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HR DEVELOPMENT & TRAINING

Q1 (a) Explain the importance and scope of Human Resource Development in an


organization.

Ans. Human Resource Development (HRD): - HRD Means Developing The


Human Resources Upgrading Their Skills And Extending Their Knowledge
Would Lead To Economic Development And Organizational Development.
Therefore Human Resource Development (HRD) Is Key To Optimize Utilization
Of Human Intellectual Technological And Entrepreneurial Skills.

Scope of HRD: -
Dr. Len Nadler, Carrel and Jones Have Used the Term 'HRD'
Mainly to Refer to Training Education and Development.

In HRD Emphasis On: -


Improving Existing Skills and Exploring Potential Skills of an
Individual. Attachment of Organizational and Individual Goals.

Prof. T.V. Rao Defines HRD as A Process in Which Employees of an


Organization Are Continually Helped In A Planned Way To-

(A) Acquire or Sharpen Their Capabilities Required To Perform Various


Obligations, Tasks and Functions.

(B) Develop Their Capabilities As Individual So That They May Be Able To


Discover Their Potential And Exploit them To Full Their Own
and/or Organizational Development Purpose And

(C) To Develop An Organizational Culture Where Superior Subordinate


Relationship Team Work And Collaboration Among Different Sub
Units Are Strong And Contribute to Organizational Wealth, Dynamism
And Pride To The Employees.

Importance of HRD: -

(1) Proper utilization Of Human Resource: - HRD Helps In Maximizing the


Utilization of Human Resource for the Achievement Of
Individual And Organizational Goals.

(2) Development of Human Resources: - HRD Helps To Provide an


Opportunity And Comprehensive Framework for the Development of
Human Resource in an Organization for Full Expression of Their Talent
and Manifest Potentials.

HR Development and Training(Page 1)


Name : (Amresh Anjan)
(3) Help In Increasing Skills of Employees: - HRD Helps In Increasing Skills
of Employees It Helps to develop The Constructive Mind and An
Overall Personality of the Employees.

(4) Team Spirit: - HRD Develop the Sense of Team Spirit team work and
Inter Team Collaborations.

(5) Systematic Information: - HRD Also Used To Develop the


Organizational Health Culture and Effectiveness and To
Generate Systematic Information about Human Resources.

(6) Healthy Working Environment: - HRD Helps In Creating The Healthy


Working Environment it helps to build Good Employee, Employees
Relationship So That Individual Goals Matches With Organizational
Goal.

Conclusion: -
From Above Discussion We Can Say That HRD Takes Wealth
Capabilities Skills Attitude Of People, Which Are More Useful To The
Development Among Them And Nation Overall Development As Well.

HR Development and Training(Page 2)


Name : (Amresh Anjan)
Q1 (b) What is meant by HRD Audit?

Ans. HRD Audit: - HRD Audit Starts With And Understanding Of The Future Business
Plans And Corporate Strategies While HRD Audit Can be done even in
organizations that look well formulated Future Plans And Strategies It Is Most
Effective As A Tool When The Organization Already Has Such Long Term
Plans.

HRD Audit Is A Comprehensive Evaluation Of The Current HRD Strategies,


Structure Systems Style And Skills In The Content Of The Short And Long Term
Business Plans Of A Company. It Attempts To Find Out The Future HRD Needs
Of The Company After Assessing The Current HRD Activities And Inputs. In
Last Few Years The Author Along With His Colleague Udav Pareek
Pioneered, In India A Methodology For Auditing The HRD Function Called
HRD Audit And Implemented It In Many Companies.

HR Development and Training(Page 3)


Name : (Amresh Anjan)
Q2 (a) Explain the relevance of Human Resource Planning in an industry.

Ans. Relevance Of Human Resource Planning Is Described Are As Follows –

(1) Determine Recruitment Needs: - An Essential Prerequisite To The


Process Of Recruitment Is To Avoid Problems Of Unexpected
Shortage, Wastage, Blockage In The Promotion Flow And Needless
Redundancies.

(2) Determining Training Needs: - This Is Fundamentally Important To


Planning Training Programmed For Which It Is Necessary To Not Only
Quality But Also Quantity In Terms Of The Skills Required By The
Organization.

(3) Management Development: - A Succession Of Trained And


Experienced Manager Is Essential To The Effectiveness Of The
Organization And This Depends On Accurate Information About
Present And Future Requirement In All Management Parts.

