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UNIT: 3
TRAINING AND DEVELOPMENT
VERY SHORT QUESTION ANSWER
1 MARK
CHOOSE THE CORRECT ANSWER
1.______ refers to the learning opportunities designed to help employees grow.
a. Training
b. Development
c. Education
d. All of the above
Ans: b. Development
2. How does training and development offer competitive advantage to an organisation?
a. Removing performance decencies
b. Deficiency is caused by a lack of ability
c. Individuals have the aptitude and motivation to learn
d. None of the above
Ans: a. Removing performance decencies
3. Which of the following is a benefit of employee training?
a. Improves morale
b. Helps people identify with organisational goals
c. Provides a good climate for learning, growth and co-ordination
d. None of the above
Ans: b. Helps people identify with organisational goals
4. Choose which of the following is a benefit to the individual while receiving training?
a. Creates an appropriate climate for growth, communication
b. Aids in increasing productivity and/or quality of work
c. Satisfies a personal needs of the trainer
d. None of the above
Ans: c. Satisfies a personal needs of the trainer
5. Which of this is a step in training process?
a. KSA deficiency
b. Provide proper feedback
c. Obstacles in the system
d. Use of evaluation models
Ans: d. Use of evaluation models
6. Which of the following is a method used in group or organisational training needs assessment?
a. Consideration of current and projected changes
b. Rating scales
c. Interviews
d. Questionnaires
Ans: a. Consideration of current and projected changes
7. _______seeks to examine the goals of the organisation and the trends that are likely to affect these goals.
a. Organisational Support
b. Organisational analysis
c. Person analysis
d. Key skill abilities analysis
Ans: b. Organisational analysis
8. Which of these is the benefit of needs assessment?
a. Assessment makes training department more accountable
b. Higher training costs
c. Loss of business
d. Increased overtime working
Ans: a. Assessment makes training department mon accountable
9. Rearrange the steps in training programme.
A. What should be the level of training
B. What principles of learning
C. Who are the trainees?
D. What methods and techniques?
E. Where to conduct the programme?
F. Who are the trainers?
a. ABCDEF
b. DECAFB
c. CADFBE
d. CFDABE
Ans : d. CFDABE
10. Which of these is an off-the-job training method?
a. Television
b. Job rotation
c. Orientation training
d. Coaching
Ans: a. Television
SHORT QUESTION ANSWER
1.What is Training? What are the objectives of Training Department.?
Ans: Training is defined as a continuous learning process in which the employeeswill acquire knowledge, enhance process in skills and improve attitudes and behaviors to excel well on the job.
The objectives of the training department is to identify the required training needs of an organization and fill the gap with a host of training methods for the welfare of the organization and employees on a whole.
2. Difference between Training and Development?
Ans : Training means learning new things and refreshing old one. Development means Implementing the learned session and Finiding new ones.
3. What is On and Off the Job Training?
Ans: On-the-job training is a type of learning process that usually occurs in an actual work environment i.e. an employee will be learning the new job roles and responsibilities while undergoing this training.
Off-the-job training is a type of learning process that usually occurs out of an actual work environment. This involves case analysis, lectures, presentation, simulation games etc. to imbibe the concepts and brainstorm ideas in an effective manner.
4. How would you ensure that the training is effective for an employee within the Company?
Ans: The training is effective in all means if it-
• Imparts new skills.
• Inculcates new ideas, knowledge and concepts.
• Is practical oriented.
• Not an information dump.
Aligns the training needs to fulfill the organizational short and long term goals. Conducts the post evaluation to ensure the satisfaction levels to refine the future training needs.
5. What are the different methods you could use in Training Employees?
Ans: There are different training methods like on-the-job techniques, off-the-job techniques, role playing, simulation, internship, apprentice ship, lectures, case analysis, laboratory training methods etc.
6. What are the Key Issues that should be addressed in the Design, Conduct and Evaluation of Training Programs?
Ans: The following are the key issues to be addressed for a successful training program-
• Place (indoor/outdoor)
• Audio visual aids
• Relevant training materials
• Facilities
Time schedule
Non-visual aids
• Trainer
7. What is the role of a trainer in a Company?
Ans: The role of a trainer is to develop a competency and skill sets in an individual to perform his/her effectively and efficiently in the work place. The trainer should communicate to the trainees about what is expected out of training in a simple and professional way.
The trainer plays a pivotal role from start to end of the training that includes the following-
• Training plan
•Timing of different training sessions
Choosing the relevant training methods
• Preparing the training materials and aids
8. What qualities does a company expect in a Trainer?
Ans: The qualities of a good trainer are as follows-
• Methodical and well-planned Highly knowledgeable and competent enough
• Possess relevant industry experience
• Good in communication/presentation and
• Be practical enough to make the overall training session fruitful to the trainees.
9. How would you end your Training Session?
Ans: The well experienced trainer would end the training session with the summary of the whole session/story/real life business example/ feedback mechanism to evaluate the usefulness of both the training session and trainer as well.
10. What makes effective Internal Communication Difficult?
Ans: The major difficulties faced by the organizations in implementation of an effective internal communication system are-
• Gap in receiving the information
• Geographically divided work force
• Using ineffective and inefficient way of communication
• Message falling on deaf ears and blind eyes
11. What is the difference between Training and Learning?
Ans: Training: The emphasis of training is on the development of skills. Training is about divulging new information and making us cognizant on how to make use of the information. Training is also hooked on to the awareness of the trainer.
