Functions Of HRM

INTRODUCTION
Meaning
Definition
 Distinguish between
Training and Development
Nature
Importance
Skills
Methodology
Frequency
Who Imparts
Relevance
Cost Involved
Duration
Why is Training often Neglected?
• Urgency of need
• Training time
• Costs
• Employee turnover
• Short-term worker
• Diversity of worker
• Kinds of jobs (simple-complex)
• Not knowing exactly what you
want your people to do and
how
Vishnu Steels

Is training provided to
everyone???
 Vishnu Steels

• Training Sessions conducted & the

outcome of such sessions…
Need & Importance of
Training
• Growth of organization
• Creates high Skill Manpower
• Flexibility
• Emergence of Technology
• Efficient utilization of
resources
• Recruitment
Vishnu Steels
 Objectives of Training

• To enhance technical skill and thus

productivity
• To enhance employee growth
• To improve the quality of workforce
• To prevent obsolescence of technical
skills and competencies
• To improve Health and Safety
 Vishnu Steels
– Discuss how training can help companies gain a
competitive advantage
– Explain the role of the manager in identifying
training and supporting use of training on-the-
job.
– Conduct a needs assessment
– Evaluate employees readiness for training
– Discuss the strengths and weaknesses of
presentation, hands-on and group training
methods
– Choose an appropriate evaluation design
– Design a cross cultural preparation programme
The Benefits of Training
• Gives the supervisor more time to
manage, standardized performance, less
absenteeism, less turnover, reduced
tension, consistency, lower costs, more
customers, better service
• Gives the workers confidence to do their
jobs, reduces tension, boost morale and
job satisfaction, reduces injuries and
accidents, gives them a chance to
advance.
• Gives the business a good image and more
profit.
 Vishnu Steels
• Improves the skill and efficiency.
• Helps to Compete with changing
technology.
• Helps to deliver the right product
with right quality.
• Helps to produce the product at
minimum possible cost.
Types of Training

• Induction training

• Job Training

• Training for Promotion

• Refresher Training

• Corrective Training
 Vishnu Steels
• Techno Intensive

• Seminars

• Workshops
 Principles of Training
• Training should be exactly as per the Training
needs

• Elaborate & systematic

• Motivation of trainees

• Theoretical & practical character

• Provision of periodical tests for Evaluation

• Superior in quality
 Principles of Training
• Longer Period Training

• Training by Experts

• Involvement of Trainees

• Periodical updating

• Provision for rewards and penalties

• Convenient place
Training Techniques
• Need to consider the
following before
selecting a technique:
– cost effectiveness
– desired content
– appropriateness of
facilities
– trainee preferences &
capabilities
– trainer pref. & capabilities
– learning principles
 Training Methods

On the Job Off the Job

 On the Job Training

– Training received directly

on the job
– Used in teaching how to do
– Can use cross training to
help with absents,
resignations etc.
– 2 employees train each
other on their jobs
 On the Job Methods
• Job Rotation

• Coaching

• Committee Assignment

• Job Instruction
Job Instruction Training
(JIT)
• Also called on the job training.
• Consists of 4 steps:
1. Prepare the learner
2. Demonstrate the task
3. Have the worker do the task
4. Follow through: put the
worker on the job, correcting
and supporting as necessary.
 Off the Job Methods

1. Class Room Methods

– Lectures

– Discussion

– Case Study
 Off the Job Methods

2. Vestibule Training

3. Committees & Conference

4. Reading, Television & Video instructions

5. Role Playing
 Vishnu Steels
Classroom Training Skills

• Be aware of appropriate body language and

speech.
• Watch how you talk to employees. Covey
respect and appreciation.
• Handle problem behaviors in an effective
manner.
• Avoid time wasters.
• Facilitate employee participation and
discussion.
• Use visual aids to avoid constantly
referring to notes.
 Vishnu Steels
• Off the Job
– Presents less disruption to an organization
– Some approaches include:
• Lectures
• Videos
• Vestibule training
• Computer based
• Role playing
• Self study
• Internet based
Training Process
Assessment of training needs

Establishment of Training goals

Designing Training Programme

Implementation of Training Programme

Following Up & evaluation of Programme

 Assessment of Training
Needs
Training pressure points
legislation; lack of basic skills;
poor performance; new technology;
business support strategy
Person Analysis Orgnisational Analysis
Is it a training problem? Support for training?
Who needs training? Sufficient resources?
Are employees ready for Fit with strategic objectives
training
Task Analysis
Identify tasks, skills, knowledge
and behaviour
Establishment of Training Goals
Designing Training Programme

– Conduct needs analysis

– Ensure employee readiness for
training
– Create a learning environment
– Ensure transfer of training
– Select a training method
– Evaluate training programme
 Implementation of Training
Programme
• Deciding the Location and Organizing training
and other facilities

• Scheduling the training programme

• Conducting the programme

• Monitoring the progress of trainees

Following up & Evaluation
of Training Process
• Need of Evaluation

• Principles of Evaluation

• Criteria for Evaluation

• Techniques of
Evaluation
Hindrances of effective
training
• Management commitment is lacking and
uneven.
• Educational institutes award degree but
not experience.
• No help to workers displaced coz of down-
sizing.
• Employers & B school must develop closer
ties.
• Organized labour.
 Some Issues
• Injury during training
• Injury outside training
• Confidentiality or defamation
• Use of copyrighted material
• Addition in training
• Equal treatment during training.
How to make training effective

• Allocate major resources & time.

• Contribute to Competitive strategies of a
firm.
• Comprehensive and systematic approach.
• Proper Linkage.
• Evaluation of training.
Development
Meaning
Definition
 Objectives
• Attitude Tuning

• Motivation

• Leadership

• Communication

• Paradigm Shift
 Importance
• Moral & Motivation of Employees

• Better Human Relation

• Development & Promotion

• Accuracy
 Techniques
• On the Job
– Coaching
– Job rotation
– Understudy
– Delegation
– Promotion & Transfers
 Off the Job
• Class Room methods
– Lectures
– Discussion
– Case Study
– Role Playing
• Simulation training
• Audio/Visual Instructions
• Sensitivity training

• Business games
 Management
Development in India