hrm 1st 5 chapters notes

8/3/2019 HRM 1st 5 Chapters Notes

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CHAPTER 1: INTRODUCTION TO HRM

Definition - Edwin Flippo defines HRM as planning, organizing, directing,

controlling of procurement, development, compensation, integration , maintenance

and separation of human resources to the end that individual, organizational and

social objectives are achieved.

Features of HRM or characteristics or nature

1. HRM involves management functions like planning, organizing, directing andcontrolling

2. It involves procurement, development, maintenance of human resource3. It helps to achieve individual, organizational and social objectives4. HRM is a multidisciplinary subject. It includes the study of management

psychology communication, economics and sociology.

5. It involves team spirit and team work.6. It is a continuous process.

Evolution of HRM

The evolution of HRM can be traced back to Kautilyas Artha Shastra where he

recommends that government must take active interest in public and private

enterprise. He says that government must provide a proper procedure for regulating

employee and employee relation

In the medieval times there were examples of kings like Allaudin Khalji who

regulated the market and charged fixed prices and provided fixed salaries to their

people. This was done to fight inflation and provide a decent standard of living

During the pre independence period of 1920 the trade union emerged. Many

authors who have given the history of HRM say that HRM started because of trade

union and the First World War.

The Royal commission in 1931 recommended the appointment of a labour

welfare officer to look into the grievances of workers. The factory act of 1942 made it

compulsory to appoint a labour welfare officer if the factory had 500 or more than

500 workers.

The international institute of personnel management and national institute of

labour management were set up to look into problems faced by workers to provide

solutions to them. The Second World War created awareness regarding workers rights

and 1940s to 1960s saw the introduction of new technology to help workers.

The 1960s extended the scope of human resource beyond welfare. Now it was

a combination of welfare, industrial relation, administration together it was calledpersonnel management.

With the second 5 year plan, heavy industries started and professional

management became important. In the 70s the focus was on efficiency of labour

while in the 80s the focus was on new technology, making it necessary for new rules

and regulations. In the 90s the emphasis was on human values and development of

people and with liberalization and change in style of working people became more

and more important there by leading to HRM which is an advancement of personnel

management.


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Scope of HRM/functions of HRM

Start with defn of HRM--------------------------The scope of HRM refers to all the activities that come under the banner of HRM.

These activities are as follows

1. Human resources planning :-Human resource planning or HRP refers to a process by which the company to

identify the number of jobs vacant, whether the company has excess staff or

shortage of staff and to deal with this excess or shortage.

2. Job analysis design :-Another important area of HRM is job analysis. Job analysis gives a detailed

explanation about each and every job in the company. Based on this job

analysis the company prepares advertisements.

3. Recruitment and selection :-Based on information collected from job analysis the company prepares

advertisements and publishes them in the news papers. This is recruitment. A

number of applications are received after the advertisement is published,

interviews are conducted and the right employee is selected thus recruitment

and selection are yet another important area of HRM.

4. Orientation and induction :-Once the employees have been selected an induction or orientation program isconducted. This is another important area of HRM. The employees are

informed about the background of the company, explain about the

organizational culture and values and work ethics and introduce to the other

employees.5. Training and development :-

Every employee goes under training program which helps him to put up a

better performance on the job. Training program is also conducted for existing

staff that have a lot of experience. This is called refresher training. Training

and development is one area were the company spends a huge amount

6. Performance appraisal :-Once the employee has put in around 1 year of service, performance appraisal

is conducted that is the HR department checks the performance of the

employee. Based on these appraisal future promotions, incentives, increments

in salary are decided.

7. Compensation planning and remuneration :-There are various rules regarding compensation and other benefits. It is the job

of the HR department to look into remuneration and compensation planning.

8. Motivation, welfare, health and safety :-Motivation becomes important to sustain the number of employees in the

company. It is the job of the HR department to look into the different methods

of motivation. Apart from this certain health and safety regulations have to be

followed for the benefits of the employees. This is also handled by the HR

department.

9. Industrial relations :-


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Another important area of HRM is maintaining co-ordinal relations with the

union members. This will help the organization to prevent strikes lockouts and

ensure smooth working in the company.

Challenges before the HR manager/before modern personnel management

Personnel management which is know as human resource management has adapted

itself to the changing work environment, however these changes are still taking place

and will continue in the future therefore the challenges before the HR manager are

1. Retention of the employees :-One of the most important challenge the HR manager faces is retention of

labour force. Many companies have a very high rate of labour turnovertherefore HR manager are required to take some action to reduce the turnover

2. Multicultural work force :-With the number of multi cultural companies are increasing operations in

different nations. The work force consists of people from different cultures.

Dealing with each of the needs which are different the challenge before the

HR manager is integration of multicultural labour work force.

3. Women in the work force :-The number of women who have joined the work force has drastically

increased over a few years. Women employees face totally different problems.

They also have responsibility towards the family. The organization needs to

consider this aspect also. The challenge before the HR manager lies in creating

gender sensitivity and in providing a good working environment to the women

employees.

4. Handicapped employees :-This section of the population normally faces a lot of problems on the job,

very few organization have jobs and facilities specially designed for

handicapped workers. Therefore the challenge before the HR manager lies in

creating atmosphere suitable for such employees and encouraging them to

work better.

5. Retrenchment for employees :-

In many places companies have reduced the work force due to changingeconomic situations, labourers or workers who are displaced face severe

problems. It also leads to a negative atmosphere and attitude among the

employees. There is fear and increasing resentment against the management.

The challenge before the HR manager lies in implementing the retrenchment

policy without hurting the sentiments of the workers, without antagonizing the

labour union and by creating positive attitude in the existing employees.

6. Change in demand of government :-Most of the time government rules keep changing. While a lot of freedom is

given to companies some strict rules and regulations have also been passed.

The government has also undertaken the disinvestment in certain companies

due to which there is fear among the employees regarding their job. The


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challenge before the HR manager lies in convincing employees that their

interest will not be sacrificed.

7. Initiating the process of change :-Changing the method of working, changing the attitude of people and

changing the perception and values of organization have become necessary

today. Although the company may want to change it is actually very difficultto make the workers accept the change. The challenge before the HR manager

is to make people accept change.

8. Employee discipline and grievance procedure:The HR manager should be able to introduce disciplinary measures in the

organization in such a manner that he brings impartiality in the procedure and

he should inform employees about the grievance procedure of the organization

so that any employee who has a grievance knows what he needs to do and

whom he has to approach. The procedure should be implemented in the true

spirit only then will the employees believe and take interest in the working of

the organization. Implementing the right procedure and maintaining the right

discipline is the challenge for the HR manager.

OBJECTIVES OF HRM

Start with defn of HRM and features of HRM

Then explain

1. Individual objectives

2. Organizational objectives

3. Social objectives

Then explain all the points from the answer- functions of HRM

Advantages/benefits/Significance/importance/need of HRMHRM becomes significant for business organization due to the following reasons.

1. Objective :-HRM helps a company to achieve its objective from time to time by creating a

positive attitude among workers. Reducing wastage and making maximum use

of resources etc.

2. Facilitates professional growth :-Due to proper HR policies employees are trained well and this makes them

ready for future promotions. Their talent can be utilized not only in the

company in which they are currently working but also in other companies

which the employees may join in the future.

3. Better relations between union and management :-Healthy HRM practices can help the organization to maintain co-ordinalrelationship with the unions. Union members start realizing that the company

is also interested in the workers and will not go against them therefore chances

of going on strike are greatly reduced.

