assignment of research methodology by gursharan singh

7/31/2019 Assignment of Research Methodology by Gursharan Singh

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University of Petroleum & Energy Studies

MBA (LSCM) Sem- II Batch 2011-13

ASSIGNMENT OF RESEARCH METHODOGY

ON

RECRUITMENT/TRAINING METHODS FOR MANAGEMENT

PROFESSIONALS IN INDIA

SUBMITTED TO:

Dr. NEERAJ ANAND

Associate Professor - CMES

SUBMITTED BY:

GURSHARAN SINGH

Roll No: - 18


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1. INTRODUCTION TO RECRUTMENT. 12. PURPOSE AND IMPORTANCE. 2

3. FACTORS AFFECTING RECRUTMENT. 3

4. RECRUTMENT PROCESS. 8

5. METHODS OF RECRUTMENT. 9

6. TRANNING. 11

7. FACTORS INFLUENCING TRANNING NEED. 14

8. TECHNIQUES OF TRANNING. 15


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RECRUITMENT

INTRODUCTION

People are integral part of any organization today. No organization can run without its human

resources. In todays highly complex and competitive situation, choice of right person at the right

place has far reaching implications for an organizations functioning. Employee well selected

and well placed would not only contribute to the efficient running of the organization but offer

significant potential for future replacement. This hiring is an important function. The process of

hiring begins with human resource planning (HRP) which helps to determine the number and

type of people on organization needs. Job analysis and job design enables to specify the task and

duties of hobs and qualification expected from prospective job HRP, job analysis, hob design

helps to identify the kind of people required in an organization and hence hiring. It should be

noted that hiring is an ongoing process and not confined to formative stages of an organization.

Employees leave the organization in search of greener pastures, some retire and some die in thesaddle. More importantly an enterprises grows, diversifies, take over the other units all

necessitating hiring of new men and women. In fact the hiring function stops only when the

organization ceases to exist.

Hiring involves two board activities:-

1. Recruitment2. Selection


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RECRUITMENT

The word recruitment has many meaning and plays an important role. Employees leave the

organization in search of greener pastures- some retire some die in saddle. The most important

thing is that enterprise grows, diversifies, and takes over other units-all necessitating hiring of

new men and women. In fact recruitment functions stop only when the organization ceases to

exist. To understand recruitment in simple terms it is understood as process of searching for

obtaining applications of job from among from whom the right people can be selected. To

define recruitment we can define it formally as it is a process of finding and attracting capable

applicants for employment. The process begins when new recruit are sought and ends when their

application are submitted. The result is a pool of applicants from which new employees are

selected. Theoretically, recruitment process is said to end with receipt of application in practice

the activity extends to the screening applicants as to eliminate those who are not qualified for

job.

PURPOSE AND IMPORTANCE

The general purpose of recruitment is to provide a pool of potentially qualified job candidates.

Specifically, the purposes are to:

1. Determine the present and future requirement of the organization in conjunction with its

personnel planning and job analysis activities;

2. Increase the job pool of job candidates at minimum cost;

3. Help increase the success rate of the selection process by reducing the number visibly under

qualified or job application;4. Help reduce the probability that job applicants, once recruited selected, will leave the

organization only after a short period of time;

5. Meet the organizations legal and social obligation regarding the composition of its workforce;

6. Being identifying and preparing potential job applicants who will be appropriate candidates;

7. Increase organization individual effectiveness in the short term and long term;

8. Evaluate the effectiveness of various recruiting technique and sources for all types of job

applicants.


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FACTORS AFFECTING RECRUITMENT

There are a number of factors that affect recruitment. These are broadly classified into

two categories:

1. Internal factors2. External factors

INTERNAL FACTORS

The internal factors also called as endogenous factors are the factors within the organization

that affect recruiting personnel in the organization.

Some of these are:-

Size of the organization

The size of the organization affects the recruitment process. Larger organization finds

recruitment less problematic than organization with smaller in size.

Recruiting policy

The recruitment policy of the organization i.e. recruiting from internal sources and external

sources also affect the recruitment process. Generally, recruitment through internal sources is

preferred, because own employees know the organization and they can well fit in to the

organization culture.

