Human Capital Management Chapter 9 HUMAN RESOURCE DEVELOPMENT HRD implies that the organization wants to enhance the

overall capabilities of its employees to develop their potential in directions best suited to them. 9.1 Basic Concepts Of HRD: The belief that every person has potential which can be utilized for better productivity or services has enabled to establish a process of converting this potential into reality. In this process the human being is continuously helped to acquire knowledge and skill and to change to the organizational culture. Therefore the basic concepts of HRD are: To acquire capability to meet present and future job specification. To develop an organizational climate to bring about team spirit and group dynamism.
ORGANISATIUONAL DEVELOPMENT HUMAN RESOURCE TRAINING JOB ENRICHMENT

EXCELLENCE

HUMAN RESOURCE INPUT

ORGANISATIONAL CLIMATE

JOB SATISFACTIO N

Fig. 1 There are efforts being made to synchronies three basic elements of HRD: Education Training
1

 Development To fulfill desired objectives. Training and education can be appraised immediately by simple question answer approach but development evaluation needs ability to predict the long term results. A realistic and long-term HRD plan appears to be difficult but if planned properly, funded adequately and supervised minutely, implementation of HRD practice helps the organization to grow fast. 9.2 Facts About HRD: It is with belief that under certain circumstances people are capable of improving their capability. It is the process of helping people to acquire competencies. In an organizational context HRD is a process by which employees of an organization are helped in a continuous and planned way to acquire or sharpen capabilities. HRD develops an organizational culture in which supervisorsubordinate relationships, team work, collaboration among units are strong and contribute to the professional well being, motivation and pride if employees. Employees are continuously helped to acquire new competencies through a process of planning, feedback, training etc. 9.3 Why HRD Is Needed? It is required for continuous development of competencies. To avoid a saturation point in terms of growth of an employee by enhancement of competencies.

 To improve the service and effectiveness of employees. 9.4 Benefits Of HRD Unlike education, training in HRD not only develops the competence of the individuals but also develops his/her latent potential for the total effectiveness of the organization. The benefits from HRD are therefore many. Some of them are: It helps employee to diagnose his/her own strengths and weaknesses. It develops creativity in employees. It helps employee to develop himself/her in a given organizational climate to improve not only his/her performance but that of the organization. It develops trust and openness amongst employees thus enriches interpersonal relationships. It creates environment for realistic feedback and guidance from superiors. It provides long term & short term development opportunities. It smoothens the career development plans. It helps organizations to use available human resource for future challenging responsibilities after developing them. It enables an overall development of personality of employees and the organizations.

Systematic Representation Of Linkages Between HRD Instruments, Processes, Outcomes And Organizational Effectiveness.
HRD Mechanisms or HRD or HRD Processes & HRD Outcomes Organizational Dimensions Higher Productivity Growth Diversification Core Reduction More Profiles Better Image Job & & Effectiveness Subsystems Instruments HRD Department Professional Appraisals Review Discussions, feedback Counseling sessions Role exercises Potential development exercisers Training communication policies Job Rotations OD exercises Rewards Job enrichments analysis Climate Variables of More Competent People Better Developed roles Higher commitment More Solving Better Utilization Human Resources Better Organizational Health More Teamwork, Synergy other and Respect of each of

Variables Role clarity Planning

development by every employee Awareness competencies required for job performance Practice Organizations More Trust Collaboration & Team Work Authentic Openness Risk taking Value Generation Clarification Of Norms Standards Increased & of

job involvement Problem

programs Other mechanisms

Communication More Objective rewards Generation of objective, Data on employee etc Other Factors Personnel Policies, Top Environment, Management styles, Investment on HRD, Top Management Commitments, History, Previous Culture, Line Managers Interest etc. Other Factors Other Environment, Technology, Resource Availability, History Nature of Business etc

Fig. 2 9.4 Features Of HRD In An Organization Founded on the belief that people are capable of growth and management has to create an environment of growth. This belief is to be manifested in managerial practices and in the behavior of managers and supervisors who are the key agents of HRD in the organization. For operational purposes large Organizations focus on HRD, generally the areas concern are Recruitment, raining, Appraisal, planning etc.