4. Helps an individual to work in a team/group :-Effective HR practices teach individuals team work and adjustment. The

individuals are now very comfortable while working in team thus team work

improves.

5. Identifies person for the future :-Since employees are constantly trained, they are ready to meet the job

requirements. The company is also able to identify potential employees who


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can be promoted in the future for the top level jobs. Thus one of the

advantages of HRM is preparing people for the future.

6. Allocating the jobs to the right person :-If proper recruitment and selection methods are followed, the company will be

able to select the right people for the right job. When this happens the number

of people leaving the job will reduce as the will be satisfied with their jobleading to decrease in labour turnover.

7. Improves the economy :-Effective HR practices lead to higher profits and better performance by

companies due to this the company achieves a chance to enter into new

business and start new ventured thus industrial development increases and the

economy improves.

DIFF BETWEEN HR AND PM -

Start with the defn and features of HRM------------

PM preceded HRM. HRM differs in scope and orientationit views people as anasset and aims at promoting mutualitymutual goals and respect, gives rewards and

responsibility. It believes its policies will obtain commitment.

PM has limited scope and inverted orientation. Views labour as a tool which can be

manipulated for the benefit of the organization and replaced when it s worn out. The

dept itself was not treated with respect and was treated as activity meant to hire new

employees and maintain records. It was never considered a strategic tool.

DIMENSION PM HRM

Employment contract careful delineation of written contract aim to go

beyond contract

Rules devise clear rules impatient with

rules

Guide to mgmt actn procedures business need

Mgl task monitoring nurturing

Speed of decision slow fast

Mgmt role transactional transformational

Communicn indirect direct

Pay job evaluation performance related

Labour mgmt collective bargaining contract indl contract

Job design division of labour team work

Trng & dvpt controlled access to courses learning cos


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Shared interests interest of orgn uppermost mutuality of

interests

Evolution preceeds hrm latest in the evoln

CHAPTER 2 : HUMAN RESOURCE PLANNING/MANPOWER

PLANNING

Def. of human resource planning Human resource planning can be defined as the

process of identifying the number of people required by an organization in terms of

quantity and quality. All human resource management activities start with human

resource planning. So we can say that human resource planning is the

principle/primary activity of human resource management.

From human resource planning the organization identifies how many people it

has currently and how many people will be required in future. Based on thisinformation major human resource decisions are taken.

Process of HRP/MP//steps in HRP/MP

Human resource planning can be defined as the process of identifying the

number of people required by an organization in terms of quantity and quality. All

human resource management activities start with human resource planning. So we can

say that human resource planning is the principle/primary activity of human resource

management.

The process of HRP involves various steps they can be explained with the help

of the following diagram.

Human resource planning

Personal requirement Forecast Personal supply

forecast

Yes No

Requirement =

supply

Personnel (100=125) Personnel (100=75)

Surplus Shortage

Comparison

Differences


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Layoff Overtime

Termination Recruitment/hiring

VRS Subcontracting

1. Personnel requirement forecast :-This is the very first step in HRP process. Here the HRP department finds

out department wise requirements of people for the company. The requirement

consists of number of people required as well as qualification they must

posses.

2. Personnel supply forecast :-In this step, HR department finds out how many people are actually available

in the departments of the company. The supply involves/includes number of

people along with their qualification.

3. Comparison:-Based on the information collected in the 1

stand 2

ndstep, the HR department

makes a comparison and finds out the difference. Two possibilities arise from

this comparison

a. No difference :-It is possible that personnel requirement = personnel supplied. In this

case there is no difference. Hence no change is required.

b. Yes, there is a difference :-There may be difference between supply and requirement. The

difference may be

i. Personnel surplusii. Personnel shortage

4. Personnel surplus :-When the supply of personnel is more than the requirement, we have

personnel surplus. We require 100 people, but have 125 people. That is we

have a surplus of 25 people. Since extra employees increase expenditure of

company the company must try to remove excess staff by methods of

i. Layoffii. Termination

iii. VRS/CRS

5. Personnel shortage :-When supply is less than the requirement, we have personnel shortage. We

require 100 people; we have only 75 i.e. we are short of 25 people. In such

case the HR department can adopt methods like Overtime, Recruitment, Sub-

contracting to obtain new employee

Advantages of HRP/need/importance/role/benefits

Human resource planning can be defined as the process of identifying thenumber of people required by an organization in terms of quantity and quality. All


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management.

The process of HRP plays a very important role in the organization. The

importance of HRP can be explained as follows.

1. Anticipating future requirement :-Through this process of HRP, the company is able to find out how many

people will be required in future. Based on this requirement the company

could take further actions. This method also helps the company to identify the

number of jobs which will become vacant in the near future.

2. Recruitment and selection process :-The recruitment and selection process is a very costly affair for a company.

Many companies spend lakhs of rupees on this process. Therefore recruitment

and selection must be carried out only if it is extremely necessary. HRP

process helps to identify whether recruitment and selection are necessary or

not.

3. Placement of personnel :-Since the HRP process is conducted for the entire organization, we can

identify the requirements for each and every department. Based on the

requirement, we can identify existing employees and place them on those jobs

which are vacant.

4. Performance appraisal :-HRP make performance appraisal more meaningful. Since feedback is

provided in performance appraisal and employee is informed about his future

chances in same company, the employee is motivated to work better.

Information for all this is collected from HRP process.

5. Promotion opportunity :-HRP identifies vacancies in the entire organization including all the branches

of all the company. Therefore when the company implements promotion

policy it can undertake its activities in a very smooth manner.

Limitations of human resource planning

Human resource planning can be defined as the process of identifying the

number of people required by an organization in terms of quantity and quality. All



management.

Although HRP is a very advantageous method it has some limitations whichcan be explained as follows

1. The future is uncertain :-The future in any country is uncertain i.e. there are political, cultural,

technological changes taking place every day. This effects the employment

situation. Accordingly the company may have to appoint or remove people.

Therefore HRP can only be a guiding factor. We cannot rely too much on it

and do every action according to it.

2. Conservative attitude of top management :-Much top management adopts a conservative attitude and is not ready to make

changes. The process of HRP involves either appointing. Therefore it becomes

very difficult to implement HRP in organization because top managementdoes not support the decisions of other department.


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3. Problem of surplus staff :-HRP gives a clear out solution for excess staff i.e. Termination, layoff,

VRS,. However when certain employees are removed from company it mostly

affects the psyche of the existing employee, and they start feeling insecure,

stressed out and do not believe in the company. This is a limitation of HRP i.e.

it does not provide alternative solution like re-training so that employee neednot be removed from the company.

4. Time consuming activity :-HRP collects information from all departments, regarding demand and

supply of personnel. This information is collected in detail and each and every

job is considered. Therefore the activity takes up a lot of time.

5. Expensive process :-The solution provided by process of HRP incurs expense E.g. VRS, overtime,

etc. company has to spend a lot of money in carrying out the activity. Hence

we can say the process is expensive.Reasons for increased importance for HRP/Factors affecting HRP in the organization.

Human resource planning can be defined as the process of identifying thenumber of people required by an organization in terms of quantity and quality. Allhuman resource management activities start with human resource planning. So we can


management.

1. Employment :-HRP is affected by the employment situation in the country i.e. in countries

where there is greater unemployment; there may be more pressure on the

company, from government to appoint more people. Similarly some company

may force shortage of skilled labour and they may have to appoint people

from other countries.