Image of the organization

Image of the organization is another factor having its influence on the recruitment process of the

organization. Good image of the organization earned by the number of overt and covert action bymanagement helps attract potential and complete candidates. Managerial actions like good public

relations, rendering public service like building roads, public parks, hospitals and schools help

earn image or goodwill for organization. That is why chip companies attract the larger numbers

of application.

Image of the job

Better remuneration and working conditions are considered the characteristics of good image of

a job. Besides, promotion and carrier development policies of organization also attract potential

candidates.


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EXTERNAL FACTORS

Like internal factors, there are some factors external to organization, which have their influence

on recruitment process. Some of these are given below:-

Demographic factors

As demographics factors are intimately related to human beings, i.e. employees, these have

profound influence on recruitment process. Demographic factors include age, sex, Literacy,

economics status etc

Labor market

Labor market condition I.e. supply and demand of labor is of particular importance in affecting

recruitment process. E.g. if the demand for specific skill is high relative to its supply is more than

for particular skill, recruitment will be relatively easier.

Unemployment situation

The rate of unemployment is yet another external factor its influence on the recruitment process.

When the employment rate in an area is high, the recruitment process tends to simpler. The

reason is not difficult to seek. The number of application is expectedly very high which makes

easier to attract the best-qualified applications. The reserve is also true. With low rate of

unemployment, recruiting process tend to become difficult

INTERNAL SOURCES

Present employees:Promotions and transfer from among the present employees can be good sources of recruitment.

Promotion implies upgrading of an employee to a higher position carrying higher status, pay and

responsibilities. Promotion from among the present employees is advantageous because the

employees promoted are well acquainted with the organization culture, they get motivated and it

is cheaper also. Promotion from among the person employees also reduces the requirement of

job training. However, the disadvantage lies in limiting the choice of the few people and denying

hiring of outsiders who may be better qualified and skilled. Furthermore, promotion from among

present employees also results in inbreeding, which creates frustration among those not

promoted. Transfer refers to shifting an employee from one job to another without any change in

the position/post, status and responsibilities. The need for transfer is felt to provide employees a

broader and carried base, which is considered necessary for promotion. Job rotation involves

transfer of employees from one job to another job on the lateral basis.


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Former employees:

Former employees are another source of applicant for vacancies to be filled up in the

organization. Retired or retrenched employees may be interested to e come back the company to

work on the part time basis. Similarly, some former employees who had left the organization for

any reason, any come back to work. This source has the advantages of hiring people whose

performance is already known to the organization.

Employee referrals:

This is yet another internal source of recruitment. The existing employees refer to the family

members, friends and relatives to the company potential candidates for the vacancies to be filled

up in the organization. This source serves as the most effective methods of recruiting people in

the organizations because refer to those potential candidates who meet the company requirement

known to them from their own experience. The referred individuals are expected to be similar in

type in the of race and sex, for example, to those who are already working in the organization

Previous applicant:

This is considered as internal source in the sense that applications from the potential candidates

are already lying with organization. Sometimes the organization contacts though mail or

messengers these applicants to fill up the vacancies particularly for unskilled or semiskilled jobs.

EXTERNAL SOURCES

External sources of recruitment lie outside the organization. These outnumber internal sources.

The main ones are listed as follows:

Employment exchanges:

The national commission labor (1969) observed in its report that in the pre-independence era, the

main source of labor war rural areas surrounding the industries. Immediately after independence,

national employment services were established to bring employer and job seeker together. In

response to it, the compulsory notification of vacancies act of 1959 (Commonly called

employment exchange act) was instituted which become operative in 1960.the main functions of

these employment exchanges with the branches in most cities are registration of job seeker and

tier placement in the notified vacancies. It is obligatory for employer to inform about the

outcome of selection within 15 days to the employment exchange. Employment exchange is

particularly useful in recruiting blue-collar, white- collar and technical workers.

