HR Development & Training

HR Development and Training(Page 1) Name : (Amresh Anjan)

HR DEVELOPMENT & TRAINING

Q1 (a) Explain the importance and scope of Human Resource Development in an

organization.

Ans. Human Resource Development (HRD): - HRD Means Developing The

Human Resources Upgrading Their Skills And Extending Their Knowledge

Would Lead To Economic Development And Organizational Development.

Therefore Human Resource Development (HRD) Is Key To Optimize Utilization

Of Human Intellectual Technological And Entrepreneurial Skills.

Scope of HRD: -

Dr. Len Nadler, Carrel and Jones Have Used the Term 'HRD'

Mainly to Refer to Training Education and Development.

In HRD Emphasis On: -

Improving Existing Skills and Exploring Potential Skills of an

Individual. Attachment of Organizational and Individual Goals.

Prof. T.V. Rao Defines HRD as A Process in Which Employees of an

Organization Are Continually Helped In A Planned Way To-

(A) Acquire or Sharpen Their Capabilities Required To Perform Various

Obligations, Tasks and Functions.

(B) Develop Their Capabilities As Individual So That They May Be Able To

Discover Their Potential And Exploit them To Full Their Own

and/or Organizational Development Purpose And

(C) To Develop An Organizational Culture Where Superior Subordinate

Relationship Team Work And Collaboration Among Different Sub

Units Are Strong And Contribute to Organizational Wealth, Dynamism

And Pride To The Employees.

Importance of HRD: -

(1) Proper utilization Of Human Resource: - HRD Helps In Maximizing the

Utilization of Human Resource for the Achievement Of

Individual And Organizational Goals.

(2) Development of Human Resources: - HRD Helps To Provide an

Opportunity And Comprehensive Framework for the Development of

Human Resource in an Organization for Full Expression of Their Talent

and Manifest Potentials.


(3) Help In Increasing Skills of Employees: - HRD Helps In Increasing Skills

of Employees It Helps to develop The Constructive Mind and An

Overall Personality of the Employees.

(4) Team Spirit: - HRD Develop the Sense of Team Spirit team work and

Inter Team Collaborations.

(5) Systematic Information: - HRD Also Used To Develop the

Organizational Health Culture and Effectiveness and To

Generate Systematic Information about Human Resources.

(6) Healthy Working Environment: - HRD Helps In Creating The Healthy

Working Environment it helps to build Good Employee, Employees

Relationship So That Individual Goals Matches With Organizational

Goal.

Conclusion: -

From Above Discussion We Can Say That HRD Takes Wealth

Capabilities Skills Attitude Of People, Which Are More Useful To The

Development Among Them And Nation Overall Development As Well.


Q1 (b) What is meant by HRD Audit?

Ans. HRD Audit: - HRD Audit Starts With And Understanding Of The Future Business

Plans And Corporate Strategies While HRD Audit Can be done even in

organizations that look well formulated Future Plans And Strategies It Is Most

Effective As A Tool When The Organization Already Has Such Long Term

Plans.

HRD Audit Is A Comprehensive Evaluation Of The Current HRD Strategies,

Structure Systems Style And Skills In The Content Of The Short And Long Term

Business Plans Of A Company. It Attempts To Find Out The Future HRD Needs

Of The Company After Assessing The Current HRD Activities And Inputs. In

Last Few Years The Author Along With His Colleague Udav Pareek

Pioneered, In India A Methodology For Auditing The HRD Function Called

HRD Audit And Implemented It In Many Companies.


Q2 (a) Explain the relevance of Human Resource Planning in an industry.

Ans. Relevance Of Human Resource Planning Is Described Are As Follows –

(1) Determine Recruitment Needs: - An Essential Prerequisite To The

Process Of Recruitment Is To Avoid Problems Of Unexpected

Shortage, Wastage, Blockage In The Promotion Flow And Needless

Redundancies.

(2) Determining Training Needs: - This Is Fundamentally Important To

Planning Training Programmed For Which It Is Necessary To Not Only

Quality But Also Quantity In Terms Of The Skills Required By The

Organization.

