business law quiz and assignment

1. Title: Quiz 1
QUIZ