Employment agencies:

In addition to the government agencies, there are number of private agencies that register

candidates for employment and furnish a list of suitable candidates from the data bank as and

when sought by the prospective employer. Generally, these agencies select personnel for


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supervisory and the higher levels. The main function of these agencies is to invite application

and short-list the suitable candidates for the organization. Of course, the representative of the

organization takes the final decision on selection. The employer organizations derive several

advantages through this source. The time saved in this method can be better utilized elsewhere

by the organization. As the organizational identity remains unknown to the job speakers, it, thus,

avoid receiving letters and attempts to influence.

Advertisement:

This method of recruitment can be used for jobs like clerical, technical, and managerial. The

higher the position in the organization, the more specialized the skills or the shorter the supply of

that resources in the labour market, the more widely dispersed the advertisement are likely to be.

For instance, the search for a top executive might include advertisements in a national daily like

the Hindu. Some employers/companies advertise their post by giving them post box number of

the name of some recruiting agency. This is done to particular keep own identity secret to avoid

unnecessary correspondence with the applicants. However the disadvantage of these blindadvertisement, i.e., post box number is that the potential job seekers are the hesitant without

unknowing the image of the organization, on the one hand, and the bad image/ reputation that the

blind advertisement have received because of the organizations that placed such advertisements

without position lying vacant just to know supply of labor/ workers in the labor market, on the

other. While preparing advertisement, a lot of care has to be taken to make it clear and to the

point. It must ensure that some self-selection among applicant take place and only qualified

applicant responds the advertisement copy should be prepared by using a four-point guide called

AIDA . The letters in the acronym denote that advertisement should attract Attention, gain

Interest, arouse a Desire and result in action.

However, not many organizations mention complete detail about job positions in there

advertisement. What happened is that ambiguously worded and broad-based

advertisements may generate a lot irrelevant application, which would, by necessity,

increasing the cost of processing them.

Professional Associations:-

Very often, recruitment for certain professional and technical positions is made through

professionals association also called Headhunters. Institute of Engineers, All India

Management Association, etc., provide placement service to the members. The

professional associations prepare either list of jobseekers or publish or sponsor journal

or magazines containing advertisements for their member. It is particularly useful for

attracting highly skilled and professional personnel. However, in India, this is not a

very common practice and those few provide such kind service have not been able to

generating a large number of application.


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Campus Recruitment:-

This is another source of recruitment. Though campus recruitment is a common

phenomenon particularly in the American organizations, it has made rather recently. Of

late, some organizations such as HLL, HCL, L&T, Citibank, Cadbury ANZ Grind

lays, etc., in India have started visiting educational and training institute/ campuses for

recruitment purposes. Many Institutes have regular placement cells / offices to serve liaison

between the employer and the students. Tezpur Central University has one Deputy Director

(Training and Placement) for purpose of campus recruitment and placement.

The method of campus recruitment offers certain advantages to the employer organizations.

First, the most of the candidates are available at one place;

Second, the interviews are arranged at short notice;

Third, the teaching is also met;

Fourth, it gives them opportunity to sell the organization to a large students body who

would be graduating subsequently. The disadvantages of this of recruitment are thatorganizations have to limit their selection to only entry positions and they interview

the candidates who have similar education and experience, if at all.

Deputation:-

Another source of recruitment is deputation I.e., sending an employees to another

organization for the short duration of two to three years. This method of recruitment is

practice in a pretty manner, in the Government department and public sector organization

does not have to incurred the initial cast of induction and training. However, the

disadvantages of this of deputation is that deputation period of two/three year is not

enough for the deputed employee to provide employee to prove his/her mettle, on the onehand, and develop commitment with organization to become part of it, on the other.

Word-of-mouth:Some organizations in India also practice the word-of-mouth method of

recruitment. In this method , the word is passed around the vacancies or opening in the

organization. Another from of word-of-mouth method of employee-pinching i.e., the

employee working

In another organization is offered by the rival organization. This method is economic, in

terms of both time and money. Some of the organization maintain a file applications and

sent a bio-data by a job seeker. These serve as a very handy as when there is vacancy in the

organization. The advantage of this method is no cost involved in recruitment. However, the

disadvantages of this method of recruitment are non- availability of the candidates when

needed choice of candidates is restricted to a too small number.