(3) Management Development: - A Succession Of Trained And

Experienced Manager Is Essential To The Effectiveness Of The

Organization And This Depends On Accurate Information About

Present And Future Requirement In All Management Parts.

(4) Balancing The Cost Between The Utilization Of Plant And Workforce: -

This In Values Comparing Costs Of These Two Resources In Different

Combinations And Selecting The Optimum. This Is Especially

Important When Costing Projects.

(5) Industrial Relations: - The Business Plan Will of Necessity Make

Assumptions about Productivity of the Human Resource. It Will Have

An Impact On The Organization Industrial Relations Strategies

In Practice, HR Planning Is Concerned With The Demand And Supply

Of Labor And Problems Arising From The Process Of Reconciling

These Factors. Any System Has To Be Based On Analyses Of Demand

And Supply And The Plans And Decisions, Which Follow These

Analyses.


Q2 (b) What are the stages in the career of an employee? Explain each stage.

Ans. Stages In the Carrier Of An Employee: -

1. Exploration: - Many To The Critical Choices Individual Make About

Their Carrier Are Made Prior To Every Entering The Word On A Paid

Basis Our Parents Relatives, Teachers As Well As What We See On

Television And Films Very Early In Our Parents Their Interests, Their

Aspirations And Their Financial Resources Will Be Heavy Factors In

Determining Out Planets, Their Interests, Their Aspirations And Their

Financial Resources Will Be Heavy Factors In Determine Out

Perception Of What Carriers Are Available.

2. Establishment: - The Establishment Period Begins With The Search For

Work And Includes Getting Your First Job Being Accepted By Your

Peers, Learning The Job And Gaining The First Tangible Evidence Of

Success Of Or Failure In The 'Real World'

3. Mid-Carrier: - Most People Do Not Face Their First Carrier Dilemmas

Until They Reach The Mid-Carrier Stage This Is A Time Where Individual

May Continue Their Prior Improvements In Performance Level Off Or

Begin To Deteriorate. At This Stage The First Dilemma Is Accepting

That On Is No Longer Seen As A Learner.

4. Late-Carrier: - For Those Who Continue To Grow Through The Mid-

Carrier Stage The Late Carrier Usually Is A Pleasant Time When One Is

Allowed The Luxury To Relax A Bit And Enjoy Playing The Part Of The

Elder State Man. It Is A Time Their One Rest on One's Laurels and Both

in the Respect Given By Younger Employees. One Begins To Look

Forward To Retirement And The Opportunities Of Doing Something

Different Life Off The Job Is Likely Lot Carry For Greater Importance

Then It Did In Earlier Days.

5. Decline: - The Final Stage In One's Carrier Is Difficult For Everyone But

Ironically Is Probably Hardest On Those Who Had Continued

Successes In Earlier Stages. After Several Decades of Continued

Achievements and High Level of Performance.

For The Most Performers or Those Who Have Seen Their Performance

Deteriorate over the Years. It May Be Pleasant Time. The Frustrations

That Have Been Associated With Work Will Be Left Behind.


Q3 (a) What is meant by Performance Appraisal? What are the objectives of a

Performance Appraisal System?

Ans. Performance Appraisal: - Performance Appraisal Programs Are Among The

Most Helpful Tools An Organization Can Use To Maintain And Enhance

Productivity And Facilitate Progress Towards Strategic Goals.

The Success or Failure Of A Performance Appraisal Program Depends On

The Philosophy Underlying It. Its Connection With Business Goals And The

Attitude And Skills Of Those Responsible For Its Administration Many Different

Methods Can Be Used To Gather Information About Employee

Performance.

Objective Of Performance Appraisal: -

(1) Salary Administration

(2) Performance Feedback

(3) Identification of Individual Strengths and Weaknesses

(4) Recognition of Individual Performance

(5) Determination of Promotion

(6) Identification of Poor Performance

(7) Assistance In Goal Identification

(8) Evaluation Of Goal Achievement

(9) Identification of Individual Training Needs

(10) Determination of Organizational Training Needs.


Q3(b) Explain the concept of 360-degree Appraisal and its relevance in Industry.