(4) Balancing The Cost Between The Utilization Of Plant And Workforce: -
This In Values Comparing Costs Of These Two Resources In Different
Combinations And Selecting The Optimum. This Is Especially
Important When Costing Projects.

(5) Industrial Relations: - The Business Plan Will of Necessity Make


Assumptions about Productivity of the Human Resource. It Will Have
An Impact On The Organization Industrial Relations Strategies
In Practice, HR Planning Is Concerned With The Demand And Supply
Of Labor And Problems Arising From The Process Of Reconciling
These Factors. Any System Has To Be Based On Analyses Of Demand
And Supply And The Plans And Decisions, Which Follow These
Analyses.

HR Development and Training(Page 4)


Name : (Amresh Anjan)
Q2 (b) What are the stages in the career of an employee? Explain each stage.

Ans. Stages In the Carrier Of An Employee: -

1. Exploration: - Many To The Critical Choices Individual Make About


Their Carrier Are Made Prior To Every Entering The Word On A Paid
Basis Our Parents Relatives, Teachers As Well As What We See On
Television And Films Very Early In Our Parents Their Interests, Their
Aspirations And Their Financial Resources Will Be Heavy Factors In
Determining Out Planets, Their Interests, Their Aspirations And Their
Financial Resources Will Be Heavy Factors In Determine Out
Perception Of What Carriers Are Available.

2. Establishment: - The Establishment Period Begins With The Search For


Work And Includes Getting Your First Job Being Accepted By Your
Peers, Learning The Job And Gaining The First Tangible Evidence Of
Success Of Or Failure In The 'Real World'

3. Mid-Carrier: - Most People Do Not Face Their First Carrier Dilemmas


Until They Reach The Mid-Carrier Stage This Is A Time Where Individual
May Continue Their Prior Improvements In Performance Level Off Or
Begin To Deteriorate. At This Stage The First Dilemma Is Accepting
That On Is No Longer Seen As A Learner.

4. Late-Carrier: - For Those Who Continue To Grow Through The Mid-


Carrier Stage The Late Carrier Usually Is A Pleasant Time When One Is
Allowed The Luxury To Relax A Bit And Enjoy Playing The Part Of The
Elder State Man. It Is A Time Their One Rest on One's Laurels and Both
in the Respect Given By Younger Employees. One Begins To Look
Forward To Retirement And The Opportunities Of Doing Something
Different Life Off The Job Is Likely Lot Carry For Greater Importance
Then It Did In Earlier Days.

5. Decline: - The Final Stage In One's Carrier Is Difficult For Everyone But
Ironically Is Probably Hardest On Those Who Had Continued
Successes In Earlier Stages. After Several Decades of Continued
Achievements and High Level of Performance.
For The Most Performers or Those Who Have Seen Their Performance
Deteriorate over the Years. It May Be Pleasant Time. The Frustrations
That Have Been Associated With Work Will Be Left Behind.

HR Development and Training(Page 5)


Name : (Amresh Anjan)
Q3 (a) What is meant by Performance Appraisal? What are the objectives of a
Performance Appraisal System?

Ans. Performance Appraisal: - Performance Appraisal Programs Are Among The


Most Helpful Tools An Organization Can Use To Maintain And Enhance
Productivity And Facilitate Progress Towards Strategic Goals.

The Success or Failure Of A Performance Appraisal Program Depends On


The Philosophy Underlying It. Its Connection With Business Goals And The
Attitude And Skills Of Those Responsible For Its Administration Many Different
Methods Can Be Used To Gather Information About Employee
Performance.

Objective Of Performance Appraisal: -


(1) Salary Administration
(2) Performance Feedback
(3) Identification of Individual Strengths and Weaknesses
(4) Recognition of Individual Performance
(5) Determination of Promotion
(6) Identification of Poor Performance
(7) Assistance In Goal Identification
(8) Evaluation Of Goal Achievement
(9) Identification of Individual Training Needs
(10) Determination of Organizational Training Needs.

HR Development and Training(Page 6)


Name : (Amresh Anjan)
Q3(b) Explain the concept of 360-degree Appraisal and its relevance in Industry.

