Detail about Human Resource Management

1. Progressive Education Society’s
MODERN COLLEGE OF ENGIINEERING
Department of Electrical Engineering
1186 A, SHIVAJI NAGAR, OFF .J.M. ROAD, PUNE: 411005, INDIA
Course Code : 303141
Course Name : Industrial and Technology Management
Pattern:(2019 Pat)
Unit No.3 Part-II
Human Resource Management

2. Progressive Education Society’s
MODERN COLLEGE OF ENGIINEERING
Department of Electrical Engineering
1186 A, SHIVAJI NAGAR, OFF .J.M. ROAD, PUNE: 411005, INDIA
Vision of the Department
• To build technically competent Electrical Engineers
with ethical and social responsibility.

3. Progressive Education Society’s
MODERN COLLEGE OF ENGIINEERING
Department of Electrical Engineering
1186 A, SHIVAJI NAGAR, OFF .J.M. ROAD, PUNE: 411005, INDIA
Mission of the Department
• To develop abilities in students for acquiring knowledge and
skills to flourish in a dynamic technical
environment.
• To nurture cultured professionals by providing
facilities for their overall development
• To motivate the students for research work and
activities beneficial to society
• To enhance strong bonding with various
organization and alumni.

4. Course Objectives (from SPPU syllabus)
• Explain the fundamentals of Human Resources Management.

5. Course Outcomes
• Students will be able to understand
– The importance of IPR and role of Human Resource
Management in an organization

6. Content
1. Introduction to Human Resources & Its Managements
2. Responsibilities of HR Manager
3. Functions of HRM
4. Manpower Planning
5. Recruitment
6. Selection
7. Difference between Recruitment & Selection
8. Training
9. Development
10. Difference between Training & Development
11. Performance Management

7. 1. Introduction to Human Resources & Its
Managements
1.1 Human Resources
1.2 Introduction to HRM
1.3 Objectives of HRM
1.4 Importance of HRM
1.5 The Scope of HRM

8. 1.1 Human Resources
• Human Resource is an integral part of every organization.
• It includes all those people who are physically mentally and
legally fit to work and contribute towards their own,
organizational and nation's development
• Because, human resource has immense potential in grow and
contribute, it becomes essential to develop them is a planned
way and make them very useful for different work

9. 1.2 Introduction to HRM
• Organizations are run with the help of resources such as
finance, Plant & Machinery, Raw Materials Equipment, etc.
• All resources are collected, developed and utilized to the best
by the human resource only.
• Organizations have started understanding the importance of
their human resource.
• They have developed various tools and techniques to manage
and develop them.
• Throughout this chapter, you will understand human resource
management through its various functions

10. 1.2 Introduction to HRM
• Edwin Flippo
– defines Human Resource Management as "planning, organizing,
directing, controlling of procurement, development,
compensation, integration, maintenance and separation of human
resources to the end that individual, organizational and social
objectives are achieved.“
• Decenzo and Robbins,
– "Human Resource Management is concerned with the people
dimension" in management. Since every organization is made up
of people, acquiring their services, developing their skills,
motivating them to higher levels of performance and ensuring
that they continue to maintain their commitment to the
organization is essential to achieve organizational objectives.”

11. 1.3 Objectives of HRM
• To help the organization in attaining its goals effectively and
efficiently by providing and utilizing competent and motivated work
force.
• To help the organization get the right number of people in right
quality at the right time.
• To increase the employee's job satisfaction and self-actualization to
the fullest policies and programs.
• To develop and maintain the quality of work life (QWL) to make
employment in the organization a desirable personal and social
situation.
• To prepare employees growth and development programs to help
them develop their skill and knowledgeable and make them more
valuable.
• To establish and maintain cordial relations between employees and
management.

12. 1.4 Importance of HRM
• Organizational Importance:
– Good human resource practice can help in attracting and retaining the best
people in the organization.
– It develops the necessary skills and right attitudes among the employees
through training, development, performance appraisal, etc.
– It secures willing cooperation of employees through motivation, participation,
grievance handling, etc.
– HRM utilizes available human resources effectively and efficiently.
– HRM ensures that enterprise have in future a team of competent and dedicated
employees.
• Social Importance:
– HRM generates employment opportunities
– It eliminates waste of human resources through development and conservation
of physical and mental health.
– Through HRM scarce talents are put to the best use. Companies that pay and
treat people well always race ahead of others and deliver excellent results.