Ans. 360-Degree Appraisal: - As Name Implies, 360 Degree Feedback Is

Intended To Provide Employee With As Accurate A View Of Their

Performance As Possible By Getting Input From All Angles = Superiors Beers

Subordinates Customer And The Like Although In The Beginning 360 Degree

Systems Were Purely Developmental And Were Restricted Mainly To

Management And Carrier Development They Have Migrated To

Performance Appraisal And Other Administrative Applications.

Objectives Of 360 Degree Appraisal Or Pros And Cons Of 360 Degree

Appraisal Is Given Below-

Pros: -

� The System Is More Comprehensive In That Response Are Gathered From Multiple Perspectives

� Quality Of Information Better (Quality Of Respondents Is More Important Than Quantity)

� It Complements TQM Intestines By Emphasizing Internal/External Customer And Teams.

� It May Lessen Bias/Prejudice Since Feedback Comes From More People Not One Individual.

� Feedback From Peers And Other May Increase Employee Self-Development.

Cons: -

� The System Complex In Combining All The Responses � Feedback Can Be Intimidating And Cause Resentment If Employee Feels The Respondents Have "Ganged Up

� These may be conflicting opinions, though they may all be accurate from the respective standpoints.

� The System Require Training To Work Effectively. � Employees May Collude Or Game The System By Giving Invalid Evaluation To One Another.

� Appraisers May Not Be Accountable If Their Evaluations Are Anonymous.

Relevance Of 360-Degree Appraisal In Industry –

♦ Assure Anonymity ♦ Make Respondents Accountable ♦ Prevent " Gaming " Of The System ♦ Use Statistical Procedures ♦ Identify And Quantify Biases

Based On The Experience Of Companies It Appears As Though 360 Degree

Feedback Can Provide A Valuable Approach To Performance Appraisal Its

Success, As With Any Appraisal Technique Depends On How Managers Use

The Information And How Fairly Employees Are Treated.


Q4 (a) Explain the process involved in Appraisal Interview.

Ans. Process Involved In Appraisal Interview: -

(1) Ask For A Self-Assessment: - Give Employees A Form Of Self-

Assessment According To It Employee Has Evaluated His Or Her Own

Performance The Interview Can Be Used To Discuss Those Area

Where The Manager And The Employee Have Reached Different

Conclusion Not So Much To Resolve The Truth But To Work Towards A

Resolution Of Problem.

(2) Invite Participation: - The Core Purpose of A Performance Appraisal

Interview Is To Initiate A Dialogue That Will Help an Employee Improve

Her or His Performance. To The Extent That An Employee Is An Active

Participant In That Discussion, The More Likely It Is That The Roof

Cause And Obstades To Performance Will Be Uncovered And The

More Likely It Is That Constructive Ideas For Improvement Will Be

Raised

(3) Express Appreciation: - Praise Is A Powerful Motivator And In An

Appraisal Interview, Particularly Employees Are Seeking Positive

Feedback It Is Frequently Beneficial To Start The Appraisal Interview

By Expressing Appreciation For What The Employee Has Done Well. In

This Way He Or She May Be Less Defensive And More Likely To Talk

About Aspects Of The Job That Are Not Going So Well.

Minimize Criticism: - Employees Who Have A Good Relationship With

Their Managers May Be Able To Handle Criticism Better Than Those Who Do

Not If An Employee Has Many Areas In Need For Improvement, Managers

Should Focus On Those Few Objectives Issues That Are Most Problematic Or

Most Important To The Job Some Tips For Using Criticism Constructively

Include The Following.

♦ Consider Whether It Is Really Necessary ♦ Don't Exaggerate ♦ Make Improvement Your Goal

Focus On Solving Problems: - In Addressing Performance Issues, It Is

Frequently Tempting To Get Into The Blame Game In Which Both Manager

And Employee Enter Into A Potentially Endless Discussion Of Why A Situation

Has Arises. Frequently Solving Problems Requires And Analysis Of The Causes

But Ultimately The Appraisal Interview Should Be Directed Devising A

Solution To The Problem.


Q4 (b)What are the Objectives of Potential Evaluation?

