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Ashok KumarManagement Consultant
Professional Trainer
Academic Teacher
Discover the Value
• Conceptual
• Contemporary
• Experiential
• Learning
Paper II
Human Resource Development -HRD ISTD Contact Classes
Class – 2 - 10 March 2012
1Ashok Kumar
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Level
Scope of Involvement
Communication
Consultation
Collective Bargaining
Co-determination
Control
Information
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Levels of Participation
Worker Directors
Task-Based Participation
Joint Consultative Committees
Works Councils
Collective Bargaining
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Employee Involvement
HRM influence seen through claimed links betweenEI and performance
Performance a function ofAbilityMotivationOpportunity (AMO)
‘More rigorous selection and better training systemsto increase ability levels, more comprehensiveincentives to enhance motivation , and participativestructures that improve opportunity to contribute’(Applebaum et al. 2000, in Boxall and Purcell p. 20).
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HR Practices and
operating systems
designed and‘bundled’ to enhance
• Ability
• Motivation
• Opportunity
Supportive company,
industry and societal
context
Expanded
employee
potential and
increaseddiscretionary
effort
Improved
systemic
response to
employee
effort
Improved
company
performance
Improved
worker
outcomes
Linkages within High Performance Work Systems
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Employee Involvement Employee Involvement includes:
Teamworking (including self-managing teams)
Team Briefing
Downward communications
Two-way communications
Suggestions / Opinion
Problem-solving groups
Financial participation (includes profit sharingschemes and ESOPs)
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Who is an engagement employee ?
Has a belief in the organization Understands the business and its
broader context
Has a desire to make theorganization succeed
Shows respect for the fellow
colleagues
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And Engagement?
‘Engagement is an idea whose time has come….itrepresents an aspiration that employees shouldunderstand, identify and commit themselves tothe objectives of the organisation they workfor…..(however)….
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Aberdeen Group Survey – 438 organizations
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Employee Engagement
Opps for upward
feedback
Feeling informed
Mgt commitment to
organisation
Manager’s fairnessre: issues
Treating employees
With respect
Engagement
Performance
Intention to Stay
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Strategic issues to build engagement.
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Development dimensions of Personnel function
• Popularly known as Management Development
• What is the purpose ?
• Essential ingredients ?
1. Analysis of development needs ( present and future )
2. Appraisal of present management talent
3. Inventory of management manpower
4. Planning of individual development program5. Establishment of development program
6. Evaluation of program
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How do you build training objectives ?
• From whom do you ask ?
• What are the questions you would ask ?
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Building Training objectives
• Why do you want to organize a training program ?• What you want your team members to learn during
this program ?
• At the end of the program , what will determine thesuccess of the program ?
• What are the things you want the participants to do
differently post this program ?
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Writing Learning objectives
• SITUATION
What situation will the learner be in when they are
demonstrating that they can do this task skillfully?
• ACTION
What specifically will they be able to do when the
training session is over ?
• STANDARD
Some measure by which they will be able to judge
success.
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• Having established the training objectives ,
how do you go ahead ?
• What are the PITFALLS ?
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Converting training objectives into a program
1. Determination of Training development needs
2. Determination of Specific Job requirements
3. Training requirement analysis
a) Participant characteristics
b) Training environment
c) Broad training objective
4. Determination of specific training requirements
5. Instructional materials preparations
6. Developmental testing of training materials
7. Field testing of completed program
8. Implementation
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Dev of criteria measures
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Designing a Training program
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Design and conduct of a specific training program
Designing through successive approximations
Rough out an overall design using training strategy
Break the training objectives
Conceptual knowledge, understanding , skill
Use specs of different type methods to arrive at total time and
facilities required
Select the best package out of different packages that the
programs can be offered
Dovetail detailed training events into trg sequences and finally
into the shape of the total program package
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Five steps in Program design
1. Outlining Program sequences and themes
a) Phasing the program to accord with the learning process
b) Relating the program to prevailing expectations
c) Building the training group
d) Incorporating the grand themes for trg and development
e) Striving for consistency in training
2. Composing the detailed syllabus
3. Modular approach to Program design
4. Building in flexibility
5. Monitoring and improving training during the program
Trg schedules and time tables.
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Align the program with themes
Training methods Divergence and Newness Independence &
Interdependence
Field training Medium High
Simulation, Laboratory,Incidents and cases
High High
Individual instruction Medium Medium
General discussion, Lecture Low Low
Programmed Instruction Medium High
Large group High High
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Composing the detailed syllabus
• Alternating Stimulation and Reflection
• The natural rhythm of self-directed learning
• Alternating Personal Involvement and safedistance
• Alternating talking about something and
Practicing it.
• Alternating individual and group tasks.
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