development policy

2. DEVELOPMENT POLICY
GROUP – J
TOPIC: 1- Separation
2 – Significance of training and
Development
LECTURER: Ma'am Rabia Farooq
PRESENTERS :
Naseeb ULLAH
Danish
Khizar Jawed
Bakht Baidar

3. 1- Separation
2 – Significance of training and Development

4. A situation when the service agreement of an employee with his/her
organization comes to an end and employee leaves the organization.
 Separation
Resignation
• quitting one's job or giving up one's position.
Retirement
Employee leaves the organisation
when he or she attain the specific
age of service duration
For Example, Havildar : 49 years or
26 years of service

5. Layoff
1 - Temporary Separation for a certain time period
2 -as the failure, refusal, employer or inability of an employer To
Continue employment (Section 2 (kkk) of the Industrial Disputes Act,
1947).
Dismissal or Discharge
1- is a punishment
2 - Service of employee is terminated due to
serious misconduct

6. Retrenchment
1 - Termination of employees due to surplus labor
VoluntaryRetirement Scheme ( VRS)
1 - an employee is offered to
voluntarily retire from services
before the Retirement date
2 - can be exercised optionally or
mandatorily
3 - The compensation paid under VRS is income tax-
free up to Rs. 5 lakhs under section 10 (10C) of the
Income Tax Act.

7.  SIGNIFICANCE OF TRAININGAND DEVELOPMENT
 Training and development are crucial components of Human
Resource Management (HRM) as they help to enhance the skills,
knowledge, and abilities of employees in an organization. The
importance of training and development in HRM can be
summarized as follows:
 Improves job performance: Training and development
programs help employees to acquire the
necessary skills, knowledge, and expertise to
perform their job duties more effectively. This
leads to improved job performance and
increased productivity.

8.  Enhances employee skills and competencies: Training and
development programs help to enhance employee
skills and competencies, making them more versatile
and adaptable to changing job demands.
 Boosts employeemorale and motivation: Investing in employee
development shows that the organization values its employees
and their career growth. This leads to increased employee
morale and motivation, which in turn can lead to higher job
satisfaction and lower turnover rates.

9.  Increasesorganizational effectiveness: Training and development
programs help to create a more skilled and knowledgeable
workforce, which can lead to increased organizational
effectiveness and competitive advantage.
 Facilitatessuccession planning: Training and development programs can be
used to identify and groom potential successors for key positions
within the organization, ensuring continuity and stability in the
long term
 In conclusion, training and development are important components of
HRM that help to enhance employee skills, improve job
performance, increase organizational effectiveness, and facilitate
succession planning. Investing in employee development can lead to
increased employee morale and motivation, which in turn can lead to
higher job satisfaction and lower turnover rates.