Ans. Potential Evaluation: - Potential Evaluation Refers To An Individuals

Behaviors, Skills, Abilities In Meeting The Requirements Of The Job Which The

Individual Currently Holds On The Other Hand Potential Refers To The Abilities

Present But Not Currently Utilized Or Not Required To That Degree In The

Present Job As Would Be Required In Possible Future Higher Jobs Which The

Individual May Hold. It Refers To The Abilities To Discharge Higher

Responsibilities In Future Roles.

Objective of Potential Evaluation: -

Potential Evaluation Poses A Number Of

Problems, Nobody Has Ever Questioned The Need For Assessment Of

Potential For Vital Personnel Decision It Is In Fact Pre-Requisite To The Very

Survival Of An Organization. It Is an Important Area because People Have

To Be Prepared To Take Up Higher Responsibilities. It Also Help In Identifying

High Fusers and The Dead Wood Early. Some of the Major Areas Where

Potential Evaluation Plays A Critical Role And Help in Handling the

Employees of Organization.

a) Promotions b) Transfer c) Placement d) Training And Development e) Carrier Planning f) Succession Planning g) Salary Increase h) Organization Planning

Every Organization Has To Make an Assessment Of Potentials Of Its

Employee For The Purpose Of A Varity Of Administrative And

Developmental Decisions.


Q6 (a) Explain the importance of Job description and Person specification.

Ans. Importance of Job Description: -

1. Job Identification: - Job Identification or Original Position, Which Includes

the Job Title, Department, Division Plant and Code Number of the Job.

The Job Title Identifies and Designates the Job Properly the Departments

Division Etc. Indicate the Name of the Department Where It Is Situated -

Whether It Is the Maintenance Department, Mechanical Shop Etc.

2. Job Duties And Responsibilities: - Job Duties And Responsibilities Are Two

Important Purposes. First It Provides A Short Definition Which Is Useful As

An Additional Identification Information When A Job Title In Not

Adequate.

3. Job Duties And Responsibilities: - Job Duties And Responsibilities Gives A

Comprehensive Listing Of The Duties Together With Some Indication Of

The Frequency Of Occurrence Or Percentage Of Time Devoted To Each

Major Duty.

4. Relation To Other Jobs: - This Helps To Locate The Job In The

Organization By Indicating The Job Immediate Below Or Above It In The

Job Hierarchy.

5. Supervision: - Under It Is Given The Number Of Persons To Be Supervised

Along With There Job Titles And The Extent Of Supervision Involved

General Intermediate Or Close Supervision.

6. Machine, Tools and Equipments: - Job description also defines Each

Major Type or Trade Name of the Machine and Tool And The Raw

Material Used.

Job Description Is an Important Document Which Is Basically Descriptive In

Nature And Contains A Statement Of Job Analysis.


Q6 (b) Discuss the relevance of innovative employee reward system.

Ans. Innovative Employee Reward System Is Very Important for Motivating the

Employees Its Importance is discussed below: -

(1) Motivation: - Innovative Employee Reward System Help in Motivating

the Employees. Employees Put Their Efforts To Show Their

Performance.

(2) Increasing Productivity: - Innovative Employee Reward System Helps

In Increasing the Individual Productivity Hence Increase

Organizational Productivity.

(3) Healthy Completive Environment: - It Also Helps In Creating Healthy

Completive Environment, Which Is Useful For Achieving The Group

Goals And Organizational Goal.

(4) Self - Satisfaction: - Reward for the Work Help In The Employee Job

Satisfaction. Employees Take Initiative In Every Kind Of Activity.

(5) Differentiate Between Efficient And Inefficient Employees: -

Innovative Employee Required Also Help In Differentiating

Between Efficient And Inefficient Employees Efficient Employees Can

Be Awarded Accordingly For There Efforts.


Q7 (a) Explain how the Training needs can be identified?

Ans. Identifying Training needs: - An analysis of training needs is an

essential prerequisite to the design of effective training. The purpose of this

diagnostic is to determine whether there is a gap between what is required

for effective performance and present level of performance.

Training needs arises of three levels -

(a) Organizational

(b) Group

(c) Individual levels

The corporate needs arises at three levels organization group and individual

levels they are interdependent because the corporate performance of an

organization ultimately depends on the performance of its individual

employee and its sub group.