13. 1.4 Importance of HRM
• Professional Importance: Professional importance of HRM is concerned with
developing people and providing healthy environment for effective utilization of
their capabilities. This is done by:
– Developing people on continuous basis to meet challenges of their current as
well as future job. Promoting team-work and team-spirit among employees.
– Offering excellent growth opportunities to people who have the potential to
rise.
– Providing environment and incentives for developing and utilizing creativity

14. 2. Responsibilities of HR Manager
• Recruitment & Retention of Employees:
– An important responsibility of an HR manager is to manage
the recruitment process to meet the company's manpower
requirement.
– HR manager is also primarily responsible to make sure the
retention of the talented employees by constantly
communicating with them.
– Ensuring better working environment & facilities within
the company.

15. 2. Responsibilities of HR Manager
• Training & Development:
– This is another responsibility of the HR manager to keep on
determining periodically about the essentiality of holding
any employee training or skill development program in the
company.
– The requirements of training and development needs are
examined through a proper assessment of the employee
performance.
– By analyzing the performance report of the employee, an
HR manager identifies the scope of improvement and
accordingly designs and arranges their training workshop in
order to overcome their lacking in skills.

16. 2. Responsibilities of HR Manager
• Maintaining employee Relation:
– In any organization, it is natural among the employees to
have a bitter relationship at times.
– So it becomes a responsibility of the HR manager to
address issues and resolve them.

17. 3. Functions of HRM
3.1 Managerial Function
3.2 Operative Functions

18. 3.1 Managerial Function
• Planning:
– It is one of the primary functions of HRM
– Number & type of employees needed currently and in future to
accomplish organizational goals are determined..
• Organizing:
– Organizing the tasks is another important function.
– Task are allocated to every member as per their skills and activities are
integrated towards a common goal.
• Directing:
– This includes activating employees at different levels and making them
contribute maximum towards organizational goal achievement.
• Controlling:
– Post planning organizing and directing performance of an employee is
checked, verified and compared with goals.
– If actual performance is found deviated from the plan, control
measures are taken,

19. 3.2 Operative Functions
• Job Analysis & Design:
– This function is performed to describe the nature of the
jobs like role and responsibilities and the kind of people
required in terms of qualification, skills, work experience
for specific job positions.
– This helps in getting the right person for the right job.
• Manpower Planning:
– This is another important function performed to identify an
organization's present and future requirements of
manpower in quantity and quality.

20. 3.2 Operative Functions
• Recruitment& Selection:
– Recruitment& selection are individual functions performed
one after another.
– They are performed to hire the most suitable candidates for
the positions lying vacant in the organization.
• Training & Development:
– This function allows employees to acquire new skills and
knowledge to perform their job effectively.
– Training and development also prepares employees for
higher level responsibilities.

21. 3.2 Operative Functions
• Performance Appraisal :
– Through this function the performance of employees is evaluated
periodically.
– It compares an employee's actual performance against the
standard performance set.
– The variation, if any, is used to plan actions with an intention to
improve the areas of concern.
• Salary Administration:
– Human Resource Department also determines pays for different
job types
– HR department includes compensations, incentives, bonus,
benefits etc.
– The aim is to pay the right and fair compensation against
different jobs.
– This function is very important as compensation is an effective
motivator.

22. 3.2 Operative Functions
• Employee Welfare:
– This is another important function that takes care of
numerous services, benefits and facilities provided to an
employee for their well-being.
• Human Resource Information System:
– This function involves recording, maintaining and
retrieving employee related information including
employment history, work hours, earning history etc.

23. 4.Manpower Planning
• 4.1 Introduction
• 4.2 Objective
• 4.3 Advantages of Manpower Planning
• 4.4 Manpower Planning Process

24. 4.1 Introduction
• Manpower or HR planning has become an important business
strategy.
• Manpower planning is defined as a process through which
management determines how an organization should move
from its current manpower position to a desired manpower.
• It defines the present needs and estimates the future needs of
manpower in an organization.
• The process facilitates hiring and retaining the right profile of
people at varying jobs, positions, places and time frames
depending on the organizational need.

25. 4.2 Objective
• To determination the current and anticipate the future
requirement of manpower in the organization
• To assess the skill requirements of future jobs and help the HR
managers design the right training and development programs
• To help the recruitment & selection process in getting the
required manpower in right number and skills
• To anticipate the surplus staffs by scanning the environment
and help organization avoid unnecessary dismissals
• To control the wage and salary costs by defining the right
people in right number for the right job
• To ensure the optimum utilization of human resources
presently employed.

