Models of hrm


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Models of hrm

  1. 1. Training Methods On-the-job methods. Off-the-job methods.
  2. 2. On-the-job methods Job Rotation. Coaching. Job Instruction. Training through step-by-step. Committee Assignments.
  3. 3. Off-the-job methods Vestibule Training. Role Playing. Lecture Methods. Conference or Discussion. Programmed Instruction.
  4. 4. Advantages Increased Productivity. Heightened Morale. Reduced Supervision. Reduced Accidents. Increased Organizational Stability.
  5. 5. Models of Training
  6. 6. Training is a sub system of the organisationbecause the department such as marketing & sales,HR, production and finance etc depends on trainingfor its survival. Training is a transforming processthat requires some input and in turn it producesoutput in the form of knowledge, skills, attitudes(KSAs) .
  7. 7. 3 Models of Training1. System Model.2. Instructional System Development Model.3. Transition Model.
  8. 8. System Model Training The System Model consist of 5 phases and should be repeated on a regular bases to make further improvements. The training should achieve the purpose of helping employee to perform their work to required standards.
  9. 9. Steps in System Model Trainingi. Analyze Analyse and identify the training needs. i.e. To analyze the department, job, employee requirement, who needs training, what do they need to learn, estimating training cost, etc.
  10. 10. Cntd The next step is to develop a performance measure on the basis which actual performance would be evaluated.
  11. 11. ii.Design Design and provides training to meet identified needs. The step requires developing objective of training, identifying the learning steps, sequencing and structuring the contents.
  12. 12. iii. Develop This phase requires listing the activities. In the training program that will assist the participants to learn, selecting delivery method, examining the training method, validating information to be imparted to make sure it accomplishes all the goals and objectives.
  13. 13. iv. Execute Implementing is the hardest part of the system because on wrong step can lead to the failure of the whole training program.
  14. 14. v. Evaluate Evaluating each phase so as to make sure it has achieved its name in terms of subsequent work performance. Making necessary amendments to any of previous stage in order to remedy or improve the failure practices.
  15. 15. Instructional System Development Model Instructional System Development Model was made to answer the training problems. It is concerned with the training on the job performance. Training objectives are defined on the basis of job responsibilities and job description.
  16. 16. This model also helps in determining anddeveloping the favourable strategies, sequencing thecontent and in delivering media for the types oftraining objectives to be achieved.
  17. 17. STEPS IN ISDi. Analysis This phase consist of training need assessment, job analysis and target audience analysis.
  18. 18. ii. Planning This phase consist of setting goal of the learning outcome, instructional objectives that measures behaviour of a participants after the training, types of training material, media selection, methods of evaluating the trainee, trainer and the training program, strategies to impart knowledge.
  19. 19. iii. Development This phase translate design decisions into training.iv. Execution This phase focuses on logistical arrangements.
  20. 20. v. Evaluation This phase is consist of identifying strength and weaknesses and making necessary amendments to any of previous stage in order to remedy or improve the failure practices.
  21. 21. Transition Model. This model focuses on the organisation as whole. The outer loop describes the vision, mission and values of the organisation on the basis of which training model is executed.
  22. 22.  Vision A vision statement tells that where the organisation sees itself few years down the line. A vision may include setting a role mode or bringing some internal transformation or may be promising to meet the some other deadlines.
  23. 23.  Mission Explain the reason organisation existent. Values It is the translation of vision and mission into communicable data.