2. Technical changes in the society :-Technology changes at a very fast speed and new people having the

required knowledge are required for the company. In some cases, company

may retain existing employees and teach them the new technology and in

some cases, the company have to remove existing people and appoint new

people.

3. Organizational changes :-Changes take place within the organization from time to time i.e. the

company diversify into new products or close down business in some areas

etc. in such cases the HRP process i.e. appointing or removing people will

change according to situation.4. Demographic changes :-

Demographic changes refer to things referring to age, population, composition

of work force etc. A number of people retire every year. A new batch of

graduates with specialization turns out every year. This can change the

appointment or the removal in the company.

5. Shortage of skill due to labour turnover :-Industries having high labour turnover rate, the HRP will change constantly

i.e. many new appointments will take place. This also affects the way HRP

is implemented.

6. Multicultural workforce :-

Workers from different countries travel to other countries in search of job.When a company plans its HRP it needs to take into account this factor also.


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7. Pressure groups :-Company has to keep in mind certain pleasure. Groups like human rights

activist, woman activist, media etc. as they are very capable for creating

problems for the company, when issues concerning these groups arise,

appointment or retrenchment becomes difficult.

Definition of VRS VRS refers to voluntary retirement scheme, when company

faces the problem of surplus labour, they have to remove the extra workers. This

needs to be done to avoid increase in cost. One of the methods used by the companies

is the methods used by companies is the VRS scheme.Under this scheme people have

put in 20 or more number of years of service are given an option to opt for early

retirement benefits and some other amount which is due to them are paid when they

leave the company.


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CHAPTER : JOB ANALYSIS, JOB DESIGN, JOB EVALUATION

Define job analysis

A job is defined as a collection of duties and responsibilities which are given together

to an individual employee. Job analysis is the process of studying and collecting

information relating to operations and responsibilities of a specific job. It can beexplained with the help of the following diagram

Job analysis

Job description Job specification

Job title/ name of the job QualificationWorking hours QualitiesDuties and responsibilities ExperienceWorking conditions Family backgroundSalary and incentives TrainingMachines to be handled on the job Interpersonal skills

As mentioned in the above table job analysis is divided into 2 parts

a) Job description -where the details regarding the job are given.

b) Job specification -where we explain the qualities required by people applying for

the job.

Need/importance/purpose/benefits of job analysis

Def: - A job is defined as a collection of duties and responsibilities which are given

together to an individual employee. Job analysis is the process of studying and

collecting information relating to operations and responsibilities of a specific job.

The following are the benefits of job analysis.

1. Organizational structure and design :-Job analysis helps the organization to make suitable changes in the

organizational structure, so that it matches the needs and requirements of the

organization. Duties are either added or deleted from the job.

2. Recruitment and selection :-Job analysis helps to plan for the future human resource. It helps to

recruit and select the right kind of people. It provides information necessary toselect the right person.

3. Performance appraisal and training/development :-Based on the job requirements identified in the job analysis, the

company decides a training program. Training is given in those areas which

will help to improve the performance on the job. Similarly when appraisal is

conducted we check whether the employee is able to work in a manner in

which we require him to do the job.

4. Job evaluation :-Job evaluation refers to studying in detail the job performance by all

individual. The difficulty levels, skills required and on that basis the salary is

fixed. Information regarding qualities required, skilled levels, difficulty levelsare obtained from job analysis.


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5. Promotions and transfer :-When we give a promotion to an employee we need to promote him on

the basis of the skill and talent required for the future job. Similarly when we

transfer an employee to another branch the job must be very similar to what he

has done before. To take these decisions we collect information from job

analysis.6. Career path planning :-

Many companies have not taken up career planning for their

employees. This is done to prevent the employee from leaving the company.

When we plan the future career of the employee, information will be collected

from job analysis. Hence job analysis becomes important or advantageous.

7. Labour relations :-When companies plan to add extra duties or delete certain duties from

a job, they require the help of job analysis, when this activity is systematically

done using job analysis the number of problems with union members reduce

and labour relations improve.

8. Health and safety :-Most companies prepare their own health and safety, plans and

programs based on job analysis. From the job analysis company identifies the

risk factor on the job and based on the risk factor safety equipments are

provided.

9. Acceptance of job offer :-When a person is given an offer/appointment letter the duties to be

performed by him are clearly mentioned in it, this information is collected

from job analysis, which is why job analysis becomes important.

Methods of job analysis

Def: - A job is defined as a collection of duties and responsibilities which are given

together to an individual employee. Job analysis is the process of studying and

collecting information relating to operations and responsibilities of a specific job.

There are different methods used by organization to collect information and conduct

the job analysis. These methods are

1. Personal observation :-In this method the observer actually observes the concerned worker.

He makes a list of all the duties performed by the worker and the qualities

required to perform those duties based on the information collected, job

analysis is prepared.2. Actual performance of the job :-In this method the observer who is in charge of preparing the job analysis

actually does the work himself. This gives him an idea of the skill required,

the difficulty level of the job, the efforts required etc.

3. Interview method :-In this method an interview of the employee is conducted. A group of experts

conduct the interview. They ask questions about the job, skilled levels, and

difficulty levels. They question and cross question and collect information and

based on this information job analysis is prepared.

4. Critical incident method :-


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In this method the employee is asked to write one or more critical incident that

has taken place on the job. The incident will give an idea about the problem,

how it was handled, qualities required and difficulty levels etc. critical

incident method gives an idea about the job and its importance. (a critical

means important and incident means anything which takes place in the job)

5. Questionnaire method :-In this method a questionnaire is provided to the employee and they are asked

to answer the questions in it. The questions may be multiple choice questions

or open ended questions. The questions decide how exactly the job analysis

will be done. The method is effective because people would think twice before

putting anything in writing.

6. Log records :-Companies can ask employees to maintain log records and job analysis can be

done on the basis of information collected from the log record. A log record is

a book in which employees record /write all the activities performed by them

on the job. The records are extensive as well as exhausted in nature and

provide a fair idea about the duties and responsibilities in any job.7. HRD records :-

Records of every employee are maintained by HR department. The record

contain details about educational qualification, name of the job, number of

years of experience, duties handled, any mistakes committed in the past and

actions taken, number of promotions received, area of work, core competency

area, etc. based on these records job analysis can be done.

Job designDefinitions: - (2marks)Job design is the process of

a) Deciding the contents of the job.b) Deciding methods to carry out the job.c) Deciding the relationship which exists in the organization.

Job analysis helps to develop job design and job design matches the requirements of

the job with the human qualities required to do the job.

Factors affecting job design: - There are various factors which affect job design in

the company. They can be explained with the help of diagram.


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Factors affecting job design

Organizational factors Behavioral factors Environmental factors

Task characteristics Feed back Employee availability and ability

Process or flow of work Autonomy Social and cultural expectationsErgonomics VarietyWork practices

I] Organizational factors :-

Organizational factors to refer to factors inside the organization which affect

job design they are

a) Task characteristics :-Task characteristics refer to features of the job that is depending on the type of

job and the duties involved in it the organization will decide, how the job

design must be done. Incase the company is not in a position to appoint many

people; a single job may have many duties and vice versa.

b) The process or flow of work in the organization :-There is a certain order in which jobs are performed in the company. Incase

the company wishes it could combine similar job and give it to one person this

can be done if all the jobs come one after the other in a sequence.

c) Ergonomics:-Ergonomics refers to matching the job with physical ability and characteristics

of the individual and in providing an office environment which will help the

person to complete the jobs faster and in a comfortable manner.d) Work practices :-

Every organization has different work practices. Although the job may be the

same the method of doing the job differs from company to company. This is

called work practice and it affects job design.