Learning: Learning is focused on how an individual smears to the new information that he has received from training. Learning is the course of altering people's understanding and slant to organizational as well as personal vagaries. Learning is an elongated process that often integrates training, evolving and preparing individuals with the tools to be competent enough to handle both known as well as unknown challenges.
12. Explain two benefits of Development?
Ans: Benefits of Development-1. Exposes executives to the latest techniques and trends in their professional fields.
2. Ensures that the company has an adequate number of managers with knowledge and skill at any given point.
13. Define Management Development?
Ans: Management development is a part of a large process of development and learning which a significant area of human development is. In human society there is a continuous growth which takes place through a continuous process of exploration, discovery and acquisition of knowledge. When we talk about management development, one is likely to overlook the total process of development which takes into account the development of all employee. It is an educational and theoretical knowledge and managerial skills in an organized manner.
In the opinion of Molander, "Management development is a conscious and systematic process to control the development of managerial resources in the organisation for the achievement of goals and strategies."
14. Give two need for Management Development?
Ans: 1. Social Obligation: Organization is a part of society. Society has expectations, demands for its growth and development from societal members including organization/s functioning in the society. Organization can fulfil societal demands / requirement if managers are capable enough to analyse social obligations to present cases as spokesperson of the society to the company, to develop a bridge between company thinking and societal expectations, to make the society aware of Contributions Company made for amelioration and well-being of the members of the society.
2. Effect of Globalization: Because of globalization, multinational corporations (MNCs) and trans-national corporations (TNCs) have entered in the market resulting in, stiff competition amongst the market players. In such a situation, it becomes difficult for the domestic companies to survive in the context of quality goods they supply and the price they fix for the customers.
15. Give two characteristics and purpose of Management Development?
Ans: The characteristics of management development are as follows-
1. It is an organised process of learning rather than a haphazard or trial and error approach.
2. It is a long term process as managerial skills cannot be developed overnight.
16. Give two basic features of Management Development?
Ans: Basic features of Management Development has been explained in the followings-
1. Management development is a planned and organized process of learning.
2. It is an ongoing or never ending exercise. It continuous throughout an executive's entire professional career because there is no end to learning.
17. Give two principles for maintaining Effective Development?
Ans: Such principles are as follows-
1. All development is self-development: It means that people are developed not so much by others as by themselves. This principle highlights the importance of an individual candidate's inner motivation and basic abilities. The primary responsibility must rest upon the person to be developed.
2. Development is closely akin to education: Development is more closely akin to education than it is to specific training in skills because the development programme aims at overall growth of an individual to enable him/her to achieve the desired objectives.
18. Mention the types of Training?
Ans: The important types of training are as follows-
1. Induction/orientation training.
2. Job Training/in-plant training.
3. Apprenticeship/craft training.
4. Internship training.
5. Refresher/re-training.
19. Give two benefits of training evaluation?
Ans: 1. Accountability: Training evaluation brings in greater accountability by ensuring that training programs comply with all the competency gaps, and there is no compromise on deliverables.
2. Transparency in Feedback: Evaluation of training programs also acts as a proper feedback mechanism for the trainer and the overall training process. Since evaluation mostly assesses individuals at the level of their work, it makes it simpler to understand the loopholes of the training so that required changes in the methodology can be implemented.
20. Mention two methods to evaluate Training Effectiveness?
Ans : 1. The Kirkpatrick Taxonomy: The Kirkpatrick Taxonomy is perhaps the most widely used method of evaluating training effectiveness. Developed by Don Kirkpatrick in the 1950s, this framework offers a four-level strategy that anyone can use to evaluate the effectiveness of any training course or program.
2. The Phillips ROI Methodology: The second method for evaluating training effectiveness that we'll discuss is the Phillips ROI Methodology. When Jack Phillips published his own work on training evaluation in 1980, the Kirkpatrick taxonomy was already well established as the dominant training evaluation model. However, Phillips wanted to address several of the shortcomings he saw in the Kirkpatrick taxonomy. His ROI methodology is best thought of as an expanded version of Kirkpatrick's taxonomy.
21. Define Training Process Outsourcing in HRM?
Ans: Training Business Process Outsourcing in Human Resources Management is drawing attention in the management scenario more and more; this is because the strength of an organisation lies in the dedicated work force. To build a dedicated and high calibre, human resource requires very concentrated effort. This time-consuming process is worth the effort.
LONG QUESTION ANSWER
1. Differentiate between training and development.
Ans : Although training is often used in conjunction with development, the terms are not synonymous. Training typically focuses on providing employees with specific skills or helping them correct deficiencies in their performance. For example, when an organisation is introducing new equipment, they may give training to their workers regarding how to use that equipment on their job. In contrast, development is an effort to provide employees with the abilities the organisation will need in the future.
1. In training, the focus is solely on the current job while in development, the focus is on both the current job and the jobs that employees will hold in future.
2. The scope of training is on individual employees, whereas the scope of development is on the entire work group or organisation.
3. Training is job specific and addresses particular performance deficits or problems, while development is concerned with the workforce's skills and versatility.
4. Training tends to focus on immediate organizational needs and development tends to focus on long-term requirements.
5. The goal of training is fairly quick improvement in workers' performance, whereas the goal of development is the overall enrichment of the organisation's human resources.
2. What is the importance of training?
Ans: 1. Training enables the management to face the pressure of changing environments.