9.5 LEARNING AND DEVELOPMENT Definition of Learning: Any relative permanent change in behavior that occurs as a result of experience. Learning is a kind of action, and it takes place through number of development methods undertaken by the organizations. There are four important points in terms of learning and development. Learning involves a change in behavior and opens a way for development. Any temporary change in behavior due to fatigue or any reason is not a part of learning. Learning is totally based on some form of practice or experience. There must be practice or experience must be reinforced in order for learning to occur The most effective and quick method of Learning is Learning on the job, this is been referred as on the job training. In this method the trainee has direct personal responsibility. 9.5.1 Facts About Learning And Development Learning if it is adopted to the real needs is enforced it creates a longterm impact. The technique of on the job training is very useful in the case of leaning and Development in teaching skills at the work place or the desk or in the laboratory.

 The focus is mainly on imparting practical inputs in order to convert it into a more fruitful training. 9.5.2 Characteristics And Principles Of Learning And Development: It requires purposeful activity. It is a Problem solving process. Learning and development go hand in hand. Friendly competition stimulates learning and development.. Early Successes increases the chances for effective learning and development. 9.5.3 Benefits Of On The Job Training In Order To Highlight The Relevance Of Learning And Development The trainee learns effectively as he experiences the same problem, which he will be facing on the job. Learns to locate the fault and corrects error. Confidence in speed and senses of productiveness, and gets positive and reinforcive support. 9.5.4 Benefits Of Job Rotation Method In Order To Highlight The Relevance Of Learning And Development. It is a effective method to develop small number of people in various jobs by rotation. It is mainly used for management development methods where managers are exposed to handle the situation of other departments.

 Such a exposure gives you the opportunity of acting in a service role with increased knowledge and sensitivity. 9.6 PERSONAL DEVELOPMENT PLANNING Survival, Growth and Effective existence of an organization require a succession of people to fill various important jobs. Personal Development planning focuses on for main steps Individual Needs Vision linked with needs. Action plan to achieve the vision. Results focusing on maintaining the change. 9.6.1 Following are the points to highlight Personal Development Planning: To first of all identify individuals interest, skills and potential. To identify life goals and career goals. To develop a written plan (including schedule to achieve individual goals) Seeking and obtaining the best first. Communicating to management the individual career plan. To seek Counseling from the manager and from the HR organization. To evaluate the internal and external opportunities. To making known yourself and your accomplishments.

9.6.2 Advantages Of Personal Development Planning It helps the individual to have the knowledge of various career opportunities. To select the career which is suitable to ones life style. To satisfy individuals esteem needs. To improve the individual employees performance on the job. To increase the level of Job Satisfaction. -------------------------------------------------------------------------------

Questions for discussion 1. What do you mean by Human Resource Development? What is the need of developing Human Resource in an organization? 2. Give a systematic representation of linkages between HRD Instruments, Processes, Outcomes and Organizational Effectiveness. 3. What do you mean by Personal Development planning? What are the advantages of Personal Development planning?

Human Capital Management Chapter 10 TRAINING

10.1INTRODUCTION
Training is the act of increasing the knowledge and skill of an individual for doing a particular job. In the present scenario training is increasingly viewed as a means of fostering the growth of the individual employee but as an integrated part of organizational growth. Training is a process of learning a sequence of programmed behaviour. It is application of knowledge. It gives people an awareness of the rules and procedures to guide their behavior. It attempts to improve their performance on the current job or prepare them for an intended job. Development is a related process. It covers not only those activities, which improve job performance, but also those, which bring about growth of the personality;
10

help individual in the progress towards maturity and actualization of their potential capacities so that they become not only good employees but better man and women.

