Professional Documents
Culture Documents
1. Introduction (500 words) Setting the scene why is this topic of interest? What are your objectives in doing this work? 2. Outline of the research problem (500 words) What are the research questions what are you trying to find out? Research methods (explain how you did your literature search) 3. Critical reflection on desk research approach (250 words) What are the strengths/weaknesses of desk research? 4. Literature review (4000/5000 words) Detailed analysis of existing literature (see next slides) 5. Analysis and critical discussion (1000/2000 words) In light of your literature review you should discuss the implications for the following groups: Practising managers Policy-makers Academic implications for research and teaching 6. Conclusion (250 words) Summarising your key findings Overview of the dissertation Review of your findings (the research question) Implications for:
7. Learning statement (250 words) Personal reflections what have you learnt in undertaking this particular project?
Definitions: The term Human Resource refers to the total knowledge, skills, creative abilities, talents and aptitudes of an organizational workforce, as well as the values, attitudes and beliefs of the individual involved. -Leon C. Megginson Management as a process involves planning, organizing, staffing, leading and controlling activities that facilitate the achievement of an organizations objectives.
All these activities are accomplished through efficient utilization of physical and financial resources by the companys human resources. Hence, Human Resource Management deals with people dimension in management.
Organizations have now adopted the human resources approach, which treats the organizational goals and employees needs as being mutual and compatible, and which can be pursued in unison. Principles on which Human Resources approach is based are as under : Employees are assets to an organization. The time and resources employed in managing
and developing them are an investment that the organization makes for better returns in the present and in the future. Policies, programs and practices must cater to the needs of employees and should help
them in their work and also in their personal development. It is necessary to create and maintain a conducive work environment, to encourage the
employees to develop and harness their knowledge and skills for the benefit of the organi Human Resource Approach
Employee Motivation
Employee Rewards
Employee Performance
Organizational Performance
Figure No. 1
Various functions carried on by Human Resource Department in an organization are depicted in the diagram under :
MISSION OF AN ORGANIZATION
HRM OBJECTIVES
Employment
Compensation Management
Employee Relations
These main function are subdivided in various functions mentioned under : Employment Functions
Human Resource Development Performance Appraisal Training Management Development Career Planning and Development Organizational Changes and Organizational development
Compensation Management Job Evaluation Wage and salary administration Fringe Benefits
Recruitment is a continuous process whereby the firm attempts to develop a pool of qualified applicants for the future human resources needs even though specific vacancies do not exist. Usually, the recruitment process starts when a manger initiates an employee for a requisition vacancy and an anticipated vacancy.
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its
employees to successfully handle new challenges. It helps managers to understand new cultures and customs that have become integral part of global market. It helps managers equip themselves with the latest technologies, tools and techniques for improved quality and performance.
Definition The systematic development of the knowledge, skills, and attitudes required by an individual to perform adequately a given task or job. Michael Armstrong. The act of increasing knowledge and skill of an employee for doing a particular job. Edwin B Flippo.
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Employee Training Methods A number of factors determine the choice of the type of training methods used by an organization. These are: Organization culture. Learning principles. Content of the program. Time factor. Cost effectiveness. Appropriateness of the facilities. Trainers and Employee preferences and capabilities.
The importance of each of the above factors varies depending upon the industry, the business, the job and criticality of training.
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Cognitive methods are more of giving theoretical training to the trainees. The various methods under Cognitive approach provide the rules for how to do something, written or verbal information, demonstrate relationships among concepts, etc. These methods are associated with changes in knowledge and attitude by stimulating learning. The various methods that come under Cognitive approach are:
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GAMES AND SIMULATIONS BEHAVIOR-MODELING BUSINESS GAMES CASE STUDIES EQUIPMENT STIMULATORS IN-BASKET TECHNIQUE ROLE PLAYS
Both the methods can be used effectively to change attitudes, but through different means. Another Method is MANAGEMENT DEVELOPMENT METHOD - The more future oriented method and more concerned with education of the employees. To become a better performer by education implies that management development activities attempt to instill sound reasoning processes.
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COACHING MENTORING JOB ROTATION JOB INSTRUCTION TECHNIQUE (JIT) COMMITTEE ASSIGHNMENTS APPRENTICESHIP
OFF THE JOB TRAINING There are many management development techniques that an employee can take in off the job. The few popular methods are:
SENSITIVITY TRAININGs TRANSACTIONAL ANALYSIS STRAIGHT LECTURES/ LECTURES SIMULATION EXERCISES VESTIBULE TRAINING
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The HR functioning is changing with time and with this change, the relationship between the training function and other management activity is also changing. The training and development activities are now equally important with that of other HR functions. Gone are the days, when training was considered to be futile, waste of time, resources, and money. Now-a-days, training is an investment because the departments such as, marketing & sales, HR, production, finance, etc depends on training for its survival. If training is not considered as a priority or not seen as a vital part in the organization, then it is difficult to accept that such a company has effectively carried out HRM. Training actually provides the opportunity to raise the profile development activities in the organization. To increase the commitment level of employees and growth in quality movement (concepts of HRM), senior management team is now increasing the role of training. Such concepts of HRM require careful planning as well as greater emphasis on employee development and long term education. Training is now the important tool of Human Resource Management to control the attrition rate because it helps in motivating employees, achieving their professional and personal goals, increasing the level of job satisfaction, etc. As a result training is given on a variety of skill development and covers a multitude of courses.
Role of HRD Professionals in Training - This is the era of cut-throat competition and with this changing scenario of business; the role of HR professionals in training has been widened. HR role now is: 1. Active involvement in employee education 2. Rewards for improvement in performance 3. Rewards to be associated with self esteem and self worth 4. Providing pre-employment market oriented skill development education and post employment support for advanced education and training
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(A)
Research Design:
Research design is the planned structure answers strategy of investigation conceived so as to obtain answers to research questions and to control variance. There are several ways of studying and taking a problem. There is no single perfect design. Different types of research designs have emerged on account of the different perspective from which a research study can be viewed. However, a frequently used classification system is to group research design under Three Broad Categories:
1) 2) 3)
In this research work the ideas, concepts and the procedures far or less are taken from all of the above three concepts because of their interrelations in this present context of the report. The merit of this thing is pragmatic analysis, pertinent results rather than to be quixotic. The main emphasis is on exploratory design and conclusive one.
The exploratory research is primarily used to define research problems whereas the descriptive experimental researches are used to find solutions to the problem. In the present context, where we kept browsing on books, newspapers, trade journals, professional journals, reports of previous research projects conducted is under the scope of exploratory research. It also involved discussions with the officials.
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The collection of data for any study of research can be done by two ways: Primary Data Secondary Data
Primary data:
It can be collected by two methods: (a) (b) Survey methods Observation method
The main accentuated method used by me here was survey method i.e. information from people through personal interviews. The main tool in this is Questionnaire here. A questionnaire was prepared by me to get the perception of the existing employees with regards to Training & Development System in Tata Motors.
Secondary Data:
Mainly all the theory portion that includes the information on company have been collected through various company journals and manuals. The other portion of theory includes information from various books and internet.
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(C)
Sampling design:
Sampling may be defined as the selection of some part of an aggregate or totality on the basis of which a judgment or inference about the aggregate or totality is made. In other words, it is the process of obtaining information about an entire population by examining only a part of it. In most of the research work and surveys, the usual approach happens to be make generalizations or to draw inferences based on samples about the parameters of population from which the samples are taken.
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