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Raiding or Poaching:

This is another sources of recruitment whereby the rival firm by offering terms and

conditions, try to attract qualified employees to join the. This raiding is a common feature in

the Indian organizations. For instance, service executive of HMT left to join Titan Watch

Company, so also exodus of pilot from Indian Airlines to join the private air taxi operator. In

fact, raiding has become challenge for the human resource manager.

Besides these, walk - ins, contractors, radio and television, acquisitions and merger, etc., art

some other sources of recruitment used by organization.

RECRUIMENT PROCESS

As stated earlier, recruitment is the process of location, identifying, and attracting capable

applications for jobs available in an organization. Accordingly, the recruitment process

comprises the following five steps:

Recruitment planning;

Strategy Development; Searching; Screening; Evaluation and Control.

Recruitment Planning:-

The first involved in the recruitment process is planning. Hire, planning involves to draft a

comprehensive job specification for the vacant position, outline its major and minor

responsibilities; the skills, experience and qualifications needed; grade and level of pay;

starting date; whether temporary or permanent; and mention of special condition, if any,attached to the job to be filled.

Strategy Development:-

Once it is known how many with what qualification of candidates are required, the next

step involved in this regard is to device a suitable strategy for recruitment the candidates

in the organization. The strategic considerations to be considered may include issues like

whether to prepare the required candidates themselves or hire it from outside, what type

of recruitment method to be used, what geographical area be considered, for searching

the candidates, which source of recruitment to be practiced, and what sequence of

activities to be followed in recruiting candidates in the organization.

Searching:-

This step involves attracting job seeders to the organization. There are broadly two sources used

to attract candidates. These are:


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Internal Sources External Sources.

Screening:-

Through some view screening as the starting point of selection, we have considered it as

an integral part of recruitment. The reason being the selection process starts only after the

application have been screened and short listed. Let it be exemplified with an example. In

the Universities, application is invited for filling the post of Professors. Application received in

respond to invitation, i.e. advertisement are screened and short listed on the basis of

eligibility and suitability. Then, only the screened applicant are invited for seminar

presentation and personal interview. The selection process starts from here, i.e., seminar

presentation or interview. Job specification is invaluable n screening. Applications are screened

against the qualification, knowledge, skills, abilities, interest and experience mentioned in the job

specification. Those who do not qualify are straightway eliminated from the selection process.The techniques used for screening candidates are vary depending on the source of supply and

method used for recruiting. Preliminary applications, de-selections tests and screening interviews

are common techniques used for screening the candidates.

Evaluation and control:-

Given the considerable involved in the recruitment process, its evaluation and control is,

therefore, imperative. The costs generally incurred in a recruitment process include:

Salary of recruiters; Cost of time spent for preparing job analysis, advertisement, etc; Administrative expenses; Cost of outsourcing or overtime while vacancies remain unfilled; Cost incurred in recruiting unsuitable candidates.

In view of above, it is necessary for a prudent employed to try answering certain questions like:

Whether the recruitment methods are appropriate and valid? Whether the recruitment process followed in the organization is effective at all or not?

METHODS OF RECRUITMENT

Recruitment methods refer to the means by which an organization reaches to the potential

job seeker. It is important to mention that the recruitment methods are different from the

resources of recruitment. The major line of distinction between the two is that while the

former is the means of establishing links with the prospective candidates, the latter is

location where the prospective employees are available. Dunn and Stephen have broadly

classified methods of recruitment into three categories. These are;


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Direct Method; Indirect Method; Third Party Method.

Direct Method:-

In this method, the representatives of the organizations are sent to the potential candidates

in the educational and training institutes. They establish contacts with the candidates seeking

jobs. Person pursuing management, engineering, medical, etc. programmers are mostly

picked up the manner.

Sometimes, some employer firm establishes with professors and solicits information about

student with excellent academic records. Sending the recruiter to the conventions,

seminars, setting up exhibits at fairs and using mobile office to go to the desired

centers are some other methods used establish direct contact with the job seekers.

