This presentation is an Introduction to Training and Development in Effective HR. The concepts of Human Resource Management are explained in this chapter. This involves the role, position and structure of the HRM department. The presentation has been prepared by Welingkar’s Distance Learning Division.
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This presentation is an Introduction to Training and Development in Effective HR. The concepts of Human Resource Management are explained in this chapter. This involves the role, position and structure of the HRM department. The presentation has been prepared by Welingkar’s Distance Learning Division.
For more such innovative content on management studies, join WeSchool PGDM-DLP Program: http://bit.ly/SlideShareEffectHR
Join us on Facebook: http://www.facebook.com/welearnindia
Follow us on Twitter: https://twitter.com/WeLearnIndia
Read our latest blog at: http://welearnindia.wordpress.com
Subscribe to our Slideshare Channel: http://www.slideshare.net/welingkarDLP
Functions of Training & Development - Manu Melwin Joymanumelwin
New employee orientation is an important part of the hiring process.
It prepares the employees for new roles, and acclimates them to the company.
According to SHRM, employees who go through an orientation process feel more connected to their job.
The focus and length of orientation sessions are often determined by the employees' positions in the company.
While hourly employees may be in orientation for one day, manager-level employee orientation can last up to two weeks.
Hi Friends
This is supa bouy
I am a mentor, Friend for all Management Aspirants, Any query related to anything in Management, Do write me @ supabuoy@gmail.com.
I will try to assist the best way I can.
Cheers to lyf…!!!
Supa Bouy
Hi Friends
This is supa bouy
I am a mentor, Friend for all Management Aspirants, Any query related to anything in Management, Do write me @ supabuoy@gmail.com.
I will try to assist the best way I can.
Cheers to lyf…!!!
Supa Bouy
Functions of Training & Development - Manu Melwin Joymanumelwin
New employee orientation is an important part of the hiring process.
It prepares the employees for new roles, and acclimates them to the company.
According to SHRM, employees who go through an orientation process feel more connected to their job.
The focus and length of orientation sessions are often determined by the employees' positions in the company.
While hourly employees may be in orientation for one day, manager-level employee orientation can last up to two weeks.
Hi Friends
This is supa bouy
I am a mentor, Friend for all Management Aspirants, Any query related to anything in Management, Do write me @ supabuoy@gmail.com.
I will try to assist the best way I can.
Cheers to lyf…!!!
Supa Bouy
Hi Friends
This is supa bouy
I am a mentor, Friend for all Management Aspirants, Any query related to anything in Management, Do write me @ supabuoy@gmail.com.
I will try to assist the best way I can.
Cheers to lyf…!!!
Supa Bouy
PERUVIANS HAVE MUCH to celebrate in regards to the rapid progress the country has made in reducing malnutrition. In 2013, only 3.5 percent of children under five years of age in Peru were underweight. Even smaller proportions— 0.5 percent and 0.1 percent—were moderately or severely wasted. But the statistic that many nutritionists point to when lauding the country as a nutrition success is Peru’s rate of childhood stunting (Figure 14.1). In 2014, 14.6 percent of children under five years of age were stunted. While this rate is not as low as the country’s other nutrition indicators, it reflects a remarkable improvement. Less than a decade earlier, the prevalence was twice as high (29.5 percent).4 How was this rapid progress achieved—not only at a national level, but across all of Peru’s diverse regions, even poor rural ones including the Andean Highlands, and even amongst the poorest 20 percent of the population?
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✓Identify the strategic value of training and
development
✓ Differentiate the types of training delivery
✓Identify the most common methods of training used
by organizations
✓ Recognize the content and resources needed to
meet training goals and objectives
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The US House of Representatives is deeply concerned by ongoing and pervasive acts of antisemitic
harassment and intimidation at the Massachusetts Institute of Technology (MIT). Failing to act decisively to ensure a safe learning environment for all students would be a grave dereliction of your responsibilities as President of MIT and Chair of the MIT Corporation.
This Congress will not stand idly by and allow an environment hostile to Jewish students to persist. The House believes that your institution is in violation of Title VI of the Civil Rights Act, and the inability or
unwillingness to rectify this violation through action requires accountability.
Postsecondary education is a unique opportunity for students to learn and have their ideas and beliefs challenged. However, universities receiving hundreds of millions of federal funds annually have denied
students that opportunity and have been hijacked to become venues for the promotion of terrorism, antisemitic harassment and intimidation, unlawful encampments, and in some cases, assaults and riots.
The House of Representatives will not countenance the use of federal funds to indoctrinate students into hateful, antisemitic, anti-American supporters of terrorism. Investigations into campus antisemitism by the Committee on Education and the Workforce and the Committee on Ways and Means have been expanded into a Congress-wide probe across all relevant jurisdictions to address this national crisis. The undersigned Committees will conduct oversight into the use of federal funds at MIT and its learning environment under authorities granted to each Committee.