II] Environmental factors :-

Environmental factors which affect job design are as follows

a) Employee availability and ability :-Certain countries face the problem of lack of skilled labour. They are not able

to get employees with specific education levels for jobs and have to depend on

other countries due to this job design gets affected.b) Social and cultural expectations :-

The social and cultural conditions of every country is different so when an

MNC appoints an Indian it has to take into account like festivals, auspicious

time, inauspicious time, etc. to suit the Indian conditions. This applies to every

country and therefore job design will change accordingly.

III] Behavioral factors :-

Job design is affected by behavioral factors also. These factors are

a) Feedback :-Job design is normally prepared on the basis of job analysis and job analysis

requires employee feedback based on this employee feedback all other


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activities take place. Many employees are however not interested in providing

a true feedback because of fear and insecurity. This in turn affects job deign.

b) Autonomy :-Every worker desires a certain level of freedom to his job effectively. This is

called autonomy. Thus when we prepare a job design we must see to it that

certain amount of autonomy is provided to the worker so that he carries his jobeffectively.

c) Variety :-When the same job is repeated again and again it leads to burden and

monotony. This leads to lack of interest and carelessness on the job.

Therefore, while preparing job design certain amount of variety must be

provided to keep the person interested in the job.

Methods of job designThere are various methods in which job design can be carried out. These methods

help to analysis the job, to design the contents of the and to decide how the job must

be carried out .these methods are as followsI. Job rotation

II. Job enlargementIII. Job enrichment

Job Rotation :-Job rotation involves shifting a person from one job to another, so that he is

able to understand and learn what each job involves. The company tracks his

performance on every job and decides whether he can perform the job in an

ideal manner. Based on this he is finally given a particular posting.

Job rotation is done to decide the final posting for the employee e.g. Mr. A

is assigned to the marketing department whole he learns all the jobs to be

performed for marketing at his level in the organization .after this he is shifted to

the sales department and to the finance department and so on. He is finally

placed in the department in which he shows the best performance

Job rotation gives an idea about the jobs to be performed at every level. Once a

person is able to understand this he is in a better understanding of the working of

organization

Advantages of job rotation1. Avoids monopoly :-

Job rotation helps to avoid monopoly of job and enable the employee to learn

new things and therefore enjoy his job

2. Provides an opportunity to broaden ones knowledge :-Due to job rotation the person is able to learn different job in the organization

this broadens his knowledge.

3. Avoiding fraudulent practice :-In an organization like bank jobs rotation is undertaken to prevent employees

from doing any kind of fraud i.e. if a person is handling a particular job for a

very long time he will be able to find loopholes in the system and use them for

his benefit and indulge ( participate ) in fraudulent practices job rotation

avoids this.


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Disadvantages of Job Rotation

1. Frequent interruption :-Job rotation results in frequent interruption of work .A person who is

doing a particular job and get it comfortable suddenly finds himself shifted to

another job or department .this interrupts the work in both the departments.

2. Reduces uniformity in quality :-Quality of work done by a trained worker is different from that of a new

worker .when a new worker I shifted or rotated in the department, he takes

time to learn the new job, makes mistakes in the process and affects the

quality of the job.

3. Misunderstanding with the union member :-Sometimes job rotation may lead to misunderstanding with members of the

union. The union might think that employees are being harassed and more

work is being taken from them. In reality this is not the case.

Job enlargementThere are various methods in which job design can be carried out. These methods


be carried out .these methods are as follows

I. Job rotationII. Job enlargement

III. Job enrichment

Job enlargement is another method of job design when any organization wishes to

adopt proper job design it can opt for job enlargement. Job enlargement involves

combining various activities at the same level in the organization and adding them tothe existing job. It increases the scope of the job. It is also called the horizontal

expansion of job activities.

Job enlargement can be explained with the help of the following example - If Mr.

A is working as an executive with a company and is currently performing 3 activities

on his job after job enlargement or through job enlargement we add 4 more activities

to the existing job so now Mr. A performs 7 activities on the job.

It must be noted that the new activities which have been added should belong to

the same hierarchy level in the organization. By job enlargement we provide a greater

variety of activities to the individual so that we are in a position to increase the

interest of the job and make maximum use of employees skill. Job enlargement is

also essential when policies like VRS are implemented in the company.

Advantages of job enlargement

1. Variety of skills :-Job enlargement helps the organization to improve and increase the skills of

the employee due to organization as well as the individual benefit.

2. Improves earning capacity :-Due to job enlargement the person learns many new activities. When such

people apply foe jobs to other companies they can bargain for more salary.

3. Wide range of activities :-Job enlargement provides wide range of activities for employees. Since a

single employee handles multiple activities the company can try and reducethe number of employees. This reduces the salary bill for the company.


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Disadvantages of job enlargement

1. Increases work burden :-Job enlargement increases the work of the employee and not every company

provides incentives and extra salary for extra work. Therefore the efforts of

the individual may remain unrecognized.2. Increasing frustration of the employee :-

In many cases employees end up being frustrated because increased activities

do not result in increased salaries.

3. Problem with union members :-Many union members may misunderstand job enlargement as exploitation of

worker and may take objection to it.

Job enrichment

There are various methods in which job design can be carried out. These methods


be carried out. These methods are as followsI. Job rotation

II. Job enlargementIII. Job enrichment

Job enrichment is a term given by Fredric Herzberg. According to him a few

motivators are added to a job to make it more rewarding, challenging and interesting.

According to Herzberg the motivating factors enrich the job and improve

performance. In other words we can say that job enrichment is a method of adding

some motivating factors to an existing job to make it more interesting. The motivating

factors can be

a) Giving more freedom.b) Encouraging participation.c) Giving employees the freedom to select the method of working.d) Allowing employees to select the place at which they would like to

work.

e) Allowing workers to select the tools that they require on the job.f) Allowing workers to decide the layout of plant or office.

Job enrichment gives lot of freedom to the employee but at the same time

increases the responsibility. Some workers are power and responsibility hungry. Job

enrichment satisfies the needs of the employees.

Advantages of job enrichment

1. Interesting and challenging job :-When a certain amount of power is given to employees it makes the job more

challenging for them, we can say that job enrichment is a method of employee

empowerment.

2. Improves decision making :-Through job enrichment we can improve the decision making ability of the

employee by asking him to decide on factory layout, method and style of

working.

3. Identifies future managerial caliber :-


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When we provide decision making opportunities to employees, we can

identify which employee is better that other in decision making and mark

employees for future promotion.

4. Identifies higher order needs of employees :-This method identifies higher order needs of the employee. Abraham

Maslows theory of motivation speaks of these higher order needs e.g. egoand esteemed needs, self actualization etc. These needs can be achieved

through job enrichment.

5. Reduces work load of superiors :-Job enrichment reduces the work load of senior staff. When decisions are

taken by juniors the seniors work load is reduced.

Disadvantages of job enrichment

1. Job enrichment is based on the assumptions that workers have completeknowledge to take decisions and they have the right attitude. In reality this

might not be the case due to which there can be problems in working.

2. Job enrichment has negative implications ie. Along with usual work decisionmaking work is also given to the employees and not many may be comfortable

with this.

3. Superiors may feel that power is being taken away from them and given to thejuniors. This might lead to ego problems.

4. This method will only work in certain situations. Some jobs already give a lotof freedom and responsibility; this method will not work for such jobs.