Indirect Method:-Indirect methods include advertisements in the newspaper, on the radio and television,

in professional journals, technical magazines, etc. this method is useful:

when Organization dose not find suitable candidates to be promoted to fill up the higher posts,

When the organization want to reach out a vast territory, and

When organization wants to fill up scientific, professional and technical posts.

The experience suggests that the higher the position to be filled up in the organization, or

the skill sought by the sophisticated one, the more widely dispersed advertisement is likely

to be used to reach too many suitable candidates. Sometimes, many organizations go for

what referred to as blind advertisement in which only Box No. is given and theidentity of the organization is not disclosed. However, organizations with regional or

national repute do not usually use blind advertisements for obvious reasons.

While placing an advertisement to reach to the potential candidates, the following three

points need to borne in mind:

To visualize the type of the applicant one is trying recruit;

To write out a list of the advantages the job will offer;

To decide where to run the advertisement , i.e., newspaper with local, state, nation-wide and

international reach or circulation.

Third Party Method:

These include the use of private employment agencies, management consultants,

professional bodies pr associations, employee referral or recommendation, voluntary

organization, trade banks, labor contractors, etc., to establish contact with the job seekers.


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Now, a question arises; which particular method is to be used to recruit employee in the

organization? The answer to it is that it will depend on the policy of the particular firm, the

position of the labor supply, the government regulations in this regard and agreements

with labor organizations. Notwithstanding, the best recruitment method is to look first

within the organization.

TRAINING

Training has been defined by a number of scholars and trainers like Change agents. Some of the

definitions are as follows:

According to Fllippo: the act of increasing the skills of an employee for doing a particular Job

can be termed as training.

Similarly Steinmetz has observed.

Training is a term process utilizing a systematic and organized procedure by which non -personnel learns technical knowledge and skills for a definite purpose.

From the above definitions it can asserted training is a technique concerned with the

development of skills and knowledge in particular actor discipline. Training enhances and

improves persons skills. Imparts knowledge to change persons attitudes and values towards a

particular direction.

William G. Torpey has defined training as the process of developing skills. Habits.

Knowledge and attitudes in employees for the purpose of increasing effectiveness of employees

in their present government positions as well as preparing employees for future government

positions.The above definition of training is based on assumption that all training is not necessary

and all training is not beneficial. Training is a technique which properly focuses and direct

towards the achievement of particular goals and objectives of the organization. Hence

identification of training needs is first and probably the most important step towards the

identification of training techniques. The process of identifying training needs is carefully

thought out programme that needs to be carried out with sensitivity because success of a training

programme may be crucial for the survival of the organization.

Objectives of training must be determined to pave way for the assertion of proper

techniques of training. Training is imparted to people in organization with certain defined

objectives and goals. However it must be remembered that the goals and objectives of

organization differ to a great extent. Hence the defined objectives of a training programme

should be assessed in the light of the goals of

that organization. In 1944. Assheton Committee stated the objectives of training in the following

manner:

It endeavors to produce a civil servant whose precision and clarity in the transaction of


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business can be taken for granted.

It helps attuning the civil servant to the task he is called upon to perform in a changingworld. It in other words helps him to adjust his outlook and methods to the changing

needs of new times.

It saves the civil servant from becoming a robot like mechanically perfect civil servant.He is made aware of his work and the service that he is required to render to his

community.

It not only enables an individual to perform his current work more efficiently but also fitshim for other duties. It develops in him capacity for higher work and greater

responsibilities.

It pays substantial regard to staff moral as latter have to perform tasks of a routinecharacter throughout their lives.

Bhagwan and Bhushan have also identified the following objectives of training:

For the performance certain peculiar activities pertaining to the government training plays a

significant part. Training helps the employees to become people oriented and inculcates in them respect

and regard for general public.

It broadens the vision and widens the outlook of the employees by explaining to them tomake substantial contribution towards realization.

It is vital to a career service. It lists them for advancement which is assured to theemployees when they join the government service at young age.

It improves the lone and adds to the quality of organization. Since it enhances theefficiency of the employees and develops their capacities. The efficiency and prestige of

the department goes up.