10.2 Definition Of Training:

Training is the act of increasing the knowledge and skills of an employee for doing a particular job. Edwin. B.Flippo

Training is the organized procedure by which people learn knowledge and \or skill for definite purpose. S.Beach It is the training that bridges the gap between Job requirements and employees present specifications. Training is a process by which attitudes, skills and abilities of employees to perform specific jobs are increased. Thus, it can be concluded that training is a process that tries to improve skills or add to the existing level of knowledge so that the employee is better equipped to do his present job, or to mould him to be fit for a higher job involving higher responsibilities. In other words, training is a learning experience that seeks a relatively permanent change in an individual that will improve his/her ability to perform his job. Dale

10.3 Distinction between Training and Development

Training is a short-term process utilizing a systematic and organized procedure by which non managerial personnel learn technical knowledge and skills for a definite purpose. Development is a long-term educational

11

process utilizing a systematic and organised procedure by which managerial personnel learn conceptual and theoritical knowledge for general purpose. Training refers only to instruction in technical and mechanical operations, while development refers to philosophical and theoretical educational concepts. Training is designed for non-mangers while development is designed for managerial personnel. Training and development differs in four ways: What is learned; Who is learning; Why such learning takes place; When learning occurs. Learning Dimensions Who? What? Why? When? Training Development Non Managerial Personnel Managerial Personnel Technical and Managerial Theoretical and operations Specific job related Short Term TABLE 1 Conceptual ideas General knowledge Long Term

10.4 Objectives Of Training

The primary purpose of training is to establish a sound relationship between the worker and his job the optimum man task relationship. To upgrade skills and prevent obsolescence. To develop healthy and constructive attitude To prepare employees for future assignments

10.5 The Focus Of Training Is On Three Broad Objectives:

12

 To bring about attitudinal change. To bring about quality to be the very top of agenda. To savagely cut waste.

10.6 Importance And Benefits Of Training

Training is important to develop the employees and make them suitable for the job. Training constitutes significant part of management control. Benefits of training to following. 10.6.1 Organization Level: It leads to improve profitability It improves the job knowledge, skills and morale of the work force It helps in organizational development and preparation of guidelines for work It enhances quality of work and appropriate climate for growth It supports in improving organizational communication 10.6.2 Individual Level: It help in encouraging and achiving self development It provides a sense of growth in learning It increases job satisfaction and recognisition It helps the individual in effective problem solving

10.7 A Model Training Program Should Encompass The Following Points:

Management overall responsibility right from planning stage to successful implementation. The companies approach to the training function, which would include guidance for design and execution as well as dissemination of relevant information to all employees.

13

 Provision for annual or periodic surveys in order to ensure that training are need based and development oriented. Identification of priority area since resources are always scarce and programs must be prioritized according to felt needs.

10.8 Identification Of Training Needs

Organizational Analysis: - It involves a study of entire organization in terms of analysis of objectives, utilization of resource, environmental scanning and organizational climate analysis. Task/Role Analysis: - It involves a careful study of jobs within in an organization in a further effort to define specific content of training. It requires systematic collection of data about the job, role or position and what type of behavior, skill, and knowledge the job holder must have to perform certain specified tasks. Manpower Analysis:It is conducted through appropriate observation, supervisory evaluation. This analysis is undertaken to know about the specific areas in which training is needed 10.9 DESIGNING TRAINING METHODS Training methods are means of attaining desired objectives set for a training programme. In practice, a variety of training methods are employed for achieving these objectives. But an organization cannot use all types of training methods for the reason like cost involved and also their relevance to organizational need hence, organization needs to select a method or mix of methods to meet its training needs the choice of training method would depend on a Varity of factors, such as purpose of training, nature of contents, relevance to the participants, level of trainees, competence of trainers/instructors, cost, etc.

14

Depending on the training result and the process employed to attain these, the various training methods can broadly categorized into four groups as under: 1. On- the job oriented methods 2. Off the job training methods 10.9.1 On the job oriented training methods . As the name itself denotes, methods include in this cluster are those whose main objectives are centered around the job, i.e., learning on the job itself by a variety of methods. The main methods, which fall into this category, are discussed here under: On the job training (OJT). On the job training is probably the most Common approach to training, which can range from relatively unsophisticated observe and copy method to highly, structured courses. In this method, the new employee is placed on a job and taught the skills necessary to perform it a trainer or superior teaches the employee. Since trainee learns by observing and handling the job this is also termed as observing, and copying or learning by doing. Job instruction training (JIT). In this method, a trainer or supervisor gives instruction to an employee how to perform his job. This method of training is appropriate for acquisition or improvement of motor skills and routine and repetitive operations. Coaching: this is similar to the jit .in this method, the superior teaches or guides the new employee about the knowledge and skills of a specifically defined job. The superior points out the mistakes committed by the new employee and then also gives suggestions to improve upon. Job rotation: in this method, a trainee moves from one job to another and from one department to another. This type of training method is more appropriate for developing multiskilling, operational flexibility, providing satisfaction from