5. Some people are internally dissatisfied with the organization. For such peopleno amount of job enrichment can solve the problem.

JOB EVALUATIONDefn : Job evaluation is defined as a procedure for determining the worth of the job

and to determine the level of compensation for the job

The objective of job evaluation is

1.to provide a standard procedure for fixing salary

job evaluation aims to provide a standard procedure for fixing salary of employees

doing a particular job and belonging to a particular level in the organization . This

is required so that the employee is remunerated according to his capabilities and

therefore feels satisfied on the job

2. to determine the rate of pay:Job evaluation determines how much to pay the employee according to his efforts in

the organization . the rate of pay is decided by looking into various factors on the

job .

3. to ensure that wages and salaries are paid according to the qualification and work

Job evaluation recognizes the importance of qualification of the employee and the

efforts put in by him on the job and decides the salary based on these factors. This

ensures that the employees are judged on similar factors and there is no bias.


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4. to decide salary using scientific methods of evaluation:

The job evaluation methods are scientific in nature, i.e they have been decided after

looking into the issues concerned with a scientific approach. Thus it is obvious that

the results too will be very much appropriate. Job evaluation is not based on

personal bias or personal choice.

5. Involves a fair study of the job factors to avoid ambiguity

Job evaluation studies the job factors in a fair and just manner so that ambiguity

can be avoided and the factors for judging the job are very clear and accurate. This

gives more credibility to the entire job evaluation process

Advantages of Job Evaluation

1. Job evaluation is a very logical method which uses common factors to decidethe salary therefore there is no inequality

2. new jobs are adjusted in the existing structure. They are added to the old jobs

and evaluated on the same factors3. There is greater simplification and uniformity in Job evaluation

Disadvantages of Job evaluation1. The job factors fluctuate and evaluation on these factors does not reflect the

true value in future

2. Job evaluation creates doubts and fear in the minds of the employees. Theyfeel that their efforts may not be evaluated properly

3. Job evaluation program/procedures takes a long time to be installed . Itrequires specialized study by technical personnel so that it is accurate . Any

evaluation for namesake will not do.

Methods/Types of Job evaluation:

There are various types of Job evaluation. They can be shown with the help of the

following diagram

JOB EVALUATION

Analytical methods non- analytical methods non- conventional methods

1. Point ranking mehtod 1. Ranking method

2. factor comparison 2. job grading method

method

I NON- ANALYTICAL METHODS

These methods do not use detailed job factors. Every job is determined as a whole

in determining its relative ranking. This non-analytical methods includes two types

A] ranking method


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B] job grading method

Ranking method : This is the most inexpensive and the simplest methods of

evaluation . The evaluation committee assess the worth of each job on the basis of its

title or its contents , if the contents are available. Each job is compared with others

and its place is determined. The method has several drawbacks Job evaluation maybe subjective as the jobs are not broken into factors. Its difficult to measure entire

jobs.

Job-grading method: It is also called job classification method. Like the ranking

method this method also does not call for a detailed or quantitative analysis of job

factors. It is based on the entire job. The difference between the ranking method and

this method is that this method uses job classes or grades to decide the salary. The

number of grades is decided first and factors corresponding to the grades are decided

later. Facts and information about the job are collected and matched with the grades.

The advantages areit is simple and inexpensive, the companies where the number

of jobs is small can use this method.The disadvantages arejob description is not very clear, it becomes difficult to

convince an employee as to why a particular job is put in a particular grade, the same

schedule cannot be used for all jobs

II ANALYTICAL METHODS:

This includes the point ranking and the factor comparison method. These

methods can be explained as follows:

A] Point ranking method: This method starts with the selection of job factors,

construction of degrees for each factor and assignment of points to each degree.

Different factors are selected for different jobs and every job has different degrees anddifferent points

The advantages are

1. a job is split into a number of factors. The worth of each job is determined onthe basis of each factor

2. The procedure adopted is systematic and can be easily explained to theemployee

3. the method is simple to understand and easy to administer

Atleast two defects are noted in this method

1. Employees may not agree with the points allotted or the factors selected2. serious doubts are expresses about the point system and how it is assigned to

the factors

B] factor comparison method: This method is yet another approach to job

evaluation. It is an analytical method. The method is started by selecting factors

usually 5 factors are selected

i] mental requirement

ii] skill requirement

iii] physical exertion

iv] responsibility

v] job condition


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These factors are assumed to be constant for all jobs. Each factor is ranked

individually with the other jobs. For ex: A managers job will have more mental

requirement than physical exertion. So mental requirements will have a higher rank.

The total point values are assigned to each factor. The worth of the job is

obtained by adding together the point value.

The advantages of this method is that jobs which are different in nature areevaluated with the same set of factors but the method is complicated when applied on

a large scale.

CHAPTER 3: RECRUITMENT SELECTION AND INDUCTION

Define recruitment Recruitment is a process of searching for prospective

employees and stimulating them to apply for jobs.

Objectives of recruitmentRecruitment fulfills the following objectives

1. It reviews the list of objectives of the company and tries to achieve them bypromoting the company in the minds of public

2. It forecasts how many people will be required in the company.3. It enables the company to advertise itself and attract talented people.4. It provides different opportunities to procure human resource.

Methods of recruitment/sourcesRecruitment is a process of searching for prospective employees and stimulating them

to apply for jobs. Companies can adopt different methods of recruitment for selecting

people in the company. These methods are

1. Internal sources2. External sources

The sources can be further explained with the help of following diagram

Sources of recruitment (manpower supply)

Internal source External sources

Promotion Management consultantDepartmental exam Employment agencyTransfer Campus recruitmentRetirement News paper advertisementInternal advertisement Internet advertisementEmployee recommendation Walk in interview

Internal sources of recruitment :-

Internal sources of recruitment refer to obtaining people for job from inside the

company. There are different methods of internal recruitment1. Promotion :-


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Companies can give promotion to existing employees. This method of

recruitment saves a lot of time, money and efforts because the company

does not have to train the existing employee. Since the employee has already

worked with the company. He is familiar with the working culture and

working style. It is a method of encouraging efficient workers.

2. Departmental exam :-This method is used by government departments to select employees for

higher level posts. The advertisement is put up on the notice board of the

department. People who are interested must send their application to the HR

department and appear for the exam. Successful candidates are given the

higher level job. The method ensures proper selection and impartiality.

3. Transfer :-Many companies adopt transfer as a method of recruitment. The idea is to

select talented personnel from other branches of the company and transfer

them to branches where there is shortage of people.

4. Retirement :-

Many companies call back personnel who have already retired from theorganization. This is a temporary measure. The method is beneficial because it

gives a sense of pride to the retired when he is called back and helps the

organization to reduce recruitment selection and training cost.

5. Internal advertisement :-In this method vacancies in a particular branch are advertised in the notice

board. People who are interested are asked to apply for the job. The method

helps in obtaining people who are ready to shift to another branch of the same

company and it is also beneficial to people who want to shift to another

branch.

6. Employee recommendation :-In this method employees are asked to recommend people for jobs. Since the

employee is aware of the working conditions inside the company he will

suggest people who can adjust to the situation. The company is benefited

because it will obtain.

Advantages of internal recruitment

1. Internal methods are time saving.2. No separate induction program is required.3. The method increases loyalty and reduces labour turnover.4. This method is less expensive.

Disadvantages of internal recruitment

1. There is no opportunity to get new talent in this method.2. The method involves selecting people from those available in the company so

there is limited scope for selection.