The corporate needs of the organization and its group may be identified in

the following ways -

(1) The evidence of human resources planning: - This provides

information about the demand and supply of human resources and

the possible implications for training needs. Thus a forecast of a

possible difficulty in recruitment people with required entry levels in

knowledge and skills could effect recruitment and training policy.

Compelling the organization to recruit at lower level and then to

provide compensatory training to fill the performance gap.

(2) The introduction of new methods: - Whenever new methods of

work e.g. computers are introduced this changes the requirements

for effective performance. Creates a performance gap in

knowledge and skills.

(3) Collective evidence from performance appraisal and formal

methods for needs assessment information emerging from

performance appraisal of individual employee or from formal

method such as meetings interviews or questionnaires in which line

managers hr and training staff and individual employee are involved

may reveal need for training that are common throughout the

organization


Q7 (b) What are the ways a Training programme is evaluated.

Ans. Training like any other function should be evaluated to determine its

effectiveness. A variety of methods are available to assess the extent to

which training programs improve learning affect behavior on the job an

impact the bottom line performance of an organization

There are four basic criteria available to evaluate training -

(1) Reactions: - one of the simplest and most common approaches to

training evaluation in assessing participant reactions. Happy training

will be more likely to want to focus on training principles and to utilize

the information on the job potential question might include the

following -

� What were your learning goals for this program? � Did you achieve them? � Did you like this program? � Would you recommend it to other who have similar learning goals?

(2) Learning: - beyond what participants think about the training it might

be a good idea to see whether or not they actually learned anything

testing knowledge and skills before beginning a training program

gives a baseline standard on trainees that can be measured again

after training to determine improvement.

(3) Behavior: - to maximize transfers, managers and trainers can take

several approaches: -

1. Feature identical elements

2. Focus on general principles

3. Establish a climate for transfer

4. Give employees transfer strategies

(4) Result: - according to a study approximately two third of training

managers surveyed reported that they were coming under

additional pressure to show that their programs produce bottom line

results fume of the results based on criteria used in evaluating training

include increased productivity, fewer employee complains

decreased cost and waste and productivity.


Q9 (a)What is system approach to training?

Ans. Systems Approach to Training: - The Training Should Achieve the Purpose of Helping Employee To Perform Their Work to Required Standards. The Steps

Invoked In Assigning A Training Programme Are As Follows: -

1. Identify Training Needs Who Need Training And What Do They Need To Learn.

2. Taking Account Of Learning Theory- Design And Provide Training To Meet Identified Needs.

3. Assess whether Training Has Achieved Its Aim In Terms Of Subsequent Work Performance.

4. Make Any Necessary Amendments to Any Of The Previous Stays In Order To Remedy Or Improve Failure Practices.

The process is commonly known as the system approach to training (sat)

the sat is so called because it is a series of interdependent system’s

functionally linked together and integrated into the whole work system

interdependence of the stage is crucial since the malfunction or neglect of

any one of them inevitably affects the others and the total systems

For Example: -

If Job Analysis Has Not Defined The Criteria For Effective

Performance Training Need Cannot Be Identified By Performance Appraisal.


Q9 (b) Explain briefly different training and development methods.

Ans. Training and Development Methods: -

There Are Two Training And Development Method Which Are Defined Are

As Follows

1. Employee Training Methods: - The most popular training methods

used by organization can be classified as either on the job or off the

job training few better technique from each category are briefly

explained a. On The Job Training: The Most Widely Used Method Of Training Take

Place On The Job. On The Job Training Places The Employee In An

Actual Work Situation And Make Them Appear To Be Employee Is An

Actual Work Situation And Make Them Appear To Be Immediately

Productive.

Apprenticeship Programs: - People Seeking To Enter Skilled Trades Are Often Required To Undergo Apprenticeship Training

(a) Off The Job Training: - Off The Job Training Covers A Number Of

Technique Classroom Lectures Films Demonstrations Cause

Studies And Others Relations Exercise And Programmed

Instructions.

