiveness.
Functional Objectives maintain the departments contribution at
a level suitable to the organizations needs.
Societal Objectives ensure that an organization is ethically and
socially responsible to the needs and challenges of the society.
TO INCREASE PRODUCTIVITY
An instructor can help employees increase their level of performance
on their assignment. Increase in human performance leads to
increase in the operational productivity and also the increase in the
profit of the company.
TO IMPROVE QUALITY NIAZ SAHIL
 difference between training and
Training isdevelopment
a process of learning a
sequence of programmed behavior.
It improves the employee's
performance on the current job and
prepares them for an intended job.
Development not only improves job
performance but also brings about
the growth of the personality.
Individuals not only mature
regarding their potential capacities
Training Development:
but: also become better individuals.
1.It's a short term 1.It is a long term
process. educational process.
2.Refers to instruction 2.Refers to
in technical and philosophical and
mechanical problems theoretical educational
3.Targeted in most concepts
cases for non- 3.Managerial personnel
managerial personnel 4.General knowledge
4.Specific job related purpose
purpose NIAZ SAHIL 5 Training methods are
5 Development is a limited
PURPOSE OF TRAINING and DEVELOPMENT

PURPOSE OF TRAINING PURPOSE OF

1.To improve Productivity: Training leads DEVELOPMENT:
to increased operational productivity Management
and increased company profit. development
2.To improve Quality: Better trained attempts to improve
workers are less likely to make managerial
operational mistakes. performance by
3.To improve Organizational Climate: imparting
Training leads to improved production 1.Knowledge
and product quality which enhances 2.Changing attitudes
financial incentives. 3.Increasing skills
4.To increase Health and Safety: Proper
training prevents industrial accidents.
5.Personal Growth: Training gives
The major objective of development
employees a wider awareness, an
is managerial effectiveness through a
enlarged skill base and that leads to
planned and a deliberate process of
enhanced personal growth.
learning. This provides for a planned
growth of managers to meet the
future organizational needs.
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 Types Of Training Programs

Basic literacy trainingis training for

things like reading, writing and problem-
solving skills.
Interpersonal skills trainingis trainingniaz
on
how to maintain positive relationships,
communicate better, resolve conflicts and
build trust.
Technology Training
Problem-solving training
Diversity Or Sensitivity Training
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 Training Process Or Steps Involved For
Conducting Training

A training is not a one sort affair; rather it is a step-

by-step process that will completed only after
successful completion of given sequential
activities.
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Training Process
1. Identifying Training Needs
2. Establish Specific Objectives
3. Select Appropriate Methods
4. Implement Programs
5. Evaluate Program
6. Feedback

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 niaz
training process

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1. Identifying Training Needs
Training need is a difference between standard
performance and actual performance.Hence, it tries
to bridge the gap between standard performance
and actual performance. The gap clearly underlines
the need for training of employees. Hence, under
this phase, the gap is identified in order to assess
the training needs.

2. Establish Specific Objectives

After the identification of training needs, the must
crucial task is to determine the objectives of training.
Hence, the primary purpose of training should focus
to bridge the gap between standard performance
and actual performance. This can be done through
setting training objectives. Thus, basic objective of
training is to bring proper match
NIAZ SAHIL between man and
3. Select Appropriate Methods
Training methods are desired means of attaining training
objectives. After the determination of training needs and
specification of objectives, an appropriate training method is to be
identified and selected to achieve the stated objectives. There are
number of training methods available but their suitability is
judged as per the need of organizational training needs.
4. Implement Programs
After the selection of an appropriate method, the actual
functioning takes place. Under this step, the prepared plans and
programs are implemented to get the desired output. Under it,
employees are trained to develop for better performance of
organizational activities.
5. Evaluate Program
It consists of an evaluation of various aspects of training in order
to know whether the training program was effective. In other
words, it refers to the training utility in terms of effect of training
on employes' performance.
6. Feedback
Finally, a feedback mechanism is created in order to identify the
weak areas in the training program and improve the same in
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future. For this purpose, information relating to class room, food,
 Training Methods
A large variety of methods of training are used
in business. Even within one organization
different methods are used for training
different people. All the methods are divided
into two classifications for:
A. On-the-job Training B. Off-the-Job niaz
Methods: Training Methods:
1. Coaching 1. Lectures and
2. Mentoring Conferences
3. Job Rotation 2. Vestibule Training
4. Job Instruction Technology 3. Simulation
5. Apprenticeship Exercises
6. Understudy 4. Sensitivity Training
5. Transactional
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Training
 A. On-the-job training Methods:

A. On-the-job training Methods:

Under these methods new or inexperienced
employees learn through observing peers or
managers performing the job and trying to niaz
imitate their behavior. These methods do not
cost much and are less disruptive as
employees are always on the job, training is
given on the same machines and experience
would be on already approved standards, and
above all the trainee is learning while earning.
Some of the commonly used methods are:
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1. Coaching:
Coaching is a one-to-one training. It helps in quickly
identifying the weak areas and tries to focus on them.
It also offers the benefit of transferring theory learning
to practice. The biggest problem is that it perpetrates
the existing practices and styles. In India most of the
scooter mechanics are trained only through this
method.
2. Mentoring:
The focus in this training is on the development of
attitude. It is used for managerial employees.
Mentoring is always done by a senior inside person. It
is also one-to- one interaction, like coaching.
3. Job Rotation:
It is the process of training employees by rotating
them through a series ofNIAZrelated
SAHIL
jobs. Rotation not
4. Job Instructional Technique (JIT):
It is a Step by step (structured) on the job training
method in which a suitable trainer (a) prepares a
trainee with an overview of the job, its purpose, and
the results desired, (b) demonstrates the task or the
skill to the trainee, (c) allows the trainee to show the
demonstration on his or her own, and (d) follows up
to provide feedback and help. The trainees are
presented the learning material in written or by
learning machines through a series called frames.
This method is a valuable tool for all educators
(teachers and trainers). It helps us:
a. To deliver step-by-step instruction
b. To know when the learner has learned
c. To be due diligent (in many work-place
environments) NIAZ SAHIL
5. Apprenticeship:
Apprenticeship is a system of training a new
generation of practitioners of a skill. This method of
training is in vogue in those trades, crafts and
technical fields in which a long period is required for
gaining proficiency. The trainees serve as
apprentices to experts for long periods. They have
to work in direct association with and also under the
direct supervision of their masters.
6. Understudy:
In this method, a superior gives training to a
subordinate as his understudy like an assistant to a
manager or director (in a film). The subordinate
learns through experience and observation by
participating in handling day to day problems. Basic
purpose is to prepare subordinate for assuming the
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full responsibilities and duties.
B. Off-the-job Training Methods:

In these methods, trainees have to

leave their workplace and devote their
entire time to the development
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objective. Off-the-job training methods are
conducted in separate from the job
environment, study material is supplied,
there is full concentration on learning rather
than performing, and there is freedom of
expression. Following training
techniques are used off-the-job
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1. Lectures and Conferences:
Lectures and conferences are the traditional and direct
method of instruction. Every training programme starts with
lecture and conference. Its a verbal presentation for a large
audience. However, the lectures have to be motivating and
creating interest among trainees. The speaker must have
considerable depth in the subject. In the colleges and
universities, lectures and seminars are the most common
methods used for training.
2. Vestibule Training:
Vestibule Training is a term for near-the-job training, as it
offers access to something new (learning). In vestibule
training, the workers are trained in a prototype environment
on specific jobs in a special part of the plant.

An attempt is made to create working condition similar to

the actual workshop conditions. After training workers in
such condition, the trainedNIAZ
workers
SAHIL
may be put on similar
jobs in the actual workshop.
3. Simulation Exercises:
Simulation is any artificial environment exactly similar to the
actual situation. There are four basic simulation techniques used
for imparting training: management games, case study, role
playing, and in-basket training.
4. Sensitivity Training:
Sensitivity training is also known as laboratory or T-group
training. This training is about making people understand about
themselves and others reasonably, which is done by developing
in them social sensitivity and behavioral flexibility. It is ability of
an individual to sense what others feel and think from their own
point of view.
5. Transactional Analysis:
It provides trainees with a realistic and useful method for
analyzing and understanding the behavior of others. In every
social interaction, there is a motivation provided by one person
and a reaction to that motivation given by another person.

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EMPLOYEE ENGAGEMENT

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 EMPLOYEE ENGAGEMENT

A heightened emotional connection that an

employee feels for his or her organization,
that influences him or her to exert greater
discretionary effort to his or her work". niaz

Employee engagement is the level of

commitment and involvement an employee
has towards their organization and its
values.

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 What is Employee Engagement ?

Its a step ahead than Employee Satisfaction:

Belief in the organization
Desire to work to make things better
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Understanding of business context and the
bigger picture
Respectful of and helpful to colleagues
Willingness to go the extra mile
Keeping up to date with developments in
the field

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 Components of
engagement
Rational Engagement: the
involvement, understanding and
motivation an employee has in
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his/her job.
Emotional Engagement: the
attitudinal attachment an employee
has to his/her company.

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Categories of Employee Engagement

Engaged--"Engaged" employees are

builders.

Not Engaged--Not-engaged niaz

employees tend to concentrate on tasks
rather than the goals

Actively Disengaged--The "actively

disengaged" employees are the "cave
dwellers.
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Measurement of Employee Engagement

Step I: Listen.
Step II: Measure current level of employee
engagement.
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Step III: - Identify the problem areas.
Step IV: Taking action to improve employee
engagement by acting upon the problem areas.

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 Model of Employee Engagement
Say :Speak positively about the organization
Stay : Desire to be a member of the
organization
Strive : Go beyond what is minimally required
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 Engagement activities

This is about how we create the conditions in which employees

offer more of their capability and potential. David Macleod
1: Involve employees in your business planning process
Every 6 months, or even quarterly, present the most important
issues in your company and the actions made to address those
issues. Involve your team in planning ahead, assessing niaz
opportunities and coming up with improvement ideas for your
business strategy
2: Create a knowledge sharing system One of the biggest
costs of a high employee turnover rate is the loss of essential
information. Implement a mentorship program, pairing
experienced employees with newly hired ones. Create a learning
program template that they should follow, giving them enough
space to test their own learning methods.

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Engagement activities
3:Show them the money
Give your team a quick presentation of the financial state of your
company, every quarter or at the end of the year.
4: Encourage and provide learning opportunities
Create your own Academy, where employees can access theniaz
knowledge and development opportunities that they need.
5: Create your own internal magazine
Create your internal employee-focused magazine with fun
columns, news, featured stories and opportunities. Who wouldnt
like to be featured on the cover as Employee of the Month?
6: I am my own hero
Encourage individuals to design and own their career paths,
instead of relying on the company or on their manager.

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 Engagement activities
7:Celebrate people
Birthdays, promotions, retirements, newcomers welcoming, there are plenty of
important moments where people can be put at the front of the company.
Show them they matter
8: Have team photos
Have photos of your team on a wall, or frame
them around the office. niaz
9: Raise salaries
10: Celebrate achievements
11: Show respect
12:Make sure that people have all the resources they need
13: Build long-term engagement
14: Make sure that people have all the resources they
need
15. Empower your employees

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 Made by
Niaz Sahil
Kabul university niaz
School of business study
niaz.0077@gmail.com
niaz.0077@yahoo.com
https://twitter.com/niazsahil

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