15

routine jobs and broadening the overall perspective of the trainee. Vestibule training: this is a system in which employees learn their jobs on the equipment they will be using, but the training is conducted away from the actual work floor. This type of training is commonly used for training personnel of clerical and semi-skilled grades.

10.9.2 OF THE JOB TRAINING METHOD: Role-play: this is just like acting out a given role as in stage play. In this method of training, the trainees are required to enact defined roles on the basis of oral or written description of particular situation. Case method: the case is an actual event or situation on organizational problems, which is a written description for discussion purpose. Trainees are asked to analyses the event or circumstances with an objective to identifies problems, trace out the causes for it and find out the solution to solve the problems. Management games: the game is devised on the model of business situation. Then, trainees are divide into groups who represent the management of competing companies. They make decisions just like these are made in real life situations. Decisions made by the groups are evaluated and the likely implications of the decisions are fed back to the groups. In basket exercise: this is also called in tray method of training. This is built around the incoming mail of manager. The trainees is presented with a pack of papers and files in tray containing administrative problems and are asked to take decision on these within a specified time limit.

16

The decision taken by the trainees are compared with another. The trainees are provided feedback on their decisions. Lectures: lecture is by far the most commonly used direct method of training. In this method the trainer provides knowledge to the trainees usually from prepared notes. Notes are also given to the trainees. This method is found more appropriate in simulations where some information is required to be shared to a large number of audience and which does not require more participation from audience. It is a low cost method. The major limitation of this method is that it dose not provide for active involvement of the trainees. Conferences/seminars: in this method, the trainer delivers a lecture on the particular subject, which is followed by queries and discussions. The conference leader must have the necessary skills to lead the discussion in a meaningful way without losing sight of the topic or theme. This method is used to help employees develop problem-solving skills. Programmed instructions: this is the recently developed technique based on the principle of positive reinforcement developed by B.F.Skinner. This technique is used to teach nonmotor and behavioral skills. The subject matter to be learned is prepared and condensed into logical sequence from more complex. The trainer monitors trainees monitors trainees independent progress through the programme. The trainee gets instant feedback on his learning however; this method is expensive and time consuming also. Sensitive training : sensitive training is also known by a Varity of names such as t-groups ,laboratory training and encounter groups. (The T is for training.)The objective of sensitive training is to increase participants insights into their behavior and the behavior of others by encouraging an open expression of feelings in the trainer guide T-group. This approach is useful for understanding peoples behavior particularly when they are involved in inter personal relationships. Development of positive thinking, improvement in inter-personal relationships, proper

17

motivation of people and organizational development are some of the important benefits of transactional analysis as a technique of training.

10.10 Conclusion:
To conclude, each method of training has some strengths and weaknesses. Given the purpose of a training programme, the level of participants the competence of trainers, etc., the appropriate method has to be chosen to impart training.

Long Answer Type Questions 1. What do you mean by training? How will you identify the training needs in an organization? 2. What are the objectives of training? Explain the need for training in an industrial organization? 3. Training programmes are helpful to avoid personnel obsolescence Discuss. 4. Explain the various methods of training. Short Answer Type Questions 1. Write short notes on: Management Games; Case Study;

18

 Vestibule Training; Sensitivity Training; Transactional Analysis. 2. Differentiate training from development. 3. What is the need for training in an organization?

Chapter 11 MANAGEMENT DEVELOPMENT

11.1 Introduction
While drawing a distinction between training and development in previous chapter, we introduced in brief, the concept of development/ based on that concept, we elaborate it in more detail. The term development implies overall development in a person. Accordingly, Management development means not only improvement in job performance , but also improvement in knowledge, personality, attitude, behaviorism of an executive, etc. It means that

19

executive/management development focuses more on the executives personal growth.. Management Development is a systematic process of growth and development by which managers develop their abilities to manage. Management Development is concerned with improving the performance of the managers by giving them opportunities for growth and development.