Different Type of Off the Job Training Are as Follows: -

� Films

� Simulation Exercise

� Cases

� Experimental Exercise

� Computer Modeling

� Vestibule Training � Programmed Instructions

(2) Management Development Method: - Management Development So

More Future Mented And More Concerned With Education Than Is

Employee Training Or Assisting A Person To Become A Better Performer

By Education We Mean That Management Development Activities

Attempt To Instill Sound Reasoning Processes.

Successful Managers Have Analytical Human Conceptual And

Specialized Skills. They Are Able To Think And Understand Management

Development Method Is Further Divided Into Two Parts

(a) On The Job Development :-

The Development Of A Manager’s Abilities Can

Take Place On The Job. We Will Review Four

Popular On The Job Techniques

(i) Coaching

(ii) Understudy Assignments

(iii) Job Rotation

(iv) Committee Assignments


(i) Coaching: - When A Manager Takes an Active Role in Guiding

Another Manager We Refer To This Activity as Coaching.

(ii) Understudy Assignments: - Different Job Related Assignments Are

Prepared And Given To Managers For Study.

(iii) Job Rotation: - Job Rotation Represents an Excellent Method

for Broading the Manager or Potential Manager and For

Turning Specialist into Generalists (iv) Committee Assignments: -Assignment to A Committee Can Provide

an Opportunity for the Employee to Share in Manager Decision

Making To Learn By Watching Others.

Appointment to Permanent Committee: - Appointment to Permanent Committee Increases the Employee’s Exposure to Other Member of the

Organization.

Off The Job Development: -There Are Many Management Development Technique That Personal Can Partake In Off the Job. Few Popular Ones: -

� Sensitivity Training � Transactional Analysis � Lecture Courses � Simulation Exercises

Responsibility for Training and Development: - Training is the

responsibility of four major groups:

The Top Management, Which Frames the Training Policy.

The HRD Department Which Plans Establishes and Evaluates Instructional

Programmes

Super Ions Who Facilitate Training And Development Activities

Employee’s Who Provide Feedback Revisions And Suggestions For

Corporate Educational Endeavors.


Q11(a)Explain HRD approach to strategic management.

Ans. HRD Approach To Strategic Management: -

HRD approach is important in Strategic Management in two distinct ways:-

(a) Strategy Formulation (b) Strategy Implementation

Strategy Formulation: - The Most Fundamental Long Term Important Of HRD Is In The Participation Of People In The Formulation Of Strategy. Such

Participation Will Need To Vary According To the Content of Strategic

Formulation.

Strategy Implementation: - The Involvement of Top/Senior Management in

Carrying Out-Group Strategy Decisions Such As Expansion in Retained

Business Exit from Unviable Business Entry into Promising New Business and

Globalization

HRD Approach to Strategic Management Has Many Benefits, Which Are

Studied, Are As Follows: -

- Creative Strategies Search In Products Markets And Functional

Strategies.

- High Ownership Of The Plan And More Energetic Implementation.

- Team Building Impact With Sobs And Between The Corporate

Groups.

- Identify First: SBU Functional, Locational, Personal

- Development Of Talent.

- Testing Morale And Motivation

- Retention Of Talent

- Absorption Of Strategic Planning Skills

- Institutionalization of Planning Process and Culture.


Q11(b)What is the role of HRD managers in the current environment?

Ans. The New Environment Has Thrown Many Challenges An Opportunity To Industry. The Opportunities Are For New Ventures The Challenges Include A

Fast Movement To Become Customer Driven Cost Effective Quality

Oriented, Quickly Responding Service Centered And Technology Adoptive

Organization

(1) The First And Foremost Role In Continuous Education Of Employee

About The Changes And Challenges Facing The Organization. It Is

Important That All Employees Should Understand And Locate India

On The Global Map In Terms Of Its Share In Global Businesses. It’s

Standing In The Global Economy It’s Standing In Terms Of The Quality

Of Life Of Its People.

(2) The Second Task Is In Terms Of Educating Employees About The

Company. It Is Important That The Employees Know A Lot More

About The Economy Where They Work Other Than Who Do Not Work

There They Should Down About Their Balance Sheet Progress

Diversification Plans Restricting Plans Consultants Being Used.