26. 4.3 Advantages of Manpower Planning
• It helps in determining the current and future personnel needs
of an organization so that the organization never has the
shortage of manpower.
• It can tell an organization about the skills and
knowledge required by the people working in the organization
in coming years.
• It helps to ascertain and identify critical shortages of skilled
recruitment, etc. so as to prevent production break-down or
under-utilization of plant capacity

27. 4.3 Advantages of Manpower Planning
• It enables organization to cope with changes in competitive
forces, markets, technology, product, etc. all of which always
generate changes in job contents, skill demands, number and
type of personnel
• It is involved in selection and development of employees well
in advance so as to meet any contingencies,
• Besides looking and reacting to staff deficit, manpower
planning is also able to identify any surplus/ redundancy if any
in an organization.

28. 4.4 Manpower Planning Process
It includes the following steps:
• Determination of objectives of manpower planning:
Manpower planning is an integral part of the corporate
planning and therefore the objectives must be very clear as it
has long-term repercussions.
• Current manpower inventory: Analysis of current manpower
supply is important as it helps in determining
– The current manpower by level of skills or qualifications.
– The talented employees in the organization as the records
will provide foundation for individual development.
– The employees who can be promoted to the post of
managers.

29. 4.4 Manpower Planning Process
• Demand forecasting: It is the most critical step as it determines the
required number of the manpower need in future. Following factors are
considered while doing demand forecasting.
– Employment Trend: A details of the employment pattern during last
five years will help us in knowing which group has been stable or
unstable and whether it has been expanding.
– Replacement needs: The need for replacement arises due to death,
retirement, resignation: termination of employees.
– Productivity: Gains in productivity add to the growth potential of the
organization and can influence the requirement of manpower.
– Expansion & Growth: Plans should be carefully analyzed to judge
their impact on the manpower requirement in future.
– Absenteeism: The manpower experts will have to consider the known
rate of absenteeism in their decisio regarding estimation of manpower
requirement

30. 4.4 Manpower Planning Process
• Supply forecasting: In order to meet the anticipated requirements at
the time of their opening, it is also necessary to plan for supply of
adequate number of personnel at the time they are needed.
– There are two sources of manpower supply: Internal & External.
– To fulfill the requirement through internal source the manpower
planning department conducts human resource audit and prepare
replacement chart in advance.
– Human resource audit gives a thorough idea of the potential and
capabilities of persons working in the organization. Regular audits are
used to record the new accomplishments or qualifications and skills
achieved over the time.
– Replacement charts are records listing each key position and
indicating time when it is likely to be vacated. It also lists the most
likely candidates working in the organization suitable to fill each
vacancy also the time when they would be ready for promotion.

31. 4.4 Manpower Planning Process
• Estimating net human resource requirement: After the demand
forecasting is done and the internal source is scanned to identify the
employees who could fill the vacant positions you are in position to
estimate the net human resource requirement that you have to fill through
external sources.
• Action plan for redeployment or redundancy: This action is taken when
there is future surplus estimated. If there is surplus in some departments,
employees can be redeployed in other departments.
• Action plan for recruitment & Selection: The plan for recruitment,
selection, training, transfer and promotion is greatly helped by the above
steps.

32. 5. Recruitment
• 5.1 Introduction
• 5.2 Objective
• 5.3 Factors affecting Recruitment
• 5.4 Good Recruitment Policy
• 5.4 Recruitment Process
• 5.5 Sources of Recruitment

33. 5.1 Introduction
• Recruitment is one of the most visible roles undertaken by human
resource departments in organizations.
• Recruitment can be considered as part of a trio, 'recruit, reward and
retain'.
• Recruitment is a process of generating a 'pool' of candidates by
reaching the 'right' audience suitable to fill the vacancy.
• Selection involves 'picking' the most suitable candidate from the
'pool' that is willing to fill the vacancy.
• Thus, Recruitment can be said to be a linking function' joining
together those with jobs to fill with those seeking jobs.

34. 5.1 Introduction
• It is a 'joining process' in that it tries to bring together job seekers
and employers with a view to encourage the former to apply for a
job with the latter.
• The basic purpose of recruiting is to develop a group of potentially
qualified people. To this end, the organization must communicate
the position in such a way that job seekers respond.
• To be cost effective, the recruitment process should attract qualified
applicants and provide enough information for unqualified persons
to self-select themselves out.
• Recruitment involves searching for and obtaining potential job
candidates in sufficient numbers and that the organization can select
the most appropriate people to fill its job needs,

35. 5.2 Objective
• To obtain a pool of suitable candidates for vacant posts
• To use and be seen to use a fair process
• To meet the staffing needs in order to achieve company goals and a
desirable company image
• To conduct recruitment activities in an efficient and cost-effective
manner
• To search for competent personnel globally and not just within the
organization.
• To anticipate and find personnel for potential jobs in the
organization.

