PRESENTATION TITLEHUMAN RESOURCE TRAINING AND

EVALUATION

PRESENTED BY: LADEIPHI KHARSATI

2015A/87M

VASANTROA NAIK MARATHWADA KRISHI VIDYAPEETH,PARBHANI-431402

DEPT. OF EXTENSION EDUCATION

CONTENTSSL NO INDEX

1 HUMAN RESOURCE?

2 HR TRAININGDEFINITIONNEEDOJECTIVES IMPORTANCE PROCESSTYPESMETHODS

3 EVALUATIONDEFINITION4 Cs OF EVALUATIONTECHNIQUESADVANTAGES AND DISADVANTAGES

HUMAN RESOURCE?IT IS THE TOTAL KNOWLEDGE , SKILLS, CREATIVE ABILITIES, TALENTS AND APTITUDES OF AN ORGANISATION, WORK FORCE AS WELL AS THE VALUES, ATTITUDES, BELIEFS OF THE INDIVIDUALS INVOLVED.

WHAT IS HR TRAINING? Dale S. Beach defines training as ‘the organized procedure by which people learn knowledge and/or skill for a definite purpose’.Training refers to the teaching and learning activities carried on for the primary purpose of helping members of an organization acquire and apply the knowledge, skills, abilities, and attitudes needed by a particular jobAnd organization. According to Edwin Flippo, ‘training is the act of

increasing the skills of an employee for doing a particular job’

NEED OF HR TRAINING Environmental change Organizational complexity: Human relations Change in the job assignment: To match employee specifications with

the job requirements and organizational needs:

1. Environmental changes: Mechanization, computerization, and automation have resulted in many changes that require trained staff possessing enough skills. The organization should train the employees to enrich them with the latest technology and knowledge.

2. Organizational complexity: With modern inventions, technological upgradation, and diver sification most of the organizations have become very complex. This has aggravated the problems of coordination. So, in order to cope up with the complexities, training has become mandatory.

3. Human relations: Every management has to maintain very good human relations, and this has made training as one of the basic conditions to deal with human problems.

4. To match employee specifications with the job requirements and organizational needs: An employee’s specification may not exactly suit to the requirements of the job and the organization, irrespective of past experience and skills. There is always a gap between an employee’s present specifications and the organization’s requirements. For filling this gap training is required.

5. Change in the job assignment: Training is also necessary when the existing employee is pro moted to the higher level or transferred to another department. Training is also required to equip the old employees with new techniques and technologies

Contd..Improving the ……… self confidence

stability and progress of the organization improve quality reduce the wastages to the minimum

improve quality reduce the wastages to the minimum adapt according to changing environment

TYPES OF TRAINING:Induction training: Job instruction training: Vestibule training: Refresher training: Apprenticeship training:

INDUCTION TRAINING: Also known as orientation training given for the new recruits in order to make them familiarize with the internal environment of an organization. It helps the employees to understand the procedures, code of conduct, policies existing in that organization

Job instruction training: This training provides an overview about the job and experienced trainers demonstrates the entire job. Addition training is offered to employees after evaluating their performance if necessary.

.

Vestibule training: It is the training on actual work to be done by an employee but conducted away from the work place.

Refresher training: This type of training is offered in order to incorporate the latest development in a particular field. This training is imparted to upgrade the skills of employees. This training can also be used for promoting an employee.

Apprenticeship training: Apprentice is a worker who spends a prescribed period of time under a supervisor.

Methods of traning

On-the-job-training methods1.Job rotation2.Coaching3.Trained positions4.Planned work activities4.Intenship training

Off-the-job training methds1. Case study method2.Incident method3.Role play4.In basket method5.Bussines games6.Grid training7.Lectures8. Simulation9.Management education10. Conferences

EVALUATION

EVALUATION?

Performance evaluation is the process of assessing an employee's job performance and productivity over a specified period of time

Performance evaluation, or performance appraisal (PA), is the process of assessing an employee's job performance and productivity

EVALUATIONThe 4C’s of Evaluation of Human Resource Function

CommitmentCompetencyCongruencyCost Effectiveness

Commitment: means testing the employee’s personal

motivation and loyalty to the organization. If the employee works hard enough for the

good of the company and his main aim is for the company to gain competitive advantage over its rivals then he is very committed to the company thus the human resource department is very effective.

Competency: In this area one tests the employee’s skills

and abilities to perform his tasks well. Hiring and maintaining employees with very good skills proves that the human resource docket in that company is very efficient.

o Congruency: focuses on management and

employees. It seeks to test and prove that the

management and employees share the same vision of the organization goals and work together to attain them.

Cost Effectiveness: It is concerned with operational efficiency. The Human Resource Function in the organization should be used to the best advantage.

TECHNIQUES OF EVALUATION OF HUMAN RESOURCEAchievement of Specified Goals

Service Overall Evaluation (SLA

Subjective Overall Evaluation

Bench Marking

Achievement of Specified Goals: This is one way of evaluating Human Resource Function. In this case one measures the achievement against agreed objectives.

Service Overall Evaluation (SLA): This is an agreement between the provider of services and the customers.

Subjective Overall Evaluation: This is another method of evaluation of Human Resource Function. One measures the satisfaction index where concerns on whether an employee is happy and satisfied working in the organization and the Human Resource policies and practices as they affect them.

Bench Marking: In this evaluation of Human Resource Function one compares data from a competing firm and the data in your organization. This provides information on where to improve in the business strategies.

ADVANTAGESemployee effectiveness,

improved employee performance,

Prompt feedback, enhanced

communicationfostering of trust,

assessment of educational and other

training needs. assessment of educational and other training needs.

THANKYOU!