Ashok Kumar

Management Consultant
Professional Trainer Academic Teacher

Paper II

Human Resource Development -HRD

ISTD Contact Classes Class 2 - 10 March 2012

Conceptual Contemporary Experiential Learning

Discover the Value

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Control Level

Co-determination Collective Bargaining Consultation Communication Information

Scope of Involvement

Levels of Participation
Worker Directors

Collective Bargaining
Works Councils Joint Consultative Committees Task-Based Participation

Employee Involvement

HRM influence seen through claimed links between EI and performance

Performance a function of Ability Motivation Opportunity (AMO) More rigorous selection and better training systems to increase ability levels, more comprehensive incentives to enhance motivation , and participative structures that improve opportunity to contribute (Applebaum et al. 2000, in Boxall and Purcell p. 20).

Linkages within High Performance Work Systems

HR Practices and operating systems designed and bundled to enhance Ability Motivation Opportunity Improved systemic response to employee effort Expanded employee potential and increased discretionary effort

Improved company performance

Improved worker outcomes

Supportive company, industry and societal context

Employee Involvement

Employee Involvement includes:

Teamworking (including self-managing teams) Team Briefing Downward communications Two-way communications Suggestions / Opinion Problem-solving groups Financial participation (includes profit sharing schemes and ESOPs)

Who is an engagement employee ?

Has a belief in the organization Understands the business and its broader context Has a desire to make the organization succeed Shows respect for the fellow colleagues

And Engagement?

Engagement is an idea whose time has come.it represents an aspiration that employees should understand, identify and commit themselves to the objectives of the organisation they work for..(however).

Aberdeen Group Survey 438 organizations

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Employee Engagement
Opps for upward feedback

Feeling informed

Engagement

Mgt commitment to organisation

Managers fairness re: issues

Performance

Intention to Stay
Treating employees With respect

Strategic issues to build engagement.

Development dimensions of Personnel function

Popularly known as Management Development What is the purpose ? Essential ingredients ?
1. 2. 3. 4. 5. 6. Analysis of development needs ( present and future ) Appraisal of present management talent Inventory of management manpower Planning of individual development program Establishment of development program Evaluation of program

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How do you build training objectives ?

From whom do you ask ? What are the questions you would ask ?

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Building Training objectives

Why do you want to organize a training program ? What you want your team members to learn during this program ? At the end of the program , what will determine the success of the program ? What are the things you want the participants to do differently post this program ?

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Writing Learning objectives

SITUATION
What situation will the learner be in when they are demonstrating that they can do this task skillfully?

ACTION
What specifically will they be able to do when the training session is over ?

STANDARD
Some measure by which they will be able to judge success.
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 Having established the training objectives , how do you go ahead ?

What are the PITFALLS ?

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Converting training objectives into a program

1. Determination of Training development needs 2. Determination of Specific Job requirements 3. Training requirement analysis
a) b) c) Participant characteristics Training environment Broad training objective

4. 5. 6. 7. 8.

Determination of specific training requirements Instructional materials preparations Developmental testing of training materials Field testing of completed program Dev of criteria measures Implementation
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Designing a Training program

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Design and conduct of a specific training program

Designing through successive approximations
Rough out an overall design using training strategy Break the training objectives
Conceptual knowledge, understanding , skill

Use specs of different type methods to arrive at total time and facilities required Select the best package out of different packages that the programs can be offered Dovetail detailed training events into trg sequences and finally into the shape of the total program package

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Five steps in Program design

1. Outlining Program sequences and themes
a) b) c) d) e) Phasing the program to accord with the learning process Relating the program to prevailing expectations Building the training group Incorporating the grand themes for trg and development Striving for consistency in training

2. 3. 4. 5.

Composing the detailed syllabus Modular approach to Program design Building in flexibility Monitoring and improving training during the program
Trg schedules and time tables.

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Align the program with themes

Training methods Divergence and Newness Independence & Interdependence High High Field training Simulation, Laboratory, Incidents and cases Individual instruction Medium High

Medium

Medium Low High High

General discussion, Lecture Low Programmed Instruction Large group Medium High

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Composing the detailed syllabus

Alternating Stimulation and Reflection The natural rhythm of self-directed learning Alternating Personal Involvement and safe distance Alternating talking about something and Practicing it. Alternating individual and group tasks.

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