36. 5.3 Factors affecting Recruitment
• 1. Internal Factors
• Recruitment Policy of the Org: The recruitment policy may focus on
internal or external sources of recruitment, casual or permanent
employment.
• Size of the org & the Number of Employees Employed: organization
having less number of employees have a very simple and straight forward
recruitment process than an organization which has large size.
• Cost Involved in Recruitment: The recruitment process is costly and that
is why every good organization has a budget for it. Bigger organizations
have bigger budgets than smaller organizations. The cost involved makes a
different to the whole recruitment planning.
• Growth & Expansion Plans of the Org. : The organization which has a
growth and expansion plan for the coming year will aggressively recruit
people while those who have moderate plans will go slowly.

37. 5.3 Factors affecting Recruitment
• 2. External Factors
• The Economic Environment: The supply &demand of Specific Skills in
the Market and Sudden Boom or slowdown in different sectors affect
recruitment process.
• Political & Legal Factors: Political & Legal considerations such as
Reservations of jobs for reserved categories also affect recruitment policy.
• Company Image: The perception of a company's Image by the Job Seekers
also plays an important role in planning the recruitment process as a good
perception helps attract talented people.

38. 5.4 Good Recruitment Policy
• Organizations should always develop a recruitment policy which
will guide them through the entire recruitment process smoothly and
with utmost clarity.
• Some of the features of a good recruitment policy are the following:
– It complies with government
– It provides job security
– It provides employee development opportunities
– A good recruitment policy is flexible to accommodate changes
– It ensures its employee's long-term employment opportunities
– It is cost effective for the organization

39. 5.4 Recruitment Process
• Recruitment Planning: This is the first step. It begins with the job
analysis which gives job description and specification of the vacant
positions that help the recruiters in preparing recruitment details.
Another process called manpower planning estimates the number of
employees required for different positions.
• Recruitment objectives and strategy are prepared in order to ensure
that the whole process is performed utmost clarity.
• Recruitment Sourcing:
– In this step, sources of recruitment are identified.
– Sources of recruitment are the places where the required number
and quality of prospective candidates are available to fill the
jobs.
– There are two sources - Internal and External, which are
identified, scanned and finalized for approaching.

40. 5.4 Recruitment Process
• Attracting Applicants:
– In this step, the advertising materials are first prepared to inform
and attract the prospective applicants.
– Once it is done, they are placed in the right place and then the
waiting period begins for the applications to flow in.
• Feedback and evaluation:
– This is the last stage which is performed after all the applications
are received.
– This stage evaluates the outcome of the recruitment process in
terms of number of applications, money spent and the time spent
to carry out the whole exercise.

41. 5.5 Sources of Recruitment
• There are two sources of supply of manpower-external and internal.
• Internal Sources
– Persons who are already working in an organization constitute the 'internal
sources. Retrenched employees, retired employees, dependents of deceased
employees may also constitute the internal sources.
– Whenever any vacancy arises, someone from within the organization is
upgraded, transferred, promoted or even demoted.
• Advantages
– It's less expensive to advertise internally than externally.
– It is less expensive to interview and select internal candidates.
– It requires less expensive induction and training processes.
– Further job opportunities may be created as a result of recruiting internally.
– Candidates are known to the organization so there is less chance of selecting
the wrong person.
– The motivation of existing workforce may be enhanced due to a good internal
promotion policy.

42. 5.5 Sources of Recruitment
• Limitations
– There will be a smaller pool of workers to choose from.
– There is less opportunity to bring in new skills, ideas, experience into the
organization.
– There can be a lack of ownership of tasks due to employee expectations of
moving on to another job.
– The company will need to advertise another due (quite often lower-end jobs) if
the new job is filled by an internal candidate.
– There can be a lack of stability in work teams due to team members regularly
moving to other positions.