It fosters homogeneity of out look and esprit de crops in the employees.Identification of Training Needs

Training is a specialized function. Hence trainer must know exactly what is required from the

training programme in accordance to the identified tools framework techniques processes are

identified in designing and implementing efficient effective timely and productive training

programmes for those who require it. Training needs also determine the nature of training

program. Formulation of training program includes those factors that are related to the evaluation

of the program in terms of techniques and skills can be properly considered.

Any training program must take into consideration three fundamental behavioral

aspects:Organization, people, and environment as far as organization are concerned their survival

rests on a certain minimum achievement of goals and objectives which are pre defined to

customers owners, Employees. etc. all these factors are continuously interacting with the

organization whose objectives and goals have been formulated so to benefit the members of the

organization intermittently.

The second assumption that needs to taken into consideration is the fact that these


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objectives can be achieved only through harnessing the abilities of its people. Releasing potential

and maximizing opportunities for development. In others words. The achievement of objectives

and goals can be effectively and effectively achieved only if people within the organization

possess adequate skills and abilities. If they do not possess the skills and abilities required. the

objectives and goals cannot be achieved effectively and effectively achieved only if they do not

possess the skills and abilities. if they do not possess the skills and abilities required. The

objectives and goals cannot be achieved effectively and efficiently. Hence proper assessment of

the abilities and skills of the employees must be considered before any training programme is be

formulated .

The third assumption is to assess the capability potential of the employees. The people

who are engaged in the accomplishment of goals and objectives. In the new perspective, are

capable of new learning. If the employees do not possess the required potential to adapt

themselves to the new environment. The chances of training programs being a success will be

doubtful.

The fourth assumption about people is concernd with the level of ability and the desireto learn. Training is all about learning. learning organization basically involves people who make

or break organization. the organization should be able to provide adequate opportunities and

resources where people are able to learn through training new concepts. and techniques of

management. the assumption is also concerned with matching of achieving organizational goals

on one hand and on the other providing attractive learning opportunities. the third assumption

basically requires that the programmers of training should be so designed so as to provide

learning opportunities that are effective and efficient. the objective of training is fulfill the

individual needs of the employees and that of the organization as well .

The fifth assumption is concerned with the environment variable. In a dynamic

situation. Environment continues to put new pressures and demands upon the system even if it isfor survival only. Because of liberalization, competition has become severe and public sector as

well private sector has to compete with each other in order to stay a viable entity. Hence changes

in the environment can no more be overlooked but need to understood and adapted to. The need

for training, therefore, becomes inevitable.

Once it is established that need for training is a necessity. The question arises what type

of training is required to meet the three challenges. Another important question that comes to

mind is whether the training programmed is able to change the pattern of behavior for which it

was trained and how effectiveness is will be measured. Before discussing venous types of

techniques of evaluation. A close look at various types of training methods will be locked into.

With regard to people working in the organization needs and aspiration of the people must be

properly evaluated. Specification of training needs means translating the needs of people into

specific needs and achieving those aspirations by training programmers. Basic idea behind this

evaluation is to make organization learning organization.

According to Senge.

Where people continually expand their capacity to create results they truly desire. Where new


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and expansive paupers are nurtured. Where collective aspiration is set free. And where people

are continually learning how to learn together.

FACTORS INFLUENCING TRAINING NEEDS

Organizations are complex and dynamic in nature and their effectiveness depends on number of

factors. Complexity of organization is again a multifaceted implication of various factors being

determined by various environmental factors. Hence the nature of complexity of a given

organization needs to be evaluated before determining its training needs.

Some of the factors that increase complexity are being discussed keeping in view that all are not

determinants of complexity for all organization.

Technology in the computer age is being upgraded frequently and hence is the most important

factors in increasing the complexity of an organization .. structurally as well as behaviorally.

According of Frances and Bee.