3. There are chances of biased and partiality.4. Chances of employee discontent are very high.

External methods/sources of recruitment

External sources of recruitment refer to methods of recruitment to obtain people from

outside the company. These methods are

1. Management consultant :-Management consultant helps the company by providing them with


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managerial personnel, when the company is on the look out for entry level

management trainees and middle level managers. They generally approach

management consultants.

2. Employment agencies :-Companies may give a contract to employment agencies that search, interview

and obtain the required number of people. The method can be used to obtainlower level and middle level staff.

3. Campus recruitment :-When companies are in search of fresh graduates or new talent they opt for

campus recruitment. Companies approach colleges, management, technical

institutes, make a presentation about the company and the job and invite

applications. Interested candidates who have applied are made to go through a

series of selection test and interview before final selection.

4. News paper advertisement :-This is one of the oldest and most popular methods of recruitment.

Advertisements for the job are given in leading newspapers; the details of the

job and salary are also mentioned. Candidates are given a contact addresswhere their applications must be sent and are asked to send their applications

within a specified time limit. The method has maximum reach and most

preferred among all other methods of recruitment.

5. Internet advertisement :-With increasing importance to internet, companies and candidates have started

using the internet as medium of advertisement and search for jobs. There are

various job sites like naukri.com and monster.com etc. candidates can also

post their profiles on these sites. This method is growing in popularity.

6. Walk in interview :-Another method of recruitment which is gaining importance is the walk in

interview method. An advertisement about the location and time of walk in

interview is given in the news paper. Candidates require to directly appearing

for the interview and have to bring a copy of their C.V. with them. This

method is very popular among B.P.O and call centers.

Advantages of external recruitment

1. There is influx of new talent in the method.2. The method encourages more and more competition.3. There is lesser chance of partiality through this method.4. If options like campus recruitment have been exercised we get a chance to

employ fresh graduates, thus increasing employment.

Disadvantages of external recruitment

1. The method is costly because it involves recruitment cost, selection, trainingcost.

2. The method is time consuming.3. The method reduces loyalty to the company.

Selection

Define selection :- Selection can be defined as process of choosing the right person

for the right job.

Process of selection :-


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The process of selection is different in different companies; however a general

procedure of selection can be framed. This process of selection can be explained with

the help of following diagram

Process of selection

Job analysis

Advertisement

Application blank/form

Written test

Interview

Medical examination

Initial job offer

Acceptance/rejection letter

Final offer/letter of appointment

Induction

1. Job analysis :-The very first step in the selection procedure is the job analysis. The HR

department prepares the job description and specification for the jobs which

are vacant. This gives details for the jobs which are vacant. This gives

details about the name of the job, qualification, qualities required and work

conditions etc.

2. Advertisement :-Based on the information collected in step 1, the HR department prepares an

advertisement and publishes it in a leading news papers. The advertisement

conveys details about the last date for application, the address to which the

application must be sent etc.

3. Application blank/form :-

Application blank is the application form to be filled by the candidate when heapplies for a job in the company. The application blank collects information

consisting of 4 parts- 1) Personal details 2) Educational details 3) Work

experience 4) Family background.

4. Written test :-The application which have been received are screened by the HR department

and those applications which are incomplete are rejected. The other candidates

are called for the written test. Arrangement for the written test is looked after

the HR department i.e. question papers, answer papers, examination centers

and hall tickets etc.

5. Interview :-

Candidates who have successfully cleared the test are called for an interview.The entire responsibility for conducting the interview lies with the HR


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department i.e. they look after the panel of interviewers, refreshments,

informing candidates etc.

6. Medical examination :-The candidates who have successfully cleared the interview are asked to take a

medical exam. This medical exam may be conducted by the organization itself(army). The organization may have a tie up with the hospital or the candidate

may be asked to get a certificate from his family doctor.

7. Initial job offer :-Candidates who successfully clear the medical exam are given an initial job

offer by the company stating the details regarding salary, terms of employment,

employment bond if any etc. The candidate is given some time to think over

the offer and to accept or reject the offer.

8. Acceptance/ rejection :-Candidates who are happy with the offer send their acceptance within a

specified time limit to show that they are ready to work with the company.

9. Letter of appointment/final job offer :-Candidates who send their acceptance are given the letter of

appointment. The letter will state the name of the job. The salary and other

benefits, number of medical leaves and casual leaves, details of employment

bond if any etc. It will also state the date on which the employee is required to

start duty in the company.

10.Induction :-On the date of joining the employee is introduced to the company and other

employees through am elaborate induction program.

Types of selection testDifferent selection test are adopted by different organization depending upon their

requirements. These tests are specialized test which have been scientifically tested and


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hence they are also known as scientific test. Different types of test can be explained

with the help of following diagram,

Types of selection test

Aptitude Intelligence Personality Performance test

test test test

1.Mental ability/

Intelligence test

2.Medical aptitude

test

3. Psycho motor test

I. Aptitude test :-

Aptitude tests are test which assess the potential and ability of a candidate. Itenables to find out whether the candidate is suitable for the job. The job may

be managerial technical or clerical. The different types of aptitude test are

a. Mental ability/mental intelligence test :-This test is used to measure the over all intelligence and

intellectual ability of the candidate to deal with problems. It

judges the decision making abilities.

b. Mechanical aptitude test :-This test deals with the ability of the candidate to do mechanical work.

It is used to judge and measure the specialized knowledge and problem

solving ability. It is used for technical and maintenance staff.

c. Psycho motor test :-This test judges the motor skills the hand and eye co-ordination and

evaluates the ability to do jobs like packing, quality testing, quality

inspection etc.

II. Intelligence test :-This test measures the numerical skills and reasoning abilities of the

candidates. Such abilities become important in decision making. The test

consists of logical reasoning ability, data interpretation, comprehension skills

and basic language skills.

III. Personality test :-In this test the emotional ability or the emotional quotient is tested. This test

judges the ability to work in a group, inter personal skills,ability to understand

and handle conflicts and judge motivation levels. This test is becoming very

popular now days.

IV. Performance test :-This test judges and evaluates the acquired knowledge and experience of the

knowledge and experience of the individual and his speed and accuracy in

performing a job. It is used to test performance of typist, data entry operatorsetc.


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Induction (Induction = orientation)

Induction can be defined as a process of introducing the employee who is

newly elected to the organization. When an employee is given a letter of appointment

he joins the company on duty. The very first thing that the company does is,

introduces the new employee to the organization and people working there.An induction program may be conducted at a particular center for all

employees or at different places (branches of the company) for different employees.

Normally the new employee is called together to the staff training college for the

induction program.

The induction starts with an introduction session about the company, number

of branches, a brief history of the company, number of products, number of countries

operating in, organizational structure, culture, values, beliefs, the names of top

management personnel etc.

Apart from this introductory secession there will be other sessions also like

sessions on behavioral science, soft skill training, sessions on giving details about the

job, salary, bonus, information about different leaves that can be taken by theemployee about upward mobility in the organization etc.

There are different ways in which sessions can be conducted i.e. using lecture

method, power point presentation, group discussion, psychological test, roll play

secessions etc.

The induction program concludes with the employee reporting for duty at his

respective branch after induction. When he reports for duty the senior most people in

the branch takes the new employee around the office and introduces to all other

employees and gives information about the working of the branch. The senior people

regularly stay in touch with the new employee in the first week so that he can make

the new employee comfortable and help him to adjust to the company.