43. 5.5 Sources of Recruitment
• External Sources
– These are sources that lie outside the organization.
– These sources are available everywhere.
• Some of these sources are
• Advertisement :
– Advertisement is the most effective means to search potential employees from
outside the organization.
– Employment advertisement in journals, newspapers, bulletins, etc., is quite
common in our country.
– By means of advertisement, the organization is able to communicate its
requirement of people some of whom may be its prospective employees.
– An advertisement contains brief statement of the nature of jobs, the type of
people required, and procedure for applying for these jobs.
• Internet:
– These days, a large number of organizations use Internet as a source of
recruitment.
– They also use the services of many job portals to build a large pool of
candidates.

44. 5.5 Sources of Recruitment
• Employment Agencies:
– Many organizations get the information about the prospective candidates
through employment agencies.
– In our country, two types of employment agencies are operating: public
employment agencies and private employment agencies. Both of these perform
activities regarding employment suggestions to their clients.
• Campus:
– Many organizations conduct preliminary search of prospective employees by
conducting interviews at the campuses of various institutes, universities, and
colleges.
– The organizations hold preliminary interviews on the campus on the
predetermined date and candidates found suitable are called for further
interviews at specified places.
• Gate hiring:
– The concept of gate hiring is to select people who approach on their own for
employment in the organization.
– Gate hiring is quite useful and convenient method at the initial stage of the
organization when large number of such people may be required by the
organization.

45. 5.5 Sources of Recruitment
• Advantages
• Wide choice:
– The organization has the freedom to select candidates from a large pool.
– Persons with requisite qualifications could be picked up.
• Injection of fresh blood:
– People with special skills and knowledge could be hired to stir up the existing
employees and pave the way for innovative ways of working
• Motivational force:
– It helps in motivating internal employees to work hard and compete with
external candidates while seeking career growth.
– Such a competitive atmosphere would help an employee to work to the best of
his abilities.
• Long-term benefits:
– Talented people could join the ranks, new ideas could find meaningful
expression, a competitive atmosphere would compel people to give out their
best and earn rewards, etc.

46. 5.5 Sources of Recruitment
• Disadvantages
• Expensive:
– Hiring costs could go up substantially. Tapping multifarious sources of
recruitment is not an easy task either.
• Time consuming:
– It takes time to advertise, screen, to test and to select suitable employees.
– Where suitable ones are not available, the process has to be repeated.
• Uncertainty:
– There is no guarantee that the organization, ultimately, will be able to hire the
services of suitable candidates.
– It may end up hiring someone who does not 'fit' and who may not be able to
adjust in the new set-up.

47. 6. Selection
• 6.1 Introduction
• 6.2 Importance of Selection
• 6.3 Advantages of Selection
• 6.4 Employee selection Process

48. 6.1 Introduction
• Employee Selection is the process of interviewing and evaluating the
candidates for a specific job and selecting an individual for employment
based on certain criteria (qualifications, skills and Experience).
• Employee selection can range from a very simple process to a very
complicated process depending on the firm hiring and the position.
• Employee Selection focuses on putting right men on right job.
• It is a procedure of matching organizational requirements with the skills
and qualifications of people.
• The task is made more difficult because it is not always possible to tell
exactly what the applicant really can and wants to do.
• Fit between the applicant and the organization affects both the employer's
willingness to make a job offer and an applicant's willingness to accept a
job.

49. 6.2 Importance of Selection
• .Good Hires Are Good Business:
– When an employee performs poorly, either due to a poor work ethic or skills
mismatch, the entire company suffers.
– Therefore, all businesses need to establish human resource policies and procedures
that ensure that the right person is selected for each job within the company.
• Improved Employee Morale:
– When hiring a new employee, it's important to consider the impact of that hire on the
rest of your staff.
– An employee with poor work habits or who is incompetent will slow down
productivity and creates more work for the rest of your employees.
• Employee Turnover Is Expensive:
– Hiring a mediocre or poor worker will eventually cost your company money. These
losses are the result of multiple factors, including:
– Poor performance: When an employee can't, or won't, do her job correctly, mistakes
are made, the pace of work slows down and opportunities are missed.
– Staff losses: You will likely need to fire the employee, and to start the hiring process
anew. You may also lose other good workers, as a result of morale issues.

50. 6.3 Advantages of Selection
• A good selection process offers the following advantages:
– It is cost-effective and reduces a lot of time and effort.
– It helps avoid any biasing while recruiting the right candidate.
– It helps eliminate the candidates who are lacking in knowledge, ability, and
proficiency.
– It provides a guideline to evaluate the candidates further through strict
verification and reference-checking.
– It helps in comparing the different candidates in terms of their capabilities,
knowledge, skills, experience, work attitude, etc.
– A good selection process helps in selecting the best candidate for the
requirement of a vacant position in an organization.