(3) The Third Task Is To Assess And Keep Re-Assessing The Core

Competencies Required By Various Group And Teams Need To Be

Assessed And Strategies Of Developing These Competence May Be

Evolved.

For Example: -

Quality Orientation, Cost Consciousness

Entrepreneurship, Teamwork Etc May Be Common To All.

(4) The Fourth Task Therefore To Plan And Implement Strategies To

Develop New Competencies At All Levels. This Again Could Be

Through Training Appraisal System, Seminars And Workshop

Participative Discussions Quality Circles And Other Forms Of Group

Work.

(5) The Fifth Task Is To Review Revamp And Rejuvenate The Existing

People Management Systems And HRD Manager Has A Significant

Role To Play. The Systems May Include Reward Systems Incentive

Schemes Reporting Relationships And Organizational Structures

Promotion Policies Transfer Policies Rotation Systems Training Policies

Etc.

These Five Roles Of HRD Managers Are Critical In The

New Environment. These Require The HRD Manager To Also

Develop People To Be Internal Are External Customer Oriented

Highly Responsible Cost Conscious Technology Driven And

Entrepreneurial.


Q8(a) Explain the inter relashionship between Human Resource Development and

Total Quality Management.

Ans. Total Quality Management (TQM) Is An Important Onorement, Especially Against The Backdrop Of Globalization Of Business. Considerable Efforts

Have Been Made In A Number Of Industrial Undertakings To Make Quality A

Way Of Corporate Life. While The Concepts Of Quality Control QC And

PQM Have Gained Ground In Some Indian Organizations Still A Few

Corporate Functions Like Human Resources Development Have Been

Subjected To The Quality Test In Many Organizations.

HRD Is One Of The Several Organizational Processes Evolved To Cope With

Changing Environment And To Maintain Organization At Its Effective But It Is

A Process By Which The Employees Of An Organization Ate Assisted In A

Continuous And Planned Manner.

(a) To Acquire / Sharpen Capabilities Required To Perform Various

Functions Associated With Their Present Or Expected Failure Roles.

(b) To Develop Their General Competencies As Individual And Discover

And Exploit Their Inner Potential For Their Own As Well As

Organizational Development

(c) To Develop An Organizational Collusive In Which Suppression

Subordinate Relationship Terms Work And Collaboration Amongst

Sub Units Are Strong And To Contribute To The Well Being Motivation

And Bride Of Employees.

In Other Words HRD Is A New Concept Of People Based On

Understanding Of Their Comples And Shifting Goals. It Is Also A New

Concept Of Human Values Based On Humanistic And Demons Tic

Ideas Important Points Find In Both HRD And TQM Are

a) Induction And Orientation

b) On The Job Training

c) Off The Job Training

d) Performance Appraisal And Counseling

e) Team Building And Participative Processes


Q8 (b) What is the role of HRD in improving Organizational effectiveness.

Ans. The New Environment Has Thrown Many Challenges An Opportunity To

Industry The Opportunities Are For New Ventures The Challenges Includes A

Fast Movement To Become Customer Driven Cost Effective Quality

Oriented, Quickly Respond Service Centered And Technology Adoptive

Organization. All There Challenges Require Employees At All Level To

Change.

(1) The First And Foremost About The Changes And Challenges Facing

The Organization. It Is Important That All Employees Should

Understand And Locate India On The Global Map In Terms Of Its

Share In Global Business.

For Example:

The Star TV And BBC Have Made Education Easier Such

Education May Also Involve Sending Teams Of Employees To Visit

Other Countries Particularly To Those Where The Organizations

Business Interest May Low.

(2) The Second Task Is In Terms Of Educating Employees About The

Company. It Is Important That The Employees Know A Lot More

About The Company Where They Work Than Others Who Do Not

Work There. They Could Use A Group Of Trainers From Their Own Staff

Alternatively They Could Use Outside Trainees.

(3) The Third Task Is To Assess And Keep Re-Assessing The Core

Competences Required By Various Groups And Teams (E.G. People

From Finance, Marketing, Production, Corporate Planning, HRD

Superior, Personnel Staff Etc.)

For Example: Quality Orientation Cost Consciousness

Entrepreneurship Teamwork Etc. may be common

to all.