2. Training usually results in the increase of quantity and quality of output.
3. Training leads to job satisfaction and higher morale of the employees.
4. Trained workers need lesser supervision.
5. Trained workers enable the enterprise to face competition from rival organization
6. Training enables employees to develop and rise within the organization and increase their earning capacity.
7. It moulds the employee's attitudes and helps them to achieve better co-operation with the organization.
3. What are the six steps in training?
Ans: Important steps in training are-
1. Discovering or identifying training needs.
2. Preparing the instruction or getting ready for the job.
3. Preparing the trainee.
4. Presenting the operation.
5. Try out the trainee's performance.
6. Follow-up or rewards and feedback.
4. Why is training needed?
Ans: Training is needed for following purposes:
1. To match the Employee specifications with the job Requirements and Organizational needs.
2. Organizational viability and the transformation process.
3. Technological Advances.
4. Organizational Complexity.
5. Human Relations.
6. Change in the job assignments
7. To increase productivity
8. To improve quality of the products and services.
5. What are the limitations of training?
Ans: Training is considered as one of the lesser developed areas of public personnel administration- In many organisations it is failed due to its weakness in policies, procedures and practices relating to training activities.
It is failed due to the following reasons-
1. Lack of coordination among the training staff and other staff.
6. Training enables employees to develop and rise within the organization and increase their earning capacity.
7. It moulds the employee's attitudes and helps them to achieve better co-operation with the organization.
3. What are the six steps in training?
Ans: Important steps in training are-
1. Discovering or identifying training needs.
2. Preparing the instruction or getting ready for the job.
3. Preparing the trainee.
4. Presenting the operation.
5. Try out the trainee's performance.
6. Follow-up or rewards and feedback.
4. Why is training needed?
Ans: Training is needed for following purposes:
1. To match the Employee specifications with the job Requirements and Organizational needs.
2. Organizational viability and the transformation process.
3. Technological Advances.
4. Organizational Complexity.
5. Human Relations.
6. Change in the job assignments
7. To increase productivity
8. To improve quality of the products and services.
5. What are the limitations of training?
Ans: Training is considered as one of the lesser developed areas of public personnel administration- In many organisations it is failed due to its weakness in policies, procedures and practices relating to training activities.
It is failed due to the following reasons-
1. Lack of coordination among the training staff and other staff.
2. There is no clear training policy and have not proper linkage with HRD policy.
3. Top management have little confidence about the training methods which ensuring development of human resources.
4. Lack of efforts to make better utilisation of the trainees.
5. Organisational arrangements, budgetary allocations, staff resources, aids etc. are not adequate and properly placed.
6. What are the benefits of training program?
Ans: They are-
1. Personal growth.
2. Development of new skills.
3. Higher earning capacity.
4. Helps to adjust with changing technology.
5. Increased safety.
6. Confidence building.
7. Improves morale of employees.
8. Less supervision.
9. Chances of promotion.
10. Increased productivity.
7. What does a training policy incorporates?
Ans: A training policy must incorporate the following-
(i) It must clarify the approach of the organisation towards the development of employees.
(ii) It must serve as a guideline for framing and implementing training programme.
(iii) Providing information to all employees affected by training.
(iv) To fix the priorities of the organisation regarding main fields of training.
(v) To provide proper opportunities of advancement to the employees on the basis of training.
8. How would you ensure that the training is effective for an Employee within the Company?
Ans: The training is effective in all means if it-
• Imparts new skills.
• Inculcates new ideas, knowledge and concepts.
• Is practical oriented.
• Not an information dump.
•Aligns the training needs to fulfill the organizational short and long term goals.
• Conducts the post evaluation to ensure the satisfaction levels to refine the future training needs.
9. What is the role of a trainer in a Company?
Ans: The role of a trainer is to develop a competency and skill sets in an individual to perform his/her effectively and efficiently in the work place. The trainer should communicate to the trainees about what is expected out of training in a simple and professional way.
The trainer plays a pivotal role from start to end of the training that includes the following-
•Training plan
•Timing of different training sessions
Choosing the relevant training methods
• Preparing the training materials and aids
• Conducting training sessions and
• Evaluating the post training session.
10. What is the importance of communication within an Organisation?
Ans: Communication within an organization is one of the key elements responsible for its success and congenial atmosphere. Better communication in an organization brings following results-
1. Better employer-employee relationship
2. Lesser confusions within the employees and with the management
3. Better productivity as the goals are clearly stated and conveyed with a clear work path
4. Better communication helps in implementing changes easily
5. Its boosts up the confidence level of the employees
6. The employees in an organization with clear communication are better motivated.
7. Employees will have lesser grievances in a clear communication environment.
11. What do you know about following traditional methods of Training?
Ans: a. Demonstration: The trainer demonstrates the way an employee can perform his regular chores at the work place while avoiding any complex situation. In case faced with any complex situation, the trainer also helps in dealing those complex situations.
b. Discussions: In this, both the trainer as well as the trainee discusses the problems an employee faces on the job front and the trainer then provides a solution to deal with the problems. The discussion could be relating anything, problems while performing on job, interacting with colleagues, lack of confidence.
c. Lectures: It is the oldest form of imparting training. In fact no training can be complete without a part of lecture in it. This form of training is usually imparted when there is no scope or very little scope of argument amongst the trainer and the trainee. Lecture system is used when the trainer just has to impart certain information to the trainee, i.e. may be about the vision, mission, and policies of the organization.
d. Management Development : Management Development plays an imperative role in making the organization more competitive. In this the management align their employees with strategical planning in order to be more competitive. Especially this kind of a training is of high importance as competition os very high in all the sectors.