11.2 Definition:
Executive /Management Development includes the process by which managers and executives acquire not only skills and competency in their present job but also capabilities for future managerial tasks on increasing difficulty and scope. Flippo. Any activity designed to improve the performance of existing managers and to provide for a planned growth of managers to meet future organizational requirements is called management development. S.B.Bhudiraja

11.3 Techniques Of Management Development

There are mainly two techniques of management development, one is the formal training and the other is through the on the job experience.

Important Techniques Of Management Development

On-The-Job Technique

Off-The-Job Technique

20

Coaching

Job

Under

Multiple

Case method

Incident

Role-playing

In basket

Business

Sensitivity

Simulation

Grid training

Conference

Lectures

Fig. 1

11.3.1 On The Job Techniques

1 Coaching: In coaching the trainee is place under a particular supervisor who acts as an instructor and teaches job knowledge and skills to the trainee. 2. Job Rotation: The transferring of executive s from job to job and from department to department in a systematic manner is called job rotation. 3. Under Study: An under study is as person who is in training to assure at a future time, the full responsibility of the position currently held by his superior. 4 Multiple Management: Multiple management is a system in which permanent advisory committees of managers study problems of the company and make recommendations to higher management. 11.3.2 Off-The Job Technique 1. The Case Study: Cases are prepared on the basis of actual business situations that happened in various organizations.

21

2. Incident Method: This method was developed by Paul Pigors. It aims to develop the trainee in the area of intellectual ability, practical judgment and social awareness. 3. Role Playing: A problem situation is simulated by asking the participants to assume the role of particular person in the situation. 4. In Basket Method: The trainees are first given background information about a simulated company, its products, key personnel, various memoranda and all data pertaining to the firm. The trainee has to understand all of this and make notes of it. 5. Sensitivity Training: The main objective of sensitivity training is the Development of awareness of and sensitivity of behavioural patterns of oneself and others. 6. Simulation: Under this technique the situation is duplicated in such a way that it carries a closer resemblance to the actual job situation. 7. Managerial grid: It is a six-phase programme lasting from three to five years. It stats with upgrading managerial skills, continues to group improvement, improves inter group relations, goes into corporate planning, develops implementation method and ends with an evaluation phase. 8. Conference: A conference is a meeting of several people to discuss thee subject of common interest.
22

9. Lectures: It is the simplest technique. The lacquerer organizes the material and gives it to a group of trainees in the form of talks. Objectives of Executive/Management Development 1. Improve the performance of mangers at all levels; 2. Identify the persons in the organization with the required potential and prepare them for higher position in future; 3. Ensure availability of required number of executives mangers succession who can take over in case of contingencies as and when these arise in future; 4. Prevent obsolescence of executives by exposing them to the latest concepts and techniques in their respective areas of specialization; 5. Replace elderly executives who have risen from the ranks by highly competent and academically qualified professionals; 6. Improve the thought process and analytical abilities; 7. Provide opportunities to executives to fulfill their career aspirations; 8. Understand the problem of human relations and improve human relations skills. CONCEPTS AND AREAS OF MANAGEMENT DEVELOPMENT PROGRAMMME General administration Q 1: How to decide overall company strategy? Q 2: How to evaluate capital expenditure proposals? Q 3: How to improve the flow of information needed to control the organization? Q4 : How to launch a new project?
23

Marketing & Sales Q 1: How to forecast demand? Q 2: How to generate new product ideas? Q 3: How to launch a new product? Q 4: How to determine the profitability of a product or product line? Q 5: How to improve product design? Production Q 1: How to remove factory bottleneck? Q 2: How to improve product quality and reliability? Q 3: How to cope with complex mixes? Such as several factories, delivery to many customers, or several products from many raw materials available from many different sources, or several products profitability made by several process, etc. Q 4: How to cut labour cost? Q 5: How to improve labour relations? Human Resource Q 1: How to improve training methods? Q 2: How to bring order and equality into wages and salary schemes? Q 3: How to recruit the right number of the right type of people? Purchasing Q 1: How to check quality and reliability of raw materials? Q 2: How to cut down the cost of purchasing an holding stocks? Research Q 1: How to reduce the time taken to complete research?