After this the company may start a training program for the new employee.

Define placement: Companies conduct recruitment and selection and finally select

employees. The employees undergo an induction program. After the induction

program is over the employee is given a specific job in the company. This is called

placement.

APPLICATION BLANKApplication blank is the application form of the company which must be filled by

the candidate when he applies for a job. Application blank gives information to

the company about the prospective candidate. The information collected relates

to personal details, educational qualification, work experience, family

background etc.

The personal details about the candidate include name , age, gender, date of birth,

photograph for identification, residential address etc.


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Details regarding educational qualification include the name of the degree obtained,

the name of the university, subject studied, marks obtained and the year of passing.

Information about educational qualification is required by the company starting from

matriculation exam to the latest degree obtained. Any additional qualification

obtained must also be mentioned.

In case of details about work experience information about the name of the company in which the candidate has

previously worked, number of years of experience , the designation held and the reasons

for leaving the job are required.

Apart from these details the application blank also collects information about the

family background of the person i.e the number of persons in the family, their age

and occupation , the number of dependent members, the annual family income etc.

A proforma of the application blank helps to further explain the concept of

application blank and can be seen below

STATE BANK OF INDIA

APPLICATION FOR THE POST OF __________________________

NAME :____________________________________________

____________________________________________

AGE ________ DATE OF BIRTH ____________ M/F_____

RESIDENTIAL ADDRESS

EDUCATIONAL QUALIFICATION:

DEGREE YEAR OF PASSING NAME OF UNIV % OBTAINED

(give information starting from matriculation onwards)

ADDITIONAL QUALIFICATION:

DIPLOMA/ NAME OF INSTITUTE YEAR OF PASSING % OBTAINED

DEGREE

WORK EXPERIENCE:

NAME OF POST DATE OF DATE OF NO OF REASON FOR

COMPANY HELD JOINING LEAVING YEARS LEAVING

FAMILY DETAILS: MARRIED/ SINGLE/ DIVORCED/ WIDOW(ER)______

NAME OF FAMILY RELATION AGE OCCUPATION

PLEASE

AFFIX

PASSPORT

SIZE

PHOTO


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ANNUAL FAMILY INCOME:___________________________________

I HEREBY DECLARE THAT THE ABOVE GIVEN INFORMATION IS

TRUE . ANY DISCREPANCY IN THE ABOVE INFORMATION CAN

LEAD TO LEGAL ACTION AGAINST ME .

PLACE:

DATE : SIGNATURE OF CANDIDATE

HEADHUNTING

Headhunting refers to the activity of selection of senior level personnel like Board of

Directors, very senior level mangers of the co, etc.Head hunting originally meant

hunting for the prized person and was undertaken by tribes . The same word has been

adapted to management because in this case the prized person is the member of the

top level management

Head hunting is different from the normal selection process. In case of headhunting

the process of selection is handed over to agencies which specialize in this activity.

The company which requires top management personnel gives its requirements to the

concerned agency, - i.e the qualities required ,the type of job to be done. , the

responsibilities to be handled, the desired profile etc .The agency now tries to find

suitable candidates who may be employed in other companies. This is done in a

discrete and unobstructive manner. It is not publicized. The agency selects 4 or 5

people who it feels are suited for the job and recommends them to the company. The

company in turn interviews all of them , talks to them about the current conditions ,

what is expected of them , their salary package is negotiated and finally the company


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selects a person required by them. This selection method is different and is not

publicized as in case of lower and middle level management positions.

CHAPTER TRAINING AND DEVELOPMENT

Define training/development/managerial development/executive development

/mdp/edp:-

Training is defined by Wayne Cascio as training consists of planed programs

undertaken to improve employee knowledge, skills, attitude, and social behavior so

that the performance of the organization improves considerably.

Training is normally viewed as a short process. It is applied to technical staff, lower,

middle, senior level management. When applied to lower and middle managementstaff it is called as training and for senior level it is called managerial development

program/executive development program/development program.

OBJECTIVES/PURPOSE/GOALS OF TRAINING AND DEVELOPMENTTraining is defined by Wayne Cascio as training consists of planed programs



The purpose of training and development can be explained as follows.

1. Improving quality of work force :-Training and development help companies to improve the quality of work

done by their employees. Training programs concentrate on specific areas.

There by improving the quality of work in that area.

2. Enhance employee growth :-Every employee who takes development program becomes better at his job.

Training provides perfection and required practice, therefore employees are

able to develop them professionally.

3. Prevents obsolescence :-Through training and development the employee is up to date with new

technology and does not fear when old technology is replaced with new

technology and the fear of being thrown out of the job is reduced.4. Assisting new comers :-Training and development programs greatly help new employees to get

accustomed to new methods of working, new technology, the work culture of

the company etc .It helps them to gain confidence in themselves.

5. Bridging the gap between planning and implementation :-Plans made by companies expect people to achieve certain targets within

certain time limit with certain quality. For this employee performance has to

be accurate and perfect. Training helps in achieving accuracy and perfection.

6. Health and safety measures :-Training and development program clearly identifies and teaches employees

about the different risk involved in their job, the different problems that canarise and how to prevent such problems. This helps to improve the health and


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safety measures in the company.

METHODS OF TRAINING OPERATING PERSONNEL/FACTORY

WORKERSTraining is defined by Wayne Cascio as training consists of planed programs

undertaken to improve employee knowledge, skills, attitude, and social behavior sothat the performance of the organization improves considerably.

There are different methods of training for operating personnel (factory workers).

Training these workers becomes important because they handle equipment worth

crores of rupees. The different methods can be explained with the help of following

diagram.

Methods of training operating personnel

On the job Apprenticeship Vestibule Job rotation Classroom

method method method method method

1. On the job training method :-In this method workers who have to be trained are taken to the factory,

divided into groups and one superior is allotted to every group. This superior

or supervisor first demonstrates how the equipment must be handled, and then

the worker is asked to repeat whatever he has observed in the presence of the

supervisor. This method makes it easy for the employee to learn the details

about specific equipment. Once the worker studies the first equipment

thoroughly the supervisor moves on to the next equipment and so on.

2. Apprenticeship training :-In this method both theory and practical session are conducted. The employee

is paid a stipend until he completes training. The theory sessions give

theoretical information about the plant layout, the different machines, their

parts and safety measures etc. The practical sessions give practical training in

handling the equipment. The apprentice may or may not be continued on the

job after training.

3. Vestibule training :-In this method of training an atmosphere which is very similar to the real job

atmosphere is created. The surroundings, equipment, noise level will be

similar to the real situation. When an employee is trained under such

conditions he gets an idea about what the real job situation will be like.

Similarly when he actually starts doing the job he will not feel out of place.

This method is used to train pilots and astronauts. In some places graphics are

also used to create the artificial surroundings. This method involves heavy

investment.

4. Job rotation :-In this method the person is transferred from one equipment to the other for a

fixed amount of time until he is comfortable with all the equipments. At the

end of the training the employee becomes comfortable with all the equipment.

He is then assigned a specific task.

5. Classroom method :-


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In this method the training is given in the classroom. Video clippings, slides, c

charts, diagrams and artificial models etc are used to give training.

Methods of training for managers/ methods of development / managerial

development/executive development

Training is defined by Wayne Cascio as training consists of planed programs



Various methods are used to train personnel for managerial level jobs in the company.

These methods can be explained with the help of following diagram.

