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Education Resources

Employee Growth & Development Training

Friday, January 23, 2009

The era is of skilled workers because outsourcing has developed the work efficiency and has moved to quality works. So, every organization needs to have well-trained and experienced professional to perform the activities that have to be done. To solve the problem of complex job there is need of well trained employee selection policy.

Objectives of Employee Growth & Development Training Chapter:

Objectives of training

Importance of training

Types and techniques of training and development

Types, Methods and Procedures of training

Reasons of Failure of training

About the meaning of training MBA book MB 0027 writes, “Training indicates any process by which the aptitudes, skills and abilities of employees to perform specific jobs are increased. Training refers to the teaching/learning activities carried on for the primary purpose of helping members of an organization to acquire and apply the knowledge, skills, abilities and attitudes needed by that organization” It is well known that a company give the training to its employee to the fulfill organization objectives not for employee satisfaction however the job descriptions satisfy employee satisfaction also.

According to Douglas McGregor there are three different purposes of learning:

Acquiring Intellectual Knowledge

Acquiring Manual Skills

Acquiring Problem-Solving Skills

These three training purpose develop the skills, intellect and problem solving ideas to the employee.

Now, we can say that importance of training main purpose is sound management, for it makes employees more effective and productive. Importance of training widely known as, “training is widely accepted problem-solving device. Indeed, our national superiority in manpower productivity can be attributed in no small measure to the success of our educational and industrial training programmes.”

According to the A.D. Sinha identifying training needs:

Views of the line manager

Performance appraisal

Company and departmental plans

Views of training manager

Analysis of job difficulties

Now, we can look into need and importance of management development by Dr. B. K. Madan, “Mangement development is the development of management over and above its science and theory, of its practice and application in organization, corporations and institutions, alike in relation to the organization and manager, so as continuously to re-equip both to fulfill their purposes more effectively and in harmony with each other, and both with the environment in which they function and have their being and hope to thrive upon and grow.”

About the training evaluation MBA book MB 0027 writes, “Objectives of training evaluation is to determine the ability of the participant in the training programme to perform jobs for which they were trained, the specific nature of training deficiencies, whether the trainees required any additional on the job training, and the extent of training not needed for the participants to meet job requirements. There are various approaches to training evolution. To get a valid measure of training effectiveness, the personnel manager should accurately assess trainee’s job performance two to four months after completion of training.”

On the training failure we can writes:

The benefits of training are not clear to the top management.

The top management hardly rewards supervisors for carrying out effective training.

The top management rarely plans and budgets systematically for training.

It means all the aspect depends on the higher management who doesn’t know the reality and don’t want the reality of training management programme. It is the cause of training failures.

In the end of the chapter we can say that employee growth depends on the training and training for the organization development as well as well employee satisfaction.

Human Resource Planning & Selection Policy

Thursday, January 8, 2009

We already have discussed in previous chapter about the human resources evolution, importance and objectives. Now, we will elaborate here bout the planning and selection policy of human resource.

The objectives of Human Resource Planning & Selection Policies are:

Need for HR Planning

Process of HR Planning

HR Planning System and its Components

Responsibilities for HR Planning

Recruitment practices in the Indian Context

Recruitment Programme

According to Wikcstrom, “Human-resource planning consists of a series of activities.” Human resource planning is nothing but manpower planning.

Human Resource Planning System

About the Human Resource Planning Tata Electrical Locomotive company writes, “embraces organization development, management development, career planning and succession planning.”

The human resource planning contains:

Deciding goals or objectives

Estimating future organizational structure and manpower requirements

Auditing Human resources

Planning job requirements and job descriptions

Developing a human resource

In the responsibility of human resource planning Geisler writes:

1. To assist, counsel and pressurizes the operating management to plan and establish objectives

2. To collect and summaries data in total organizational terms and to ensure consistency with long-range objectives and other elements of the total business-plan

3. To monitor and measure performance against the plan and keep the top management informed about it

4. To provide the research necessary for effective manpower and organization planning.

Induction

From the MBA book 0027 about the recruitment policy Dale Yoder writes, “Recruitment is a process to discover the sources of manpower to meet the requirements of the staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force.”

In the sources of recruitment these are following aspects:

Advertising: the Company adverse about the job vacancy from the various sources –off-line and on-line.

Employment Agencies: In the recent era job consultants have acquired the job areas to give the job for employee.

Employee Referrals: It is the programme which is run by the company. It is internal communication within a company to get some referral when a employee refer to another for the organization.

In the India recruitment practices have been classified:

1. within the organization
2. Badii or temporary workers
3. Employment agencies
4. Casual Callers
5. Applicants Introduced by friends
6. Advertisement
7. Labour contracts

These are the major sources from where Indian company hair employee for an organization.

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