Ans. 360-Degree Appraisal: - As Name Implies, 360 Degree Feedback Is


Intended To Provide Employee With As Accurate A View Of Their
Performance As Possible By Getting Input From All Angles = Superiors Beers
Subordinates Customer And The Like Although In The Beginning 360 Degree
Systems Were Purely Developmental And Were Restricted Mainly To
Management And Carrier Development They Have Migrated To
Performance Appraisal And Other Administrative Applications.

Objectives Of 360 Degree Appraisal Or Pros And Cons Of 360 Degree


Appraisal Is Given Below-

Pros: -
 The System Is More Comprehensive In That Response Are Gathered From
Multiple Perspectives
 Quality Of Information Better (Quality Of Respondents Is More Important
Than Quantity)
 It Complements TQM Intestines By Emphasizing Internal/External
Customer And Teams.
 It May Lessen Bias/Prejudice Since Feedback Comes From More People
Not One Individual.
 Feedback From Peers And Other May Increase Employee Self-
Development.

Cons: -
 The System Complex In Combining All The Responses
 Feedback Can Be Intimidating And Cause Resentment If Employee
Feels The Respondents Have "Ganged Up
 These may be conflicting opinions, though they may all be accurate
from the respective standpoints.
 The System Require Training To Work Effectively.
 Employees May Collude Or Game The System By Giving Invalid
Evaluation To One Another.
 Appraisers May Not Be Accountable If Their Evaluations Are Anonymous.

Relevance Of 360-Degree Appraisal In Industry –


♦ Assure Anonymity
♦ Make Respondents Accountable
♦ Prevent " Gaming " Of The System
♦ Use Statistical Procedures
♦ Identify And Quantify Biases

Based On The Experience Of Companies It Appears As Though 360 Degree


Feedback Can Provide A Valuable Approach To Performance Appraisal Its
Success, As With Any Appraisal Technique Depends On How Managers Use
The Information And How Fairly Employees Are Treated.
HR Development and Training(Page 7)
Name : (Amresh Anjan)
Q4 (a) Explain the process involved in Appraisal Interview.

Ans. Process Involved In Appraisal Interview: -

(1) Ask For A Self-Assessment: - Give Employees A Form Of Self-


Assessment According To It Employee Has Evaluated His Or Her Own
Performance The Interview Can Be Used To Discuss Those Area
Where The Manager And The Employee Have Reached Different
Conclusion Not So Much To Resolve The Truth But To Work Towards A
Resolution Of Problem.

(2) Invite Participation: - The Core Purpose of A Performance Appraisal


Interview Is To Initiate A Dialogue That Will Help an Employee Improve
Her or His Performance. To The Extent That An Employee Is An Active
Participant In That Discussion, The More Likely It Is That The Roof
Cause And Obstades To Performance Will Be Uncovered And The
More Likely It Is That Constructive Ideas For Improvement Will Be
Raised

(3) Express Appreciation: - Praise Is A Powerful Motivator And In An


Appraisal Interview, Particularly Employees Are Seeking Positive
Feedback It Is Frequently Beneficial To Start The Appraisal Interview
By Expressing Appreciation For What The Employee Has Done Well. In
This Way He Or She May Be Less Defensive And More Likely To Talk
About Aspects Of The Job That Are Not Going So Well.

Minimize Criticism: - Employees Who Have A Good Relationship With


Their Managers May Be Able To Handle Criticism Better Than Those Who Do
Not If An Employee Has Many Areas In Need For Improvement, Managers
Should Focus On Those Few Objectives Issues That Are Most Problematic Or
Most Important To The Job Some Tips For Using Criticism Constructively
Include The Following.

♦ Consider Whether It Is Really Necessary


♦ Don't Exaggerate
♦ Make Improvement Your Goal

Focus On Solving Problems: - In Addressing Performance Issues, It Is


Frequently Tempting To Get Into The Blame Game In Which Both Manager
And Employee Enter Into A Potentially Endless Discussion Of Why A Situation
Has Arises. Frequently Solving Problems Requires And Analysis Of The Causes
But Ultimately The Appraisal Interview Should Be Directed Devising A
Solution To The Problem.

HR Development and Training(Page 8)


Name : (Amresh Anjan)
Q4 (b)What are the Objectives of Potential Evaluation?