51. 6.4 Employee selection Process
• 1. Preliminary Interviews:
– It is used to eliminate those candidates who do not meet the minimum
eligibility criteria laid down by the organization.
– The skills, academic and family background, competencies and interests of the
candidate are examined during preliminary interview.
– It is also examined how much the candidate knows about the company.
– Preliminary interviews are also called screening interviews,
• 2. Application blanks:
– The candidates who clear the preliminary interview are required to fill
application blank.
– It contains data record of the candidates such as details about age,
qualifications, reason for leaving previous job, experience, etc.
• 3. Written Tests:
– Various written tests conducted during selection procedure are aptitude test,
intelligence test. reasoning test, personality test, etc.
– These tests are used to objectively assess the potential candidate. They should
not be biased.

52. 6.4 Employee selection Process
• 4. Employment Interviews:
– It is a one to one interaction between the interviewer and the potential
candidate.
– It is used to find whether the candidate is best suited for the required job or not.
• 5. Medical examination:
– Medical tests are conducted to ensure physical fitness of the potential
employee.
– It will decrease chances of employee absenteeism.
• 6. Appointment Letter:
– A reference check is made about the candidate selected and then finally he is
appointed by giving a formal appointment letter.

53. 7. Difference between Recruitment & Selection

54. 8. Training
• 8.1 Introduction
• 8.2 Purpose of Training
• 8.3 Advantages
• 8.4 Types of Training

55. 8.1 Introduction
• Training is the act of increasing the knowledge and skills of an
employee for doing a particular job.
• Its purpose is to achieve change in the behavior of those
trained and to enable them to do their job better.
• Training makes newly appointed people fully productive in the
minimum of time.
• It is equally important for old employees whenever new
machines and equipments are introduced and there is change in
processes.
• Training is a continuous process.
• It ultimately brings change in the knowledge, skill and attitude.

56. 8.2 Purpose of Training
• Making employees more useful
• Increasing the efficiency of employees.
• Increasing familiarity with the social environment.
• Increasing familiarity with the equipments and methods.
• Increasing the morale of the employees.

57. 8.3 Advantages
• For Organizations
– It results into systematic Learning and development of job related skills.
– An improvement in job skills results into increase in productivity of the employees
which in turn improves organizational productivity.
– It also facilitates proper use of machines & equipments that reduces frequent
breakdown and maintenance cost which ultimately leads to better productivity.
– Better trained people perform better in their job which Improves quality of goods.
– There are few cases of accidents when trained employees handle plant &
machinery.
– A trained employee requires less supervision. This also reduces the overhead cost
of the organization.
– Trained employees perform their work with accuracy and maintain the deadlines.
This results into economical operations.
– Trained employees have better chances of getting increment & promotion.
Therefore, it boosts their morale.
– It helps the organization in preparing future managers

58. 8.3 Advantages
• For Employees
– Trained employees always have greater confidence doing
their work.
– It facilitates acquisition of new skills that improves their
overall value.
– Trained employees always have better chances of Promotion
and higher earnings.
– They have better adoptability to a new situation.
– It increases their safety.

59. 8.4 Types of Training
• Induction Training:
– This is a training program for new employees.
– Its aim is to make employees familiar with the organization,
its culture and objectives.
– It also makes employees familiar with his job duties and
responsibilities.
• Job Training:
– This is a regular training program that is organized throughout
the year.
– Its main aim is to improve the job related skills of the
employees.
– It is mainly organized for the workers performing different
jobs and handling different machinery and equipments.

60. 8.4 Types of Training
• Apprenticeship Training:
– It is more an education involving both knowledge and skill
development (Earn while learning).
– It is organized by some organization for their new employees.
– The employment is confirmed after the training is over and
performance during the training is found satisfactory.
• Internship:
– It is a joint training program conducted by technical institutes
and corporate house to improve the job related skills of the
students so that they have more chances of getting
employment.

61. 9. Development
• 9.1 Introduction
• 9.2 Characteristics of Management development
• 9.3 Objectives of Management development
• 9.4 Need of Management development
• 9.5 Development Methods

62. 10. Difference between Training & Development

63. 11. Performance Management
• 11.1 Introduction
• 11.2 Objectives of Performance Management
• 11.3 Features of Performance Management
• 11.4 Importance of Performance Management
• 11.5 The Process/Cycle of Performance Management
• 11.6 Requirements of an effective Performance Management