(4) The Fourth Task Therefore Is A Plan And Implement Strategies To

Develop New Competencies At All Levels. The Again Could Be

Through Training, Appraisal System Seminar And Workshops,

Participative Discussions Quality Circles And Other Of Group Work.

(5) The Fifth Task Is To Review Revanip And Rejuvenate The Existing

People Management Systems And The HRD Manager Has A

Significant Role To Play The System May Include Reward Systems

Incentive Schemes Reporting Relationships And Organizational

Structure Promotion Policies Transfer Policies Systems Training Policies

Etc.

These Five Roles Of HRD Managers Are Critical In New Environment

These Require The HRD Manager To Also Develop People To Be

Internal And External Customer People To Be Internal And External


Customer Oriented Highly Responsive Cost Conscious Technology

Driven And Entrenevrial.


Q13 (c)Write short notes on :

Ans. Selection Process: - The Selection Process Consists Of Seven Steps

1. Initial Screening Interview: - In Culmination Of Our Recruiting Efforts We

Should Be Prepared To Imitative A Preliminary Review Of Potentially

Acceptable Candidates. The Screening Is In Effort A Few Step

Procedures.

i. The Screening Of Inquiries And

ii. The Provision Of Screening Interviews.

2. Completion Of Application Form: - Once The Initial Screening Has Been

Completed Application Are Asked To Complete The Organization

Application Form. The Amount Of Information Required May Be Only The

Applicant’s Name, Address And Telephone Number.

3. Employment Tests: - Organizations Historically Relied To A Considerable

Extent On Intelligence Aptitude Ability And Interest Tests To Provide

Major Inputs To The Selection Process.

4. Comprehensive Interview: - Those Individuals Who Are Still Viable

Applicants After The Initial Screening Application Form And Required

Tests Have Been Completed Are Then Given A Comprehensive

Interview. The Applicant May Be Interviewed By Personnel Department

Interviewers.

5. Background Investigation: - The Next Step In The Selection Process Is To

Undertake An Investigation Of Those Applicants Who Appear To Other

Potential As Employees. They May Include Contacting Former Employers

To Confirm The Candidate Work Record And To Obtain Their Appraisal

Of His Or Her Performance.

6. Physical Examination: - The Last Step Prior To The Final Selection Decision

May Consist Of Having The Applicant Take A Physical Examination. For

Most Jobs This Is A Screening Device In The Selection Process.

7. Final Employment Decision: - Those Individuals Who Perform Successfully

On The Employment Tests And The Comprehensive Interview And Are

Not Eliminated By The Development Of Negative Information On Either

The Background Investigation Or Physical Examination Are Now

Considered To Be Eligible To Receive An Offer Of Employment.

This Is The Whole Selection Process Adopted By Almost All The

Organizations In Order To Choose The Best Candidate For The Job

Among All Candidates.


Q13 (a). Write short notes on:

Ans. (a) Management By Objectives: - Management By Objectives (MBO) is

a philosophy of management that has employees establish objectives

(MBO) though consultation with their superiors and then uses these

objectives as a basis of evaluation.

MBO is a system involving a cycle that begins with setting the organization’s

common goals and objectives and ultimately return to the step. The system

acts as a goal setting process whereby objectives are established for the

organisation (step 1), department (step 2), and individual managers and

employees (step3).

Example: Production Cost, Sales Per Product, Quality Standard And Profits

Management By Objectives (MBO)

Given Figure Illustrates a significant features of the cycle is the establishment of

specific goals by the employees but those goals are based on a board statement

of employee responsibilities prepared by subordinate.

Step 1:

Organization

Goals & Metrics

Step 2:

Department

Goals & Metrics

Step 7:

Review of

organization

performance

Step 3A:

Supervisor lists goals

& metrics for

subordinate

Step 3B:

Subordinate

proposes

goals and

metrics

Step 3B

Subordinate

Proposes goals and

metrics

Step 4:

Manual

agreement

of goals &

metrics

Step 6:

Final

review

Step 5b:

New inputs are

then provided

Step 5a:

inappropriate

Goals/metrics

deleted

Step 5:

Interim

Review

Documents

HR Development & Training