Ans. Potential Evaluation: - Potential Evaluation Refers To An Individuals


Behaviors, Skills, Abilities In Meeting The Requirements Of The Job Which The
Individual Currently Holds On The Other Hand Potential Refers To The Abilities
Present But Not Currently Utilized Or Not Required To That Degree In The
Present Job As Would Be Required In Possible Future Higher Jobs Which The
Individual May Hold. It Refers To The Abilities To Discharge Higher
Responsibilities In Future Roles.

Objective of Potential Evaluation: -


Potential Evaluation Poses A Number Of
Problems, Nobody Has Ever Questioned The Need For Assessment Of
Potential For Vital Personnel Decision It Is In Fact Pre-Requisite To The Very
Survival Of An Organization. It Is an Important Area because People Have
To Be Prepared To Take Up Higher Responsibilities. It Also Help In Identifying
High Fusers and The Dead Wood Early. Some of the Major Areas Where
Potential Evaluation Plays A Critical Role And Help in Handling the
Employees of Organization.

a) Promotions
b) Transfer
c) Placement
d) Training And Development
e) Carrier Planning
f) Succession Planning
g) Salary Increase
h) Organization Planning

Every Organization Has To Make an Assessment Of Potentials Of Its


Employee For The Purpose Of A Varity Of Administrative And
Developmental Decisions.

HR Development and Training(Page 9)


Name : (Amresh Anjan)
Q6 (a) Explain the importance of Job description and Person specification.

Ans. Importance of Job Description: -

1. Job Identification: - Job Identification or Original Position, Which Includes


the Job Title, Department, Division Plant and Code Number of the Job.
The Job Title Identifies and Designates the Job Properly the Departments
Division Etc. Indicate the Name of the Department Where It Is Situated -
Whether It Is the Maintenance Department, Mechanical Shop Etc.

2. Job Duties And Responsibilities: - Job Duties And Responsibilities Are Two
Important Purposes. First It Provides A Short Definition Which Is Useful As
An Additional Identification Information When A Job Title In Not
Adequate.

3. Job Duties And Responsibilities: - Job Duties And Responsibilities Gives A


Comprehensive Listing Of The Duties Together With Some Indication Of
The Frequency Of Occurrence Or Percentage Of Time Devoted To Each
Major Duty.

4. Relation To Other Jobs: - This Helps To Locate The Job In The


Organization By Indicating The Job Immediate Below Or Above It In The
Job Hierarchy.

5. Supervision: - Under It Is Given The Number Of Persons To Be Supervised


Along With There Job Titles And The Extent Of Supervision Involved
General Intermediate Or Close Supervision.

6. Machine, Tools and Equipments: - Job description also defines Each


Major Type or Trade Name of the Machine and Tool And The Raw
Material Used.

Job Description Is an Important Document Which Is Basically Descriptive In


Nature And Contains A Statement Of Job Analysis.

HR Development and Training(Page 10)


Name : (Amresh Anjan)
Q6 (b) Discuss the relevance of innovative employee reward system.

Ans. Innovative Employee Reward System Is Very Important for Motivating the
Employees Its Importance is discussed below: -

(1) Motivation: - Innovative Employee Reward System Help in Motivating


the Employees. Employees Put Their Efforts To Show Their
Performance.

(2) Increasing Productivity: - Innovative Employee Reward System Helps


In Increasing the Individual Productivity Hence Increase
Organizational Productivity.

(3) Healthy Completive Environment: - It Also Helps In Creating Healthy


Completive Environment, Which Is Useful For Achieving The Group
Goals And Organizational Goal.

(4) Self - Satisfaction: - Reward for the Work Help In The Employee Job
Satisfaction. Employees Take Initiative In Every Kind Of Activity.

(5) Differentiate Between Efficient And Inefficient Employees: -


Innovative Employee Required Also Help In Differentiating
Between Efficient And Inefficient Employees Efficient Employees Can
Be Awarded Accordingly For There Efforts.

HR Development and Training(Page 11)


Name : (Amresh Anjan)
Q7 (a) Explain how the Training needs can be identified?

Ans. Identifying Training needs: - An analysis of training needs is an


essential prerequisite to the design of effective training. The purpose of this
diagnostic is to determine whether there is a gap between what is required
for effective performance and present level of performance.

Training needs arises of three levels -


(a) Organizational
(b) Group
(c) Individual levels

The corporate needs arises at three levels organization group and individual
levels they are interdependent because the corporate performance of an
organization ultimately depends on the performance of its individual
employee and its sub group.