12. Explain following forms of training done with Games and Simulation?
Ans: a. Behaviour Modelling : In this kind of training the trainees are usually shown a video of a prospective person, in which the behaviour or any particular process is video - taped for the trainees to learn from that video and behave accordingly.
b. Business Games: Business Games are based on the rules, procedures, plans, relationships and functions performed by the organization. This kind of training is usually imparted when any new employee joins the organization. In the business games, the trainees are provided with restricted data on a precise circumstance and are probed to make pronouncements in errand of the organization.
c. Case Studies: In this the trainees are provided with certain case studies, which the top management either from the same organization or from any other organization in the same business must have dealt with. Based on the case studies, the trainees are supposed to give their solutions on the same problem. The main motive of this is to acquaint the trainees with the problem rather than the solution.
d. Equipment Stimulator: Equipment simulators are the mechanical devices that compel the novices to use some actions, strategies, methods, trials, activities, or decision procedures they would use with apparatus back on in the organizations.
e. In basket technique: In this, some material in form of text or memos is given to the trainee. The text or memos include information about the responsibilities to be carried out by the trainee. And with the data available the trainee is supposed to respond to the questions posed by the trainer within a limited time frame. Following which the trainer provides a feedback with the suitable options.
f. Role Plays: It is a technique in which the trainees are given certain roles to be enacted. This technique helps in developing interpersonal as well as communication skills, team building skills as well as group decision making skills amongst the employees.
13. Explain following job training methods.
Ans: a. Coaching: The goal of coaching is to improve the performance of the employee. Coaching focuses on the individual needs of an employee and is considered to be less formal than any other type of training.
b. Mentoring: There is a very thin line to differentiate between coaching and mentoring. Where coaching is done online, mentoring is done offline and is just a help offered by one person to another in carrying out the work without any hurdles.
c. Job rotation: Job rotation is usually done to give an enlarged perspective of the business or to give global opportunities to the employee. It is mostly used for junior employees who can prospectively replace senior level employees.
d. Job Instruction Technique: This training method focuses on knowledge, skills and attitude development. It consists of 4 steps,
i. Plan- Making the trainer aware of the kind of work you carry.
ii. Present the trainer presents the synopsis as well as the different aspects of the work
iii. Trial- You actually step into the shoes of the other person and perform the chores to gain practical experience before taking over completely
iv. Follow up-the trainer follows up with the employee so as to avoid any kind of mistakes made by the trainee.
14. How would you evaluate the results of Training?
Answer: Evaluating training is a continuous process. You need to keep evaluating the process right from analysing the training need to the completion of training. i. Participant satisfaction as well as reaction: This is the basic way of evaluating the results of training. Often this is the starting and ending way to evaluate the results of training. How satisfied the participants are from the training is the main criteria of evaluation and the positive results of the training are based on the satisfaction of the employees.
ii. How much knowledge has been acquired from the training: The second stage of evaluating result is how much knowledge has been imparted to the participants from the training. This is usually measured through a questionnaire as well as how they are performing post the training.
iii. Behavioural Application : If the subject of the training is based on behavioural aspect, then post the training the behaviour of the employee is tested to see how effective the training has been. The behaviour of the employee could be based on the job front or basis on the relations with his contemporaries.
iv. Business improvement: From the training, how much has the business been profited? In other terms, it is calculating the Return on Investment. Not only is the Return on Investment calculated but also has the performance of the employee improved.
15. Explain the steps to make Training Effective for Employees?
Ans: Following are the steps to make Training Effective for Employees-
i. Training Need Analysis: The first step to make training effective for your employees is to make an analysis on the skills that need to be trained on. Comprehensive need and skills analyses will help you define the needs of your employees, which will assist you in knowing what kind of training program you need to define for them.
ii. Why do they need training: You need to make your employees aware on the reasons as to why they require that particular training? Once they will be convinced for the reasons they require training, they will take more interest in the training.
iii. Contents of the training program: Once you have determined the needs and defined the training program as per the needs analysis; you need to introduce the content of the training to the employees.
iv. Relevance of the training: There is enough workload on an employee, we all agree to that. So, if an employee feels during the training session that it will not be advantageous for him in anyway, he will feel frustrated to attend the training.
v. Meticulous training: The training provided to the employee should be exhaustive so that it trains the employee to deal with every small and big situation in an effective manner.
vi. Evaluating the training: Once the training is over, you need to evaluate the effects of training on the employees, i.e., you need to see whether the training improved the job performance of the employee or not.
16. Explain some benefits of Training?
Ans: Benefits of Training-
1. Training improves the quantity and quality of the workforce. It increases the skills and knowledge base of the employees.
2. It improves upon the time and money required to reach the company's goals. For example-Trained salesmen achieve and exceed their targets faster than inexperienced and untrained salesmen.
3. Training helps to identify the highly skilled and talented employees and the company can give them jobs of higher responsibilities.