Technology is changing an ever increasing rate. Todays state of-the-art computer is tomorrowsjunk. Robot assembly pants. Laser printers. Transplant and genetic surgery--- wherever the

workplace--- whatever the task. There appears to be a technological solution for everything

The technological changes are influencing the basic settings of organization. The technological

changes are not only concerned with the structure or gadgets of an organization but these

changes also influence the behavioral aspect of the very people who are working in the

organization. However people do not usually change in technology and its environment. Change

can be brought about in a smooth manner only through training techniques. Another important

factor that needs to be taken into consideration is concerned with social changes that are taking

place in the new social environment. For most organization internal compilations are bound to

change in the computer age. People from different backgrounds, women. People from diversenations will from the workforce of modern organizations. With increasing diversity in the

culture. The organizations are bound to receive culture shock. Organization with their exiting

format will not be in position to absorb this culture shock. The change agent will be playing an

important role in providing appropriate training to absorb culture shock. The third factor that has

influenced training needs is related the new role that the government are being asked to play. The

governments are being asked to play sensitive role of controlling the business ethical activities

on one hand and safeguarding the interests of consumer on the other. In the era of privatization

and globalization. The governments are formulating legislation to facilitate business activity both

public and private as well as safeguarding the consumer interest. Thus managers and CEOs need

to be acquainted to the new legislation that are being enacted from time to time. The fourth factor

that has influenced the training needs is the emerging competitive market Conditions. It may be

asserted that the public and private sector, even in monopolistic conditions. Have to face

competition. The pertinent question is whether the new market situation will force the

organization to go in for training as they are going to face new marketing situations in the times

to come. Will the new emerging conditions give rise to pressure groups that have henceforth not


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been seen in the business world. Basically organizations are going to face situations that are the

result of competitive markets and development of consumerism. Many of the managers in the

public and private sector could not possibly have been oriented towards these new situations.

Hence need f training is unavoidable.

The fifth factor influencing the training needs related to internal management of an

organization. Internally organizations are going to face new dilemmas and problems. Business

needs are fulfilled by the human resources that exist within the framework of internal

structure.Any strategic plan which does not take this fact into account is bound to face numerous

problems. There will be a continuous pressure on the organization to improve

performance.Human resources, like managers, workers, staff, and others, have to be kept up to

date in expertise and at the same times need to be motivated to perform better. This is a difficult

task which cannot be handled by the staff of the organization. Experts called change agents are

required to fulfill the task. Training needs cannot be overlooked because it is an on going

process. In addition. Training is now considered a specialized function to be performed by the

experts.

TECHNIQUES OF TRAINING

The object of this paper is not to discuss various techniques of training. Hence training

techniques are

being short listed for the purpose of their identification for evaluation purpose. However we

would like

to throw light on some of modern techniques of training. Some of the training techniques that are

often

used for reeducation purpose are:1. Onthe-job- training.

2. Demonstration.

3. Job instruction training.

4. Vestibule training.

5. Apprenticeship.

6. CoachingUnderstudy.

7. Job rotation.

8. Lectures and conferences.

9. Syndicate.

10. Simulation training.

11. Role playing.

12. In-basket exercise.

13. Management game.

14. Sensitivity training.

15. Transactional analysis.


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16. Organization development.

Here we would like to discuss some of the training techniques that are considered by the experts

as essential for improving the performance of organization in competitive situations. Diversity

training is becoming extremely important for the organizations that are complex in nature. The

work force of these enterprises is divers in nature. Various diverse group from different cultural

and social background join one institution and thus submerging various cultural into one. The

diverse work force has to be trained so as to provide some from of commonality. Various

methods are adopted to provide diversity training. According to Fred Luthans one method of

divers training involves putting trainees into groups based on ethnic origin. Then each group is

asked to describe the others and listen to the way its own group is described. 9 Another methods

of diversity training has been stated in the following manner.

Another widely used approach is diversity board games. Which require the participants to answer

questions related to areas such as gender. Race cultural differences. Age issues. Sexual

orientation. And disabilities. On the basis of the response, the games players are able to advanceon the board or are forced to back up.

The objectives of theses types of games are to acquaint the players in a non threatening manner

with legal rules and restrictions regarding how to manage members of the diverse groups. The

third method of divers training concerned with participant focus on cultural issues such how to

interact with personal from other countries. It may be added that many of the training

programmers related to divers work force also use other training programmes.

assignment of research methodology by gursharan singh

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