24

Long Answer Type Questions 1. What do you mean by executive development? What are its objectives? 2. Discuss the methods of Executive Development. Which one you consider the most suitable for developing middle level managers and why? 3. You cannot develop managers. People either have the ability to manage or they dont. Do you agree or Dis-agree? Discuss. Short Answer Type Questions 1. What is Management Development? 2. Discuss various objectives of Management Programme. 3. List out the various On the Job methods of Management Development. 4. Write a note on In Basket Exercises and Management Games. 5. What do you understand by Transactional Analysis? -----------------------------------------------------------------------------------Chapter 4 CAREER MANAGEMENT Introduction Career Management: A career is all the jobs that are held during ones working life. Edwin B. Flippo defines career as a sequence of separate but related work activities that provides continuity and, order and meaning in a persons life.

25

Career management focuses on career goals and it is the process of designing and implementing goals, plans and strategies to enable the organization to satisfy employee needs while allowing individuals to achieve their career goals. Following are the key ingredients for career management, which focuses on the process of implementing organizational career planning. Top management support. Coordination of other human resource activities. Involvement of superiors. Use of human resource managers as consultants. Periodic skill assessment. Realistic feedback about career progress. Equal access and open enrollment. Focus on psychological success rather than advancement. Flexibility for individual needs. Climate setting for career development. Small Pilot Programmes. Periodic programme assessment. Career management involves both organizational actions and individuals initiatives to ensure that when the career plans developed by the organizational basis.
26

requirements

and

individuals

aspirations

undergo

unanticipated changes, they are managed appropriately on a continuing

Categories for Career Management There are three major categories to undertake career management. To select a field of employment and employer : - One cannot manage his career unless one has a long-range objective and the first point is to think in terms of where you ultimately want to be. Other important point is to view your potential employer and position in terms of long-range career goals. To know where you are: - To be aware of the opportunities available to you in the current position and to carefully and honestly posses current performance. Plan your exit: - To leave the current organization on good terms and not under questionable circumstances. Career management is complementary to management development and it is concerned with planning and shaping the path, which people take in their career progression within the organization. The underlying assumption of career management is that, in the context of management succession, the organization should be alert to provide able people with training, guidance and encouragement to enabler them to fulfill their potential. HR APPROACHES TO IMPROVING COMPETENCIES Following are the approaches, which help in improving competencies among the employee of the organization. 1. Incentives. The term in incentives means an inducement, which rouses of, stimulates one to action in a desired action. An incentive has a motivational power, and may be broadly grouped into
27

(a) Financial incentives: - Common use of money as incentive are in form of wages and salaries, bonus, retirement benefits, medical reimbursement, etc. money plays a significant role in satisfying physiological and security/ social needs. (b) Non-Financial Incentive: - the following non financial incentives could be effectively usedi. ii. iii. iv. v. vi. vii. Appreciation of work Done Competition Knowledge of result Workers participation In Management: Opportunity for Growth Suggestion System Job Enrichment

2. Management By Objectives (MBO): - Management by Objective can simply be defined as a programme that encompasses specific goals, anticipatively set for an explicit time period, with feed back on goal progress. 3. Training: - Training is a process of learning a sequence of programmed behavior. It is application of knowledge. It gives people an awareness of the rules and procedures to guide their behavior. It is used to teach the employee the most efficient and effective ways of performing their job. Also used for better quality of their working. 4. Off the job techniques: - Many Techniques could be very effectively used for the purpose and these are: a) The Case Study b) Role Play
28

c) In-Basket Method d) Sensitivity Training (already explained in previous chapter on Training and Development)

Question Answers 1. Career Development is a waste of money for a company. All is does is raise employees expectations and then, frustrated, they quit. Do you agree or disagree? Discuss. 2. What type of information would you seek from human resource department to help you develop your own career plan if you were just starting with a large multinational corporation?

29