4. Trained employees are highly efficient in comparison to untrained ones.
5. Reduces the need to constantly supervise and overlook the employees.
6. Improves job satisfaction and thus boosts morale.
17. Explain the need for management development in HR?
Ans: The need for management development can be ascertained from the following-
1. Social Obligation: Organization is a part of society. Society has expectations, demands for its growth and development from societal members including organization/s functioning in the society. Organization can fulfil societal demands / requirement if managers are capable enough to analyse social obligations to present cases as spokesperson of the society to the company, to develop a bridge between company thinking and societal expectations, to make the society aware of Contributions Company made for amelioration and well-being of the members of the society. Hence, management development is needed to prepare capable and effective managers.
2. Effect of Globalization: Because of globalization, multinational corporations (MNCs) and trans-national corporations (TNCs) have entered in the market resulting in, stiff competition amongst the market players. In such a situation, it becomes difficult for the domestic companies to survive in the context of quality goods they supply and the price they fix for the customers. It is, therefore, imperative need for the companies to have world class workers for production of world class product at reasonable cost; and the companies can have such dynamic workforce if, they have highly skilled, committed, dynamic pool of management personnel who can prepare the workers' community according to need, requirement of the companies. So, here is the necessity of management development to face the challenges emanated from the globalization.
3. Effective Functioning of Line Management : Line management/technocrats are well conversant with technicalities of production activities but, they may lack adequate skill, abilities in human relations development and conceptual areas of the company. For effective functioning of their work they need improvement, development of their skills in those areas where they lack. Hence, management development programmes are required to be conducted to promote enhancement of human skill and conceptual skill of technocrats, line managers of organizations so that, they can perform their job better in terms of need, requirement of the companies.
4. Excellent Quality of Work of Non-Technical Higher Management: Technical skill is required for excellent performance by non-technical managers. Requirement of technical skill of management personnel varies in degree considering grade/strata of the management to which they belong. Higher level management may need some knowledge/skill in technical areas and so, for better functioning they need to acquire skill in this area. Management development programme designed to impart technical skill to such non-technical higher management personnel may facilitate to deliver excellent quality of work by them.
5. Use of Latest Technologies: Every organization needs to use latest technologies in its operational and service activities so that, quality goods at minimum cost can be produced to face competition with the market players but, these latest technologies cannot be effectively used if, the managers are not given proper training to have acquaintances with technologies, its operative areas, use, effectiveness, probable problems, etc.
6. Change in Economic Policy: Change in economic policy creates a new business climate and work culture in organization where re-inventing of management practices appears to be of much necessity. New areas are required to be explored for expansion and diversification of business; continuous improvement of quality in services and products needs to be emphasised; issues like retention of customers and search out for new customer be prioritized. For all these, executives need an enrichment of knowledge, specific thought pattern, creative thinking, analytical ability, meaningful vision and foresightedness, and this is possible through organizing tailor-made development programmes which may enable higher management to explore new areas and to practice in the company to confront changes.
18. Explain the characteristics of management development?
Ans: The characteristics of management development are as follows-
1. It is an organised process of learning rather than a haphazard or trial and error approach.
2. It is a long term process as managerial skills cannot be developed overnight.
3. It is an ongoing exercise rather than a "one-shot" affair. It continues throughout an executive's entire professional career because there is no end to learning.
4. Management development aims at preparing managers for better performance and helping them to realise their full potential.
5. Executive development is guided self-development. An executive can provide opportunities for development of its present and potential managers. Bill the image for learning has to come from the executive itself. Executive development is possible only when the individual has the desire to learn and practice what he learns.
The organisation ean provide the environment for development or advancement but the initiative for development has to be taken by the individual himself. Unless the person has the required potential and urge, he cannot be considered fit for development. He can also be given the necessary guidance to help him face the present job's problems or to prepare him for the higher jobs. Training is also necessary to prevent obsolescence of knowledge and skills of individuals. Executive development programmes seek to develop the overall personality of the executives and not only the skills necessary to do the job efficiently. The job of executive is a very challenging one. So, the executive development programmes should be more concerned with conceptual and human skills of the executives. A comprehensive development programme uses various learning aids to increase the knowledge, decision making ability, skill in dealing with people and maturity of the managers.
19. Explain the Basic features of Management Development?
Ans: Basic features of Management Development has been explained in the followings- 1. Management development is a planned and organized process of learning.
2. It is an ongoing or never ending exercise. It continuous throughout an executive's entire professional career because there is no end to learning.
3. It is a long-term process as managerial skills cannot be developed overnight
4. It is guided self-development. An organisation can provide full opportunities for development of its present and potential managers.
5. It aims at preparing managers for better performance and helping them to realise their full potential.
20. Explain the Principles for Maintaining Effective Development?
Ans: Such principles are as follows-
1. All development is self-development: It means that people are developed not so much by others as by themselves. This principle highlights the importance of an individual candidate's inner motivation and basic abilities. The primary responsibility must rest upon the person to be developed.
2. Development is closely akin to education: Development is more closely akin to education than it is to specific training in skills because the development programme aims at overall growth of an individual to enable him/her to achieve the desired objectives.
3. Gearing to individual differences: Too much emphasis should not be laid on uniformity of development efforts. Instead, development efforts should be geared to individual differences. An individual must be helped, and the development programme should be so planned as can create an environment in which self-development is stimulated and facilitated.
4. Long-range process: An executive cannot be developed just by taking a course, holding a job, reading a book, or attending a seminar or conference. Such development is rather a long-range process with individual development programmes running into many years.
5. Adequate facilities: For encouraging self-development, it is necessary to create an effective organisational climate, making all developmental facilities available.
