Is it worth fixing
Choose
Change Provide proper Remove
appropriate
contingencies feedback obstacles
remedy
Instructional Development
objectives of criteria
Training
Selection and validity
design of
instructional Transfer
programs validity
Intraorganiza
training
tional validiy
Use of
evaluation Interorganiza
models tional
validity
ISSUES IN NEED ASSESSMENT
• Organizational support The analyst needs to
take step to work effectively with all parties
and gain the trust and support.
• Organizational analysis Examining goals of the
organization (short & long term) and the
trends likely to effect the goals.
• Task and KSA analysis
• Person analysis
NEED ASSESMENT METHODS
Group level Individual level
Organizational goals Performance appraisal
Efficiency indices
BENEFITS OF NEED ASSESMENT
• Trainers are informed about the broader
needs of the trainees.
• Trainers are able to pitch their course inputs
closer to the specific needs of the trainees.
• It makes training department more
accountable and more clearly linked to the
other HR activities.
CONSEQUENCES OF ABSENCE OF TNA
Increased
Lower quality of Poorer quality overtime &
training personnel no. of
personnel
Higher pay,
overtime
premium,
supplement
Higher
Higher labor Loss of
recruitment
turnover business
cost
Management Development
Program
• Management Development Programmes are
the training methods for enhancing
organizational performance through
experiential learning.
• Human Resources Development can be
defined simply as developing the most
important section of any business its human
resource by, “attaining or upgrading the skills
and attitudes of employees at all levels in
order to maximise the effectiveness of the
enterprise” (Kelly 2001)
• Human Resources Development is not a
defined object, but a series of organized
processes, “with a specific learning objective”
(Nadler,1984)
• Personal Mastery,
• Mental Models,
• Building shared Vision,
• Team Learning,
• Systems Thinking.
1. Personal Mastery
– Openness to ongoing individual development in
order to be ready for the continuously changing
challenges in a learning organization,
– to create a context for oneself that - as a creative
network - stimulates learning and growth.
2. Mental Models
– The reflection on the inner maps and the deeply
ingrained assumptions that influence how we
understand the world and how we take action.
Above all, this means,
– to comprehend the strong interconnections
between our thinking and our actions.
3. Building a shared Vision
– Creating identification by building a shared‚
picture of the future and translating it into a
set of principles and guiding practices.
4. Team Learning
– Ability for effective communication, conflict
solving and consensus building in work
groups and teams, in order to make optimal
use of existing resources and capacities.
5. Systems Thinking
Off-the-job methods
On-the-job methods
• Lecture/Seminar
•Coaching
• Simulation exercise
•Understudy
• Behavior modeling
•Job Rotation
• Sensitivity training
•Planned work Assignment
• Transactional analysis
•Internship
1. On-the-job Management Development
Methods
Management development takes place on the job.It is
learning by doing in the context of real work
environment.
a) Coaching
• It is actively guiding managers by their
experienced immediate supervisors.The coach
gives the guidance through direction, advice,
criticism and suggestions.
• If the coaching is done by someone other than
the immediate supervisors, it is called
mentoring.
Advantages
• This methods provides oppurtunities for interaction between
the coach and the learner.
• There is rapid feedback of the performance
• Learners are self motivated
Disadvantages
•Heavy reliance is placed on the abilities of the
coach.This may limit the scope for development.
•Managers may be unwilling or unable to coach
b) Understudy Assignments
• Trainee managers are given staff posts under an experienced
manager with”Assistant to” title
• Trainee get the chance to learn the job under outstanding
managers
Advantages
• The understudy managers gain valuable knowledge and
experience
• They become important source for filling up vacants posts in
future.
Disadvantages
• The trainee may be unable tomake major decisions
• The chances for errors are high
c)Job Rotation
• It involves shifting managers from position to position.It
can be:
(i) Planned Rotation: Managers spend two or three months on
a job and are then moved on.They learn several different
jobs.
(ii) Situational Rotation: Shifting is done to meet work
schedules or to make the job challenging to the manager
(iii) Line and staff Rotation: Managers can be shifted between
line staff positions.
Advantages
• Managers can broaden their experience and become familiar with
variety of jobs
• Specialists managers can be developed as generalists
• Boredom and monotony in jobs are reduced
• Managers evaluation is facilitated
Disadvantages
oRotated managers have little knowledge when shifted to new
tasks.Productivity may suffer.
oCosts of rotation may be high
d) Planned work Assignments
• They give managers oppurtunity to gain experience and
develop ability.The assignments can be:
(i) Heading a task force: To solve specific problems
(ii) Committee membership: To participatr in decision making
(iii) Special project assignment: To learn project management
Advantages
• Interpersonal skills of managers get developed
• Team work is facilitated through participative management
• Managers with high potential can be identified
Disadvantages
• Managers may be affected by disadvantages associated with
committees
e)Internship
Disadvantages
31
c) Behaviour Modeling
• This method combines role play with modeling.It involves the following
steps:
(i) Model study : Participants watch film or video of model
persons behaving effectively in problem
situation
(ii) Reinforcement:Trainers positively reinforce the participants
by providing feedback about a trainee performance.
(iii) Skill Transfer: Participants transfer the new skills on the job
• Role Playing
Creating a more realistic situation
Usually one of human problems and conflicts
Closely approximate a real situation
Enhances their sensitivity, growth and development
• Advantages
(i) This method emphasizes effective
management practises through imitation of
role models.
• Disadvantages
(ii) It is time consuming.
(d)Sensitivity Training
34
Advantages
• Disadvantages
i)Hard evidence is lacking about the effectiveness of TA
ii)The skills acquired may not be transferred to job
THANKS
Queries ??????