The corporate needs of the organization and its group may be identified in
the following ways -

(1) The evidence of human resources planning: - This provides


information about the demand and supply of human resources and
the possible implications for training needs. Thus a forecast of a
possible difficulty in recruitment people with required entry levels in
knowledge and skills could effect recruitment and training policy.
Compelling the organization to recruit at lower level and then to
provide compensatory training to fill the performance gap.

(2) The introduction of new methods: - Whenever new methods of


work e.g. computers are introduced this changes the requirements
for effective performance. Creates a performance gap in
knowledge and skills.

(3) Collective evidence from performance appraisal and formal


methods for needs assessment information emerging from
performance appraisal of individual employee or from formal
method such as meetings interviews or questionnaires in which line
managers hr and training staff and individual employee are involved
may reveal need for training that are common throughout the
organization

HR Development and Training(Page 12)


Name : (Amresh Anjan)
Q7 (b) What are the ways a Training programme is evaluated.

Ans. Training like any other function should be evaluated to determine its
effectiveness. A variety of methods are available to assess the extent to
which training programs improve learning affect behavior on the job an
impact the bottom line performance of an organization

There are four basic criteria available to evaluate training -

(1) Reactions: - one of the simplest and most common approaches to


training evaluation in assessing participant reactions. Happy training
will be more likely to want to focus on training principles and to utilize
the information on the job potential question might include the
following -
 What were your learning goals for this program?
 Did you achieve them?
 Did you like this program?
 Would you recommend it to other who have similar learning
goals?

(2) Learning: - beyond what participants think about the training it might
be a good idea to see whether or not they actually learned anything
testing knowledge and skills before beginning a training program
gives a baseline standard on trainees that can be measured again
after training to determine improvement.

(3) Behavior: - to maximize transfers, managers and trainers can take


several approaches: -
1. Feature identical elements
2. Focus on general principles
3. Establish a climate for transfer
4. Give employees transfer strategies

(4) Result: - according to a study approximately two third of training


managers surveyed reported that they were coming under
additional pressure to show that their programs produce bottom line
results fume of the results based on criteria used in evaluating training
include increased productivity, fewer employee complains
decreased cost and waste and productivity.

HR Development and Training(Page 13)


Name : (Amresh Anjan)
Q9 (a)What is system approach to training?

Ans. Systems Approach to Training: - The Training Should Achieve the Purpose of
Helping Employee To Perform Their Work to Required Standards. The Steps
Invoked In Assigning A Training Programme Are As Follows: -

1. Identify Training Needs Who Need Training And What Do They Need To
Learn.

2. Taking Account Of Learning Theory- Design And Provide Training To


Meet Identified Needs.

3. Assess whether Training Has Achieved Its Aim In Terms Of Subsequent


Work Performance.

4. Make Any Necessary Amendments to Any Of The Previous Stays In Order


To Remedy Or Improve Failure Practices.

The process is commonly known as the system approach to training (sat)


the sat is so called because it is a series of interdependent system’s
functionally linked together and integrated into the whole work system
interdependence of the stage is crucial since the malfunction or neglect of
any one of them inevitably affects the others and the total systems

For Example: -
If Job Analysis Has Not Defined The Criteria For Effective
Performance Training Need Cannot Be Identified By Performance Appraisal.

HR Development and Training(Page 14)


Name : (Amresh Anjan)
Q9 (b) Explain briefly different training and development methods.

Ans. Training and Development Methods: -


There Are Two Training And Development Method Which Are Defined Are
As Follows

1. Employee Training Methods: - The most popular training methods


used by organization can be classified as either on the job or off the
job training few better technique from each category are briefly
explained
a. On The Job Training: The Most Widely Used Method Of Training Take
Place On The Job. On The Job Training Places The Employee In An
Actual Work Situation And Make Them Appear To Be Employee Is An
Actual Work Situation And Make Them Appear To Be Immediately
Productive.