6. Adequate rewards: The people who display interest and activity in development should be rewarded appropriately.
7. Effective immediate supervisor: The immediate supervisor exercises a key influence. The supervisor should emphasise on high-quality performance, supportive coaching and proper counselling.
21. Explain the essential components or steps of a comprehensive management development programme.
Ans: The essential components or steps of a comprehensive management development programme are discussed below under the following heads-
(i) Looking at Organisations' Objectives, this is the first step in executive development programme. The objects tell "where we are going" and will develop a framework from which the executive need can be determined.
(ii) Ascertaining Development Needs calls for organisational planning and forecast of its needs for present and future growth This is generally based upon a comprehensive job descrie growth specification and job analysis with particular reference to the kind of management work performed, the kind of executives needed. and the kind of craits, eco, experience, training, special needed. skills, personal traits, etc., required for such work. Most companies train their own executives, except when they experience a critical shortage of specialised high-level talent. In the latter case, executives are hired from outside.
(iii) An Appraisal of Present Management Talent is made with a view to determining qualitatively the type of personnel that is available within an organisation itself. The performance of a management individual is compared with the standard expected of him. His personal traits are also analysed so that a value judgment may be made of his potential for advancement.
(iv) A management Manpower Inventory is prepared for the purpose of getting complete information about each management individual's bio-data and educational qualifications, the results of tests and performance appraisal. It may also be maintained on replacement tables or charts. From these, it can be known that several capable executives are available for training for higher positions. An analysis of the information will bring to the attention of the management the potential obsolescence of some of the present executives, the inexperience or shortage of managers in certain functions, and skill deficiencies relative to the future needs of the organisation.
(v) The Planning of Individual Development Programmes is undertaken to meet the needs of different individuals, keeping in view the differences in their attitudes and behaviour, and in their physical, intellectual and emotional qualities. The weak and strong points of an individual are known from his performance appraisal reports; and, on the basis of these, tailor-made programmes are framed and launched. Such programmes give due attention to the interests and goals of the subordinates as well as the training and development opportunities which exist within an organisation.
22. Explain the Significance of Career Development in View of Increase in Diversity of Employees at Work Place?
Ans: Career development for diversified group of employees assumes greater significance in view of increase in diversity of employees at work place.
1. Career Development for Women: Increasing need for utilising the talents of females which would be around 50% of human resources and increase in educated female force made organisations to plan for the career development of women. Women in management are normally in disadvantage position as they are not part of "good- old-boys' network."
So, managements have to eliminate the barriers in the process of career advancement, encourage women for skill development and facilitate the process of career development of women employees.
2. Glass-Ceiling Audits : Glass-Ceiling is defined as, "those artificial barriers based on attitudinal or organisational bias that prevent qualified individuals from advancing upward in their organisations into management level positions." Glass-ceilings may prevent women employees from advancing in their organisations. Therefore, managements should prepare women for managerial positions through counselling, mentoring and training.
3. Allowing Family Responsibilities: Women employees are tied up with family responsibilities, which would hamper their career development. Therefore, some firms introduced certain programmes like alternative career paths, extended leave, flexi-time, flexi-work, job sharing and telecommuting in order to enable women to balance career and family.
4. Career Development for Minorities: Employees belong to minorities are in a disadvantageous position in career progression. Therefore, organisations provide certain programmes for the development of minorities. These programmes include special training. reservation of certain number of positions for minorities, internships and organising training courses.
5. Dual Career Couples: Dual career couples follow their own careers; support each other's career development. However, career opportunities of any of the couple may hinder the career of the other. Economic necessity, social focus and psychological adjustments encourage dual career marriages. Dual career families undergo social maladjustments due to transfers, uneven career progressions of one of the couples etc. Therefore, managements should take care for balanced career progression and development of career couples.
LONG QUESTION ANSWER 10 MARKS
1. Explain briefly the two important strategies of Career Development?
Ans: 1. Individual Strategies: Organizations initiate efforts to develop their employees. However, they cannot take the sole respon-sibilities to develop each individual's career. Individual employees must also take initiatives themselves. Career results from the matching goals of the individual with that of the organization.
Career development is a joint responsibility of an employee and the organization. If an employee wants only the organization to develop his career, the organization is likely to impose too much organizational control restricting the autonomy of that employee. Therefore, it advised that you should be instrumental to manage your own career.
The self-management of your career will help you determine your own destiny and enhance your independence. In career decisions, the individual is the only one having appropriate information. He must be assertive to express his feelings so that he does not get deceived with regard to his career. Managing the self is of utmost importance. The steps involved in successful self-management of career are - do it now, know thyself, analyse career opportunities, establish career goal, obtain feedback, and manage your career.
i. Do it Now: Suppose you have made decisions that will have an impact on your career. Do not delay in implementing the decisions. Do not wait for an auspicious day to come; for completing an academic activity, for settling down, and for any other reasons. Pursuing a career will always have uncertainties. Self-management helps to reduce the uncertainties.
ii. Know Yourself: You need to know your own strengths and weaknesses. Take the help of someone, whom you like and regard, to help you to identify your strengths and weaknesses. You must know how others see you; view your behavioural pattern, and opinions they possess. You must have the ear to hear what others are telling about you.
iii. Analyse Career Opportunities: Try and examine the sources of career opportunities. There are many sources of information concerning occupations and career opportunities. Many B-schools are publishing placement manuals or brochures containing information regarding career opportunities. You may also collect information from some of your friends or relatives who keep themselves informed. Spend few hours browsing the internet to determine what potential employers are seeking.
iv. Establish Career Goals: In the preceding three steps, you have learned that you should not delay in implementing decisions, you need know yourself, and you must analyse career opportunities. Using these as your arsenal, you should now develop your specific career goals. The goals should be measurable and attainable; may be for short-term or long-term. The self-determined goals should stretch your performance. As success breeds success, meeting a short-term goal leads to even higher aspirations and improved performance.