• The Committee on Education and the Workforce has been investigating your institution since December 7, 2023. The Committee has broad jurisdiction over postsecondary education, including its compliance with Title VI of the Civil Rights Act, campus safety concerns over disruptions to the learning environment, and the awarding of federal student aid under the Higher Education Act.
• The Committee on Oversight and Accountability is investigating the sources of funding and other support flowing to groups espousing pro-Hamas propaganda and engaged in antisemitic harassment and intimidation of students. The Committee on Oversight and Accountability is the principal oversight committee of the US House of Representatives and has broad authority to investigate “any matter” at “any time” under House Rule X.
• The Committee on Ways and Means has been investigating several universities since November 15, 2023, when the Committee held a hearing entitled From Ivory Towers to Dark Corners: Investigating the Nexus Between Antisemitism, Tax-Exempt Universities, and Terror Financing. The Committee followed the hearing with letters to those institutions on January 10, 202
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Personal development courses are widely available today, with each one promising life-changing outcomes. Tim Han’s Life Mastery Achievers (LMA) Course has drawn a lot of interest. In addition to offering my frank assessment of Success Insider’s LMA Course, this piece examines the course’s effects via a variety of Tim Han LMA course reviews and Success Insider comments.
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Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
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Macroeconomics- Movie Location
This will be used as part of your Personal Professional Portfolio once graded.
Objective:
Prepare a presentation or a paper using research, basic comparative analysis, data organization and application of economic information. You will make an informed assessment of an economic climate outside of the United States to accomplish an entertainment industry objective.
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The empire's roots lie in the city of Rome, founded, according to legend, by Romulus in 753 BCE. Over centuries, Rome evolved from a small settlement to a formidable republic, characterized by a complex political system with elected officials and checks on power. However, internal strife, class conflicts, and military ambitions paved the way for the end of the Republic. Julius Caesar’s dictatorship and subsequent assassination in 44 BCE created a power vacuum, leading to a civil war. Octavian, later Augustus, emerged victorious, heralding the Roman Empire’s birth.
Under Augustus, the empire experienced the Pax Romana, a 200-year period of relative peace and stability. Augustus reformed the military, established efficient administrative systems, and initiated grand construction projects. The empire's borders expanded, encompassing territories from Britain to Egypt and from Spain to the Euphrates. Roman legions, renowned for their discipline and engineering prowess, secured and maintained these vast territories, building roads, fortifications, and cities that facilitated control and integration.
The Roman Empire’s society was hierarchical, with a rigid class system. At the top were the patricians, wealthy elites who held significant political power. Below them were the plebeians, free citizens with limited political influence, and the vast numbers of slaves who formed the backbone of the economy. The family unit was central, governed by the paterfamilias, the male head who held absolute authority.
Culturally, the Romans were eclectic, absorbing and adapting elements from the civilizations they encountered, particularly the Greeks. Roman art, literature, and philosophy reflected this synthesis, creating a rich cultural tapestry. Latin, the Roman language, became the lingua franca of the Western world, influencing numerous modern languages.
Roman architecture and engineering achievements were monumental. They perfected the arch, vault, and dome, constructing enduring structures like the Colosseum, Pantheon, and aqueducts. These engineering marvels not only showcased Roman ingenuity but also served practical purposes, from public entertainment to water supply.
1. PRESENTATION TITLE
HUMAN RESOURCE TRAINING AND EVALUATION
PRESENTED BY:
LADEIPHI KHARSATI
2015A/87M
VASANTROA NAIK MARATHWADA KRISHI VIDYAPEETH,
PARBHANI-431402
DEPT. OF EXTENSION EDUCATION
2. CONTENTS
SL NO INDEX
1 HUMAN RESOURCE?
2 HR TRAINING
DEFINITION
NEED
OJECTIVES IMPORTANCE
PROCESS
TYPES
METHODS
3 EVALUATION
DEFINITION
4 Cs OF EVALUATION
TECHNIQUES
ADVANTAGES AND DISADVANTAGES
3. 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.
4. 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 job
And organization.
According to Edwin Flippo, ‘training is the act of increasing the
skills of an employee for doing a particular job’
5. 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:
6. 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 diversification 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.
7. 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 promoted
to the higher level or transferred to another
department. Training is also required to equip the old
employees with new techniques and technologies
8.
9. 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
12. 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.
.
13. 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.
14. Methods of traning
On-the-job-training
methods
1.Job rotation
2.Coaching
3.Trained positions
4.Planned work
activities
4.Intenship training
Off-the-job training methds
1. Case study method
2.Incident method
3.Role play
4.In basket method
5.Bussines games
6.Grid training
7.Lectures
8. Simulation
9.Management education
10. Conferences
16. 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
17. EVALUATION
The 4C’s of Evaluation of
Human Resource Function
Commitment
Competency
Congruency
Cost Effectiveness
18. 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.
19. 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.
20. TECHNIQUES OF EVALUATION OF HUMAN
RESOURCE
Achievement of Specified
Goals
Service Overall Evaluation
(SLA
Subjective Overall Evaluation
Bench Marking
21. 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.