Apprenticeship Programs: - People Seeking To Enter Skilled Trades Are


Often Required To Undergo Apprenticeship Training
(a) Off The Job Training: - Off The Job Training Covers A Number Of
Technique Classroom Lectures Films Demonstrations Cause
Studies And Others Relations Exercise And Programmed
Instructions.
Different Type of Off the Job Training Are as Follows: -
 Films
 Simulation Exercise
 Cases
 Experimental Exercise
 Computer Modeling
 Vestibule Training
 Programmed Instructions
(2) Management Development Method: - Management Development So
More Future Mented And More Concerned With Education Than Is
Employee Training Or Assisting A Person To Become A Better Performer
By Education We Mean That Management Development Activities
Attempt To Instill Sound Reasoning Processes.
Successful Managers Have Analytical Human Conceptual And
Specialized Skills. They Are Able To Think And Understand Management
Development Method Is Further Divided Into Two Parts
(a) On The Job Development :-
The Development Of A Manager’s Abilities Can
Take Place On The Job. We Will Review Four
Popular On The Job Techniques
(i) Coaching
(ii) Understudy Assignments
(iii) Job Rotation
(iv) Committee Assignments

HR Development and Training(Page 15)


Name : (Amresh Anjan)
(i) Coaching: - When A Manager Takes an Active Role in Guiding
Another Manager We Refer To This Activity as Coaching.
(ii) Understudy Assignments: - Different Job Related Assignments Are
Prepared And Given To Managers For Study.
(iii) Job Rotation: - Job Rotation Represents an Excellent Method
for Broading the Manager or Potential Manager and For
Turning Specialist into Generalists
(iv) Committee Assignments: -Assignment to A Committee Can Provide
an Opportunity for the Employee to Share in Manager Decision
Making To Learn By Watching Others.
Appointment to Permanent Committee: - Appointment to Permanent
Committee Increases the Employee’s Exposure to Other Member of the
Organization.

Off The Job Development: -There Are Many Management Development


Technique That Personal Can Partake In Off the Job. Few Popular Ones: -
 Sensitivity Training
 Transactional Analysis
 Lecture Courses
 Simulation Exercises

Responsibility for Training and Development: - Training is the


responsibility of four major groups:

The Top Management, Which Frames the Training Policy.


The HRD Department Which Plans Establishes and Evaluates Instructional
Programmes
Super Ions Who Facilitate Training And Development Activities
Employee’s Who Provide Feedback Revisions And Suggestions For
Corporate Educational Endeavors.

HR Development and Training(Page 16)


Name : (Amresh Anjan)
Q11(a)Explain HRD approach to strategic management.

Ans. HRD Approach To Strategic Management: -


HRD approach is important in Strategic Management in two distinct ways:-
(a) Strategy Formulation (b) Strategy Implementation

Strategy Formulation: - The Most Fundamental Long Term Important Of


HRD Is In The Participation Of People In The Formulation Of Strategy. Such
Participation Will Need To Vary According To the Content of Strategic
Formulation.

Strategy Implementation: - The Involvement of Top/Senior Management in


Carrying Out-Group Strategy Decisions Such As Expansion in Retained
Business Exit from Unviable Business Entry into Promising New Business and
Globalization
HRD Approach to Strategic Management Has Many Benefits, Which Are
Studied, Are As Follows: -
- Creative Strategies Search In Products Markets And Functional
Strategies.
- High Ownership Of The Plan And More Energetic Implementation.
- Team Building Impact With Sobs And Between The Corporate
Groups.
- Identify First: SBU Functional, Locational, Personal
- Development Of Talent.
- Testing Morale And Motivation
- Retention Of Talent
- Absorption Of Strategic Planning Skills
- Institutionalization of Planning Process and Culture.

HR Development and Training(Page 17)


Name : (Amresh Anjan)
Q11(b)What is the role of HRD managers in the current environment?

Ans. The New Environment Has Thrown Many Challenges An Opportunity To


Industry. The Opportunities Are For New Ventures The Challenges Include A
Fast Movement To Become Customer Driven Cost Effective Quality
Oriented, Quickly Responding Service Centered And Technology Adoptive
Organization

(1) The First And Foremost Role In Continuous Education Of Employee


About The Changes And Challenges Facing The Organization. It Is
Important That All Employees Should Understand And Locate India
On The Global Map In Terms Of Its Share In Global Businesses. It’s
Standing In The Global Economy It’s Standing In Terms Of The Quality
Of Life Of Its People.

(2) The Second Task Is In Terms Of Educating Employees About The


Company. It Is Important That The Employees Know A Lot More
About The Economy Where They Work Other Than Who Do Not Work
There They Should Down About Their Balance Sheet Progress
Diversification Plans Restricting Plans Consultants Being Used.