. people help one correct his/her errors. You are required to think and plan how you feedbacks from others with and current career planning.
vi. Manage your Career: Managing career is not just implementing your plan. It is not a one-shot operation; but rather an m-going process. The self-management spreads over your entire Working life. You need to constantly look for opportunities, and take advantage of them. It is of utmost importance to build and maintain relationships. Evaluating and modifying career goals and plans should be a continual process. You must be flexible while taking decisions. You should not be tied up completely with a particularly job, department, or organization.
2. Organizational Strategies: Being aware of the utmost need of employee career development, organizations are designing pro-grammes for effective management of human resources. The aim of this effort is directly related to career issues such as reducing employee attrition, exploring potential and providing matching assignments, developing high-potential candidates, preparing for managerial positions, enhancing problem-solving abilities, reducing problems arising out of lack of knowledge and skills, providing ample opportunities for growth, ensuring upward movement for potential employees, and so forth. Many organizations have instituted a system of career counselling through workshops, and have employed career guidance specialists. Literatures suggest a number of specific drives that organizations can take to make the career programmes effective.
i. Improving Human Resource Planning and Forecasting System: Considering and analysing the targets of the organization, it should develop the job specifications and recruit personnel of the required quantity and requisite quality. Companies need to develop procedures to meet the target in fluctuating situations. They need to select the appropriate forecasting technique to assess manpower needs.
ii. Improving Dissemination of Career Option Information : Employees always remain impatient to know about their career and the various career options available. Companies having career planning system should share the information with the employees through administrative manuals, circulars, or other documents. The information calms their restless minds and they can concentrate on the work assigned to them. Organizations should develop instruments to keep employees informed about the career options.
iii. Initial Career Counselling: Career counselling is a way of periodic performance appraisal. In addition to appraising performance, counselling provides excellent opportunity to discuss career problems of employees; their goals, and opportunities available for developing in career.
iv. Support of Education and Training: Education and training system supports all levels of employees to improve their careers. The prerequisites for further career growth are first identified, and need- based training is conducted accordingly. Furthermore, for enhancing an employee s overall growth, education is imparted. It is important that the organization must have clearly-defined policies concerning time-off and the necessary financial supports.
v. Job Posting: Employees aspire to advance in their careers. In larger organizations, the aspirations are higher. Employees need to get information for advancement in their careers. Organizations must provide all employees with information concerning job openings. Moreover, a system of job posting helps an organization to attract talents from market. The system stimulates employees of all levels in career planning and development.
vi. Special Assignments and Job Rotation: Doing the same job over a long period of time generates boredom. Employees should get the opportunity of gaining new experience by way of performing special assignments and through job rotation. These actions enable employees to learn new things first-hand and performing them in different settings. Simultaneously, management can also ascertain the capacity and potential of an employee to accept challenges, working in new settings, and with new people.
2. Explain briefly the objectives of Career Development?
Ans: Objectives of Career Development-
1. Best use of employee skills: An objective of career development helps the organization to better utilize staff efficiency. Since the managers know their skills and potentiality and so, they can put them in a profession where they can gain the highest output. Using employee skills is one of the purposes, benefits, and objectives of career development goals.
2. Realistic viewpoint for Future: Self-awareness relates to knowledge of the difference between real and perceived carrier progress restrictions. The future of the employees greatly depends on the right approach to career development. By examining the available opportunities and honest evaluation of an employee's skill, career development wants to give every employee a realistic viewpoint in the future.
3. Feedback: It is also necessary for the measurement of the implementation rate of each specific policy and the measures taken by the organization. In addition, it helps the manager to respond to the performance of the employees so that they can understand what they expect from them. Asking feedback is one of the purposes, benefits and objectives of career development goals.
4. Resourceful & Growth trends: As a real form of training for career development, the field of research and training for workers, primarily concerned with the increase in the production of improved staff and the potential for staffing. Career development prograved can help provide workers with the skills and tools to work in unemployed employment or in an organization, corporation, or organization.
5. Setting realistic goals: Setting realistic goals and expectations is one of the main goals of a career development process. It helps both employees and agencies understand what is possible for them and how they can achieve their goals. Setting realistic goals is one of the purposes, benefits and objectives of career development goals.
6. Learning: Education is among the more straightforward objectives of career development. Employers try to give access to information about options such as program employees, or potential employees, job opportunities and skill training. It is also an important purpose because the learning process provides a way to measure the effectiveness of programs that work for employee development.
7. Boost up job satisfaction: Organizations specially design careers development systems to increase their working life satisfaction satisfaction. Since they have to maintain their valuable assets and prepare them for the top position in the future, they need to understand the needs of their career and expectation of the organization. Boosting up job satisfaction is one of the purposes, benefits and objectives of career development goals.
