aba 433 organization theory

7/28/2019 ABA 433 Organization Theory

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MASENO UNIVERSITYDEPARTMENT OF MARKETING AND MANAGEMENT

(MAIN CAMPUS)

COURSE OUTLINECOURSE TITLE EMPLOYEE DEVELOPMENT AND CAREERS MANAGEMENT:

COURSE CODE: ABA 433

PRESENTER :CHRISTINE ANYANGOSAPTEMBER 2012

COURSE OBJECTIVES

By the end of the course, the learner should be able to:

1 Describe nature of training and development

2 Describe how to identify training gaps in an organization

3Explain training and the appraisal process

4Explain the uses of incentives and rewards in employee development5 Describe employee needs and job satisfaction

6 Explain managerial implications of expectancy theory

1 NATURE OF TRAINING AND DEVELOPMENT

Introduction to employee training and development

Training objectives

Gaps in training and development

2 TRAINING PROCESS

Principles of training

Training process

Kinds of training

3 CAREER MANAGEMENT

Meaning of career management

Career management activities

Process of career management.

4 PERFORMANCE MEASUREMENTS

Objectives of performance measurement

Appraisal process

Rationale for ratings

Legal implications of appraisal

CAT 10.10.2012

5 JOB EVALUATIONS

Job evaluation process

Alternatives to job evaluation

Job evaluation and pay

6 REWARD SYSTEMS AND RECOGNITION


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Incentive awards

Variable pay and performance

Positive reinforcement

Employer and employee commitment

7 EMPLOYEE NEEDS

Job satisfaction

quality of work life

expectancy theory and managerial implications

CAT 2 7.11.2012

REFERENCES

Armstrong,M. (2007)Human Resource Management Practice,10th Edition,Cambridge University

Press

Beardwell,J. and Claydon,T.(2007) Human Resource Management, ContemporaryApproach.5thEdition.PrenticeHall.New York

Bernadium,H.(2008) Human Resource Management-An Experimental Approach. McGraw Hill.

Nzuve,S.N.M.(1997)Management of Human Resources .Kenyan perspective. Tech and Pro

Publuishers,Nairobi

Torrington,D.,Hall,L and Tayler S.(2008) Human Resource

Management,7thEdition.PrenticeHall.New york.


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ABA 433: EMPLOYEE DEVELOPMENT AND CAREERS MANAGEMENT

Nature of training and development; gaps in training and development; training process;

career management; performance measurement; appraisal process; legal issues associatedwith appraisal; job evaluation process; alternatives to job evaluation, Incentive awards.

Designing reward systems and recognitions. Employee and employer commitment.

Variable pay stimulating performance and positive reinforcement. Employee needs. Jobsatisfaction and the quality of work life. Expectancy theory and managerial implications.

Nature of training and development

Importance Of Training and Development

Traning and Development Home Importance Of Training and Development

Optimum Utilization of Human Resources

Training and Development helps in optimizing

the utilization of human resource that further

helps the employee to achieve the organizationalgoals as well as their individual goals.

Development of Human Resources Training

and Development helps to provide anopportunity and broad structure for thedevelopment of human resources technical and

behavioral skills in an organization. It also helps

the employees in attaining personal growth.

Development of skills of employees Training

and Development helps in increasing the job

knowledge and skills of employees at each level.

It helps to expand the horizons of humanintellect and an overall personality of the

employees.

Productivity Training and Development helps in increasing the productivity of the

employees that helps the organizationfurther to achieve its long-term goal.
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Team spirit Training and Development helps in inculcating the sense of team work, team

spirit, and inter-team collaborations. It helps in inculcating the zeal to learn within the

employees.

Organization Culture Training and Development helps to develop and improve the

organizational health culture and effectiveness. It helps in creating the learning culture within theorganization.

Organization Climate Training and Development helps building the positive perception

and feeling about the organization. The employees get these feelings from leaders, subordinates,

and peers.

Quality Training and Development helps in improving upon the quality of work and work-life.

Healthy work environment Training and Development helps in creating the healthyworking environment. It helps to build good employee, relationship so that individual goals

aligns with organizational goal.

Health and Safety Training and Development helps in improving the health and safety of

the organization thus preventing obsolescence.

Morale Training and Development helps in improving the morale of the work force.

Image Training and Development helps in creating a better corporate image.

Profitability Training and Development leads to improved profitability and more positive

attitudes towards profit orientation.

Training and Development aids in organizational development i.e. Organization gets more

effective decision making and problem solving. It helps in understanding and carrying out

organisational policies

Training and Development helps in developing leadership skills, motivation, loyalty, betterattitudes, and other aspects that successful workers and managers usually display.

Models of Training

Traning and Development Home Models of Training

Training is a sub-system of the organization because the departments such as, marketing &

sales, HR, production, finance, etc depends on training for its survival. Training is a

transforming process that requires some input and in turn it produces output in the form ofknowledge, skills, and attitudes (KSAs).
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THE TRAINING SYSTEM

A System is a combination of things or parts that must work together to perform a particular

function. An organization is a system and training is a sub system of the organization.

The System Approach views training as a sub system of an organization. System Approach

can be used to examine broad issues like objectives, functions, and aim. It establishes a logical

relationship

between the sequential stages in the process of training need analysis (TNA), formulating,

delivering, and evaluating.

There are 4 necessary inputs i.e. technology, man, material, time required in every system to

produce products or services. And every system must have some output from these inputs in

order to survive. The output can be tangible or intangible depending upon the organizations

requirement. A system approach to training is planned creation of training program. Thisapproach uses step-by-step procedures to solve the problems. Under systematic approach,

training is undertaken on planned basis. Out of this planned effort, one such basic model of fivesteps is system model that is explained below.