Methods of training managers

On the job training Off the job training

Job rotation Classroom method

Planned progression Simulation

Coaching and counseling Business games

Under study Committees

Junior boards Conferences

Readings

In-basket training

ON THE JOB METHOD :- On the job method refers to training given to personnel

inside the company. There are different methods of on the job training.1. Job rotationThis method enables the company to train managerial personnel in

departmental work. They are taught everything about the department. Starting

from the lowest level job in the department to the highest level job. This helps

when the person takes over as a manager and is required to check whether his

juniors are doing the job properly or not. Every minute detail is studied.

2. Planned progression :-In this method juniors are assigned a certain job of their senior in addition to

their own job. The method allows the employee to slowly learn the job of his

senior so that when he is promoted to his seniors job it becomes very easy for

him to adjust to the new situation. It also provides a chance to learn higherlevel jobs.

3. Coaching and counseling :-Coaching refers to actually teaching a job to a junior. The senior person who

is the coach actually teaches his junior regarding how the work must be

handled and how decisions must be taken, the different techniques that can be

used on the job, how to handle pressure. There is active participation from the

senior.

Counseling refers to advising the junior employee as and when he faces

problems. The counselor superior plays an advisory role and does not actively

teach employees.

4. Under study :-In this method of training a junior is deputed to work under a senior. He takes


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orders from the senior, observes the senior, attends meetings with him, learns

about decision making and handling of day to day problems. The method

is used when the senior is on the verge of retirement and the job will be taken

over by the junior.

5. Junior board :-In this method a group of junior level managers are identified and they work t

together in a group called junior board. They function just like the board of

directors. They identify certain problems, they study the problem and provide

suggestions. This method improves team work and decision making ability. It

gives an idea about the intensity of problem faced by the company.

Only promising and capable junior level managers are selected for this

method.

OFF THE JOB TRAINING METHOD :- Off the job training refers to method of

training given outside the company. The different methods adopted here are

1. Classroom method :-The classroom method is used when a group of managers have to be trained

in theoretical aspects. The training involves using lectures, audio visuals, case

study, role play method, group discussions etc. The method is interactive and

provides very good results.

2. Simulation :-Simulation involves creating an atmosphere which is very similar to the

original work environment. The method helps to train managers in handling

stress, taking immediate decisions, handling pressure on the jobs etc. An

actual feel of the real job environment is given here.

3. Business games :-

This method involves providing a market situation to the trainee manager andasking him to provide solutions. If there are many people to be trained they

can be divided into groups and each group becomes a separate team and play

against each other.

4. Committee :-A committee refers to a group of people who are officially appointed to look

into a problem and provide solutions. Trainee managers are put in the

committee to identify and study a problem in the organization and to provide

suggestions on how they will solve the problem and to explain what they

learnt from it.

5. Conference :-Conferences are conducted by various companies to have elaborate

discussions on specific topics. The company which organizes the conference

invites trainee managers from different companies and calls for experts in

different fields to give presentations or lectures. The trainee managers can ask

their doubts to these experts and understand how problems can be solved on

the job.

6. Readings :-This method involves encouraging the trainee manager to increase his reading

related to his subject and then asking him to make a presentation on what he

has learnt. Information can be collected by trainee manager from books,

magazines and internet etc.7. In basket training :-


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The method is adopted from the IN and OUT baskets normally found in

the managers cabin. In this method the training is given to the manager to

handle files coming in and to finish his work and take decisions within a

specified time limit. The trainee manager is taught how to prioritize his work,

the activities which are important for his job and how to take decisions within

limited time.

TRAINING PROCEDURE/PROCESS OF TRAINING :-Training is defined by Wayne Cascio as training consists of planed programs



Every company has a specific training procedure, depending upon its

requirements. A general training procedure is explained below along with diagram

PROCESS/PROCEDURE OF TRAINING

Determining training need of employee

Select a target group for training

Preparing trainers

Developing training packages

Presentation

Performance

Follow up

1. Determining training needs of employee :-In the very 1

ststep of training procedure, the HR department, identifies the

number of people requiring training, specific area in which they need training,

the age group of employee, the level in organization etc. in some cases the

employee may be totally new to the organization. Here the general

introduction training is required. Some employees may have problems in

specific areas; here the training must be specific. This entire information iscollected by HR department.

2. Selecting target group :-Based on information collected in step 1 the HR department divides employee

into groups based on the following.

i. Age group of the employee to be trained

ii The area in which training is required

iii Level of the employee in the organization

iv The intensity of training etc.

3. Preparing trainers :-Once the employees have been divided into groups, the HR department

arranges for trainers. Trainers can be in house trainers or specialized trainersfrom outside. The trainers are given details by HR department, like number of


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people in the group, their age, their level in organization, the result desired at

the end of training, the area of training, the number of days of training, the

training budget, facilities available etc.

4. Preparing training packages :-Based on the information provided by trainers, he prepares entire training

schedule i.e. number of days, number of sessions for each day, topics to behandled each day, depth of which the subject should be covered, the

methodology for each session, the tests to be given foe each session,

handout/printed material to be given in each session etc.

5. Presentation :-On the first day of training program the trainer introduces himself and

specifies the need and objective of the program. This is done so that

employees get the right idea about the objectives. He then actually starts the

program. The performance of each employee is tracked by the trained and

necessary feedback is provided.

6. Performance :-

At the end of training program the participants reports back to their office orbranches. They prepare report on the entire training program and what they

have learned. They the start using whatever they have learnt during their

training. Their progress and performance is constantly tracked and suitable

incentives are given if the participant is able to use whatever he has learnt in

training.

7. Follow up :-Based on the employee performance, after training, the HR department is able

to identify what is exactly wrong with training program and suitable

correction is made in the training programmes in the future.

EVALUATION OF TRAINING PROGRAMTraining is defined by Wayne Cascio as training consists of planed programs



Effectiveness of training programs are constantly evaluated by the company to find if

the money, they have invested has been spent properly or not. Training programs can

be evaluated by asking following questions.

a) Has change occurred after training?b) Is the change due to training?c) Is the change positive or negative?d) Will the change continue with every training program?

A training program should give following resulting changes.

1. Reaction :-Reaction refers to attitude of employee about the training, whether the

employee considers training to be positive or negative one. If reactions are

positive then people have accepted the program and changes will be

possible.

2. Learning :-Another method of judging effectiveness is to identify levels of learning i.e.

how much the people have learnt during the training. This can be found out bytrainers mark sheet, the report submitted by the employee, and actual


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performance.

3. Behavior :-The HR department needs to understand behavior of the employees, to

understand the effectiveness of training. The behavioral change can be seen in

how the person interacts with juniors, peer groups and seniors. They mark

change in behavior and inform the HR department of the success of trainingprogram.

4. Result :-Results provided by employee in monetary terms also determines

effectiveness of training program i.e. employee success calculated in monetary

terms on handling the project after training, the group performance before and

after training etc.

Effective training programs must give the following results

i. Increase in efficiency of workerii. Reduction in labour turnover

iii. Increase in disciplineiv. Reduction in wastage and therefore cost of productionv. Proper care of tools and equipments

vi. Employee development in career termsvii. Overall efficiency in the company

ADVANTAGES OF TRAINING PROGRAMME/ TRAINING

A training programme has the following advantages. They are

ADVANTAGES OF TRAINING

TO THE COMPANY TO THE EMPLOYEE

I ADVANTAGES TO THE COMPANY:

1. Increased efficiency of employees:An effective training programme can make the employees of the company work

in an effective manner. With training peo

hrm 1st 5 chapters notes

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