8. Sensitivity diversification: Many career development programs make the diversity of sensitivity in the top priority of a workplace. With increasing globalization, workers are often contacted by different backgrounds and cultures. By understanding the value of different work habits and perspectives, sensitivity may be a misunderstanding or a misleading point. At the same time, teaching the workers about the concerns, culture and customs, can help protect social problems or embarrassment in different places.
9. Ensure good communication between organizations: An objective of designing a career development strategy is to fully encourage good communication among the organization. It is for
example the manager and staff and managers and top management for all level communications of the organization. Accurate communication helps to solve the life of the organization and various major problems.
10. Grow Self-awareness: One of the main objectives of any career development program is to provide a higher knowledge of self- awareness for participants. Employees should be able to identify their skills and weaknesses, to apply effectively more effectively. Employees are useful in understanding where the understanding focus is on the efforts towards improving understanding.
3.Explain the Importance of Training and Development of Employees in HRM?
Ans: 1. Optimum Utilization of Human Resources: Human resources need to be polished and trained to enhance their potential. Training and development of employees helps to make the best use of the employee's overall worth to the organization.
2. Creating a Highly Skilled, Motivated and Enthusiastic Workforce: The existing workforce is trained to increase their productivity, and motivated to contribute their best towards the organization. The employees will be more confident about themselves and enthusiastic about their job. They will adapt to technological changes and innovations more readily.
3. Increase Productivity: Knowledge about usage of sophisticated machinery and new technology is imparted to employees which will enable them to use the equipment more efficiently and thereby increase productivity.
4. Build Team Spirit : Training often takes place in groups where the trainees are encouraged to interact with each other and discuss organizational issues. This helps to create team spirit among the employees.
5. Healthy Work Environment: Training and development programmes help to modify the thought and behaviour process of the employees in such a way that is conducive to building a healthy work environment.
6. Personal Growth of Employees: Development programmes provide opportunities to the employees to enhance their skills and knowledge and help them to achieve better career growth.
7. Promote Learning Culture: The employees are encouraged to continuously learn new concepts and update their talents. This helps to promote a learning culture within the organization which would greatly help in its future sustenance and growth.
8. Improve Employee Morale: When employees are trained to become better performers, they feel a sense of accomplishment. They realize that they are effectively contributing towards organizational goals and thus get a morale boost.
9. Better Managerial Skills: Training and development programmes inspire the employees to think, plan, solve problems and take important decisions. This hones up their managerial skills.
10. Reduce Employee Turnover: A well trained employee will take more interest in his job and will be a more efficient worker. He will get more job satisfaction. People who love their jobs are more loyal towards the organization.
11. At Individual Level-
i. It helps in Diagnosis of present problems and future challenges
ii. It Improves individual performance or fixes up performance deficiency
iii. Training Improves skills or knowledge
iv. It helps in anticipating future skill-needs and prepares employees to handle more challenging tasks
v. It also helps in preparing for possible job transfers
vi. Trained employees can cope up with any changes in technology easily.
vii. Training makes employees become hyper efficient
4. Explain the main objectives of Training and Development?
Ans: The main objectives of Training and Development are-
1. Increased Productivity: For any company, keeping the productivity at its peak is as important as getting in new customers for business. Since even a slightest of the disturbance can take the business to the brink of huge losses. Moreover, to tackle with the immensely growing competition in the target market, it is important for one to increase the productivity of its workers while reducing the cost of production of the products. So, that's where the training comes as a savior of the company, jumps in the scenario and takes it out of the dangers bravely.
Training takes the current capabilities of the workers of a brand, polishes it and makes them learn and devise new and effective methods of doing the same thing, in a repeated manner. In other words, the training, if done in a proper way, can give your business a whole new look with a much powerful base as experienced workers at its core.
2. Quality Improvement: Improving the quality of the product is obviously one of the main objectives of training and development since it's not like those times when customers weren't such quality conscious. Today's customer knows what's better for him and what's not. Simply said, those old methods of some sweet talk and business won't work for much long, because once they know the reality behind the curtains through the services and products quality, they will leave the company as it is without giving it, even, a second thought.
Just think of it as if you and your competitor are competing for the same service with some difference in quality but at the same price, it is obvious that they will choose the one who is better at handling the task without any quality degradation. Even if your price is a little higher, then it is most likely the case that most of the customers will come to you.
3. Learning time Reduction: Keeping an eye on the learning capabilities of employees, and providing them the help which they need, can be highly beneficial in longer runs. This capability of theirs' is what that determines how quickly an employee grabs the newly discovered fact and so, shape the future products on this discovery. The weaker the capability, the harder it is to learn. But this scenario can also be supported by the usage of proper learning material and experienced instructors who prefer real-life experience than cramming. So, reducing the learning time is also one of the main objectives of training and development.
4. Safety First: Safety of anyone, either he is a worker, an officer or even a customer, is not something that can be taken lightly, especially in cases, where one knows that even a minute mistake can even lead to life threats. Therefore, providing the knowledge, for using the equipment in a proper way and creating the life-friendly product, also belongs to one of the major objectives of training and development. The higher, the employees are better at handling equipment, the better it is both for the company and for the workers.
5. Labor turnover Reduction: No business can flourish well while it is regularly turning over its workforce since it is obvious that every new workforce will require some time to understand the type of work, its principle and safety precautions, which lead to decreased productivity. Moreover, it also diminishes the feeling of self-confidence among the workers, and this really isn't a good thing. On the contrary. training ensures that the company doesn't need to turn over.
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