Organization are working in open environment i.e. there are some internal and external

forces, that poses threats and opportunities, therefore, trainers need to be aware of

these forces which may impact on the content, form, and conduct of the training

efforts. The internal forces are the various demands of the organization for a better

learning environment; need to be up to date with the latest technologies.

The three model of training are:

1. System Model

2. Instructional System Development Model

3. Systematic Model Training

Traning and Development Home Systematic Model Training

The system model consists of five phases and should be repeated on a regular basis to makefurther improvements. The training should achieve the purpose of helping employee to perform

their work to required standards. The steps involved in System Model of training are as

follows:

1. Analyze and identify the training needs i.e. to analyze the department, job, employees

requirement, who needs training, what do they need to learn, estimating training cost, etc The
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next step is to develop a performance measure on the basis of which actual performance

would be evaluated.

2. Design and provide training to meet identified needs. This step requires developing

objectives of training, identifying

3. Develop- This phase requires listing the activities in the training program that will assist

the participants to learn, selecting delivery method, examining the training material, validating

information to be imparted to make sure it accomplishes all the goals & objectives.

4. Implementing is the hardest part of the system because one wrong step can lead to the

failure of whole training program.

5. Evaluating each phase so as to make sure it has achieved its aim in terms of subsequent

work performance. Making necessary amendments to any of the previous stage in order to

remedy or improve failure practices.

the learning steps, sequencing and structuring the contents.

Transitional m

Transitional Model
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Traning and Development Home Transitional Model

Transitional modelfocuses on the organizationas a whole. The outer loop describes the vision,

mission and values of the organization on the basis of which training modeli.e. inner

loop is executed.

Vision focuses on the milestones that the organization would like to achieve after the

defined point of time. A vision statement tells that where the organization sees itself fewyears down the line. A vision may include setting a role mode, or bringing some internal

transformation, or may be promising to meet some other deadlines.

Mission explain the reason of organizational existence. It identifies the position in thecommunity. The reason of developing a mission statement is to motivate, inspire, and

inform

the employees regarding the organization. The mission statement tells about the identity that howthe organization would like to be viewed by the customers, employees, and all other

stakeholders.

Values is the translation ofvision and mission into communicable ideals. It reflects the deeplyheld values of the organization and is independent of current industry environment. For example,

values may include social responsibility, excellent customer service, etc.
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The mission, vision, and values precede the objective in the inner loop. This model considers the

organization as a whole. The objective is formulated keeping these three things in mind and thenthe t

Instructional System Development modelor ISD training model was made to answer thetraining problems. This model is widely used now-a-days in the organization because it is

concerned with the training need on the job performance. Training objectives are defined on the

basis of job responsibilities and job description and on the basis of the defined objectivesindividual progress is measured. This model also helps in determining and developing the

favorable strategies, sequencing the content, and delivering media for the types of training

objectives to be achieved.

The Instructional System Development model comprises of five stages:

1. ANALYSIS This phase consist of training need assessment, job analysis, and targetaudience analysis.

2. PLANNING This phase consist of setting goal of the learning outcome, instructionalobjectives that measures behavior of a participant after the training, types of training material,

media selection, methods of evaluating the trainee, trainer and the training program, strategies
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to impart knowledge i.e. selection of content, sequencing of content, etc.

3. DEVELOPMENT This phase translates design decisions into training material. It consists

of developing course material for the trainer including handouts, workbooks, visual aids,demonstration props, etc, course material for the trainee including handouts of summary.

4. EXECUTION This phase focuses on logistical arrangements, such as arranging speakers,

equipments, benches, podium, food facilities, cooling, lighting, parking, and other trainingaccessories.

5. EVALUATION The purpose of this phase is to make sure that the training program hasachieved its aim in terms of subsequent work performance. This phase consists of identifying

strengths and weaknesses and making necessary amendments to any of the previous stage in

order to remedy or improve failure practices.

TheISD modelis a continuous process that lasts throughout the training program. It also

highlights that feedback is an important phase throughout the entire training program. In this

model, the output of one phase is an input to the next phase. raining model is furtherimplemented. odel

Methods of Training
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Traning and Development HomeMethods Of Training

There are various methods of training, which can be divided in to cognitive and behavioral

methods. Trainers need to understand the pros and cons of each method, also its impact ontrainees keeping their background and skills in mind before giving training.

Cognitive methods are more of giving theoretical training to the trainees. The various methodsunder 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:

LECTURES

DEMONSTRATIONS

DISCUSSIONS

COMPUTER BASED TRAINING (CBT)

o INTELLEGENT TUTORIAL SYSTEM(ITS)

o PROGRAMMED INSTRUCTION (PI)

o VIRTUAL REALITY

Behavioral methods are more of giving practical training to the trainees. The various methods

under Behavioral approach allow the trainee to behavior in a real fashion. These methods are

best used forskill development.

The various methods that come under Behavioral approach are:
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GAMES AND SIMULATIONS

o BEHAVIOR-MODELING

o BUSINESS GAMES

o CASE STUDIES

o EQUIPMENT STIMULATORS

o IN-BASKET TECHNIQUE

o ROLE PLAYS

Both the methods can be used effectively to change attitudes, but through different means.

Another Method is MANAGEMENT DEVELOPMENT METHOD

MANAGEMENT DEVELOPMENT

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.

Management development method is further divided into two parts:

ON THE JOB TRAINING

The development of a manager's abilities can take place on the job. The four techniques for on

the job development are:

COACHING
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MENTORING

JOB ROTATION

JOB INSTRUCTION TECHNIQUE (JIT)

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 TRAINING

TRANSACTIONAL ANALYSIS

STRAIGHT LECTURES/ LECTURES

SIMULATION EXERCISES

CASE STUDY
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aba 433 organization theory

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