(3) The Third Task Is To Assess And Keep Re-Assessing The Core
Competencies Required By Various Group And Teams Need To Be
Assessed And Strategies Of Developing These Competence May Be
Evolved.
For Example: -
Quality Orientation, Cost Consciousness
Entrepreneurship, Teamwork Etc May Be Common To All.

(4) The Fourth Task Therefore To Plan And Implement Strategies To


Develop New Competencies At All Levels. This Again Could Be
Through Training Appraisal System, Seminars And Workshop
Participative Discussions Quality Circles And Other Forms Of Group
Work.

(5) The Fifth Task Is To Review Revamp And Rejuvenate The Existing
People Management Systems And HRD Manager Has A Significant
Role To Play. The Systems May Include Reward Systems Incentive
Schemes Reporting Relationships And Organizational Structures
Promotion Policies Transfer Policies Rotation Systems Training Policies
Etc.

These Five Roles Of HRD Managers Are Critical In The


New Environment. These Require The HRD Manager To Also
Develop People To Be Internal Are External Customer Oriented
Highly Responsible Cost Conscious Technology Driven And
Entrepreneurial.
HR Development and Training(Page 18)
Name : (Amresh Anjan)
Q8(a) Explain the inter relashionship between Human Resource Development and
Total Quality Management.

Ans. Total Quality Management (TQM) Is An Important Onorement, Especially


Against The Backdrop Of Globalization Of Business. Considerable Efforts
Have Been Made In A Number Of Industrial Undertakings To Make Quality A
Way Of Corporate Life. While The Concepts Of Quality Control QC And
PQM Have Gained Ground In Some Indian Organizations Still A Few
Corporate Functions Like Human Resources Development Have Been
Subjected To The Quality Test In Many Organizations.

HRD Is One Of The Several Organizational Processes Evolved To Cope With


Changing Environment And To Maintain Organization At Its Effective But It Is
A Process By Which The Employees Of An Organization Ate Assisted In A
Continuous And Planned Manner.

(a) To Acquire / Sharpen Capabilities Required To Perform Various


Functions Associated With Their Present Or Expected Failure Roles.
(b) To Develop Their General Competencies As Individual And Discover
And Exploit Their Inner Potential For Their Own As Well As
Organizational Development
(c) To Develop An Organizational Collusive In Which Suppression
Subordinate Relationship Terms Work And Collaboration Amongst
Sub Units Are Strong And To Contribute To The Well Being Motivation
And Bride Of Employees.
In Other Words HRD Is A New Concept Of People Based On
Understanding Of Their Comples And Shifting Goals. It Is Also A New
Concept Of Human Values Based On Humanistic And Demons Tic
Ideas Important Points Find In Both HRD And TQM Are
a) Induction And Orientation
b) On The Job Training
c) Off The Job Training
d) Performance Appraisal And Counseling
e) Team Building And Participative Processes

HR Development and Training(Page 19)


Name : (Amresh Anjan)
Q8 (b) What is the role of HRD in improving Organizational effectiveness.

Ans. The New Environment Has Thrown Many Challenges An Opportunity To


Industry The Opportunities Are For New Ventures The Challenges Includes A
Fast Movement To Become Customer Driven Cost Effective Quality
Oriented, Quickly Respond Service Centered And Technology Adoptive
Organization. All There Challenges Require Employees At All Level To
Change.

(1) The First And Foremost About The Changes And Challenges Facing
The Organization. It Is Important That All Employees Should
Understand And Locate India On The Global Map In Terms Of Its
Share In Global Business.
For Example:
The Star TV And BBC Have Made Education Easier Such
Education May Also Involve Sending Teams Of Employees To Visit
Other Countries Particularly To Those Where The Organizations
Business Interest May Low.

(2) The Second Task Is In Terms Of Educating Employees About The


Company. It Is Important That The Employees Know A Lot More
About The Company Where They Work Than Others Who Do Not
Work There. They Could Use A Group Of Trainers From Their Own Staff
Alternatively They Could Use Outside Trainees.

(3) The Third Task Is To Assess And Keep Re-Assessing The Core
Competences Required By Various Groups And Teams (E.G. People
From Finance, Marketing, Production, Corporate Planning, HRD
Superior, Personnel Staff Etc.)
For Example: Quality Orientation Cost Consciousness
Entrepreneurship Teamwork Etc. may be common
to all.

(4) The Fourth Task Therefore Is A Plan And Implement Strategies To


Develop New Competencies At All Levels. The Again Could Be
Through Training, Appraisal System Seminar And Workshops,
Participative Discussions Quality Circles And Other Of Group Work.

(5) The Fifth Task Is To Review Revanip And Rejuvenate The Existing
People Management Systems And The HRD Manager Has A
Significant Role To Play The System May Include Reward Systems
Incentive Schemes Reporting Relationships And Organizational
Structure Promotion Policies Transfer Policies Systems Training Policies
Etc.
These Five Roles Of HRD Managers Are Critical In New Environment
These Require The HRD Manager To Also Develop People To Be
Internal And External Customer People To Be Internal And External
HR Development and Training(Page 20)
Name : (Amresh Anjan)
Customer Oriented Highly Responsive Cost Conscious Technology
Driven And Entrenevrial.

HR Development and Training(Page 21)


Name : (Amresh Anjan)
Q13 (c)Write short notes on :

Ans. Selection Process: - The Selection Process Consists Of Seven Steps

1. Initial Screening Interview: - In Culmination Of Our Recruiting Efforts We


Should Be Prepared To Imitative A Preliminary Review Of Potentially
Acceptable Candidates. The Screening Is In Effort A Few Step
Procedures.
i. The Screening Of Inquiries And
ii. The Provision Of Screening Interviews.

2. Completion Of Application Form: - Once The Initial Screening Has Been


Completed Application Are Asked To Complete The Organization
Application Form. The Amount Of Information Required May Be Only The
Applicant’s Name, Address And Telephone Number.

3. Employment Tests: - Organizations Historically Relied To A Considerable


Extent On Intelligence Aptitude Ability And Interest Tests To Provide
Major Inputs To The Selection Process.

4. Comprehensive Interview: - Those Individuals Who Are Still Viable


Applicants After The Initial Screening Application Form And Required
Tests Have Been Completed Are Then Given A Comprehensive
Interview. The Applicant May Be Interviewed By Personnel Department
Interviewers.

5. Background Investigation: - The Next Step In The Selection Process Is To


Undertake An Investigation Of Those Applicants Who Appear To Other
Potential As Employees. They May Include Contacting Former Employers
To Confirm The Candidate Work Record And To Obtain Their Appraisal
Of His Or Her Performance.

6. Physical Examination: - The Last Step Prior To The Final Selection Decision
May Consist Of Having The Applicant Take A Physical Examination. For
Most Jobs This Is A Screening Device In The Selection Process.

7. Final Employment Decision: - Those Individuals Who Perform Successfully


On The Employment Tests And The Comprehensive Interview And Are
Not Eliminated By The Development Of Negative Information On Either
The Background Investigation Or Physical Examination Are Now
Considered To Be Eligible To Receive An Offer Of Employment.

This Is The Whole Selection Process Adopted By Almost All The


Organizations In Order To Choose The Best Candidate For The Job
Among All Candidates.

HR Development and Training(Page 22)


Name : (Amresh Anjan)
Q13 (a). Write short notes on:

Ans. (a) Management By Objectives: - Management By Objectives (MBO) is


a philosophy of management that has employees establish objectives
(MBO) though consultation with their superiors and then uses these
objectives as a basis of evaluation.
MBO is a system involving a cycle that begins with setting the organization’s
common goals and objectives and ultimately return to the step. The system
acts as a goal setting process whereby objectives are established for the
organisation (step 1), department (step 2), and individual managers and
employees (step3).

Example: Production Cost, Sales Per Product, Quality Standard And Profits

Management By Objectives (MBO)

Step 3A: Step 5a:


Step 1: inappropriate
Supervisor lists goals
Organization Goals/metrics
& metrics for
Goals & Metrics deleted
subordinate

Step 4: Step 5b:


Manual New inputs are
Step 3B: agreement then provided
Step 2: of goals &
Subordinate
Department metrics
proposes
Goals & Metrics
goals and
metrics

Step 7: Step 3B
Review of Subordinate
organization Proposes goals and
performance metrics

Step 5:
Step 6:
Interim
Final
Review
review

Given Figure Illustrates a significant features of the cycle is the establishment of


specific goals by the employees but those goals are based on a board statement
of employee responsibilities prepared by subordinate.

HR Development and Training(Page 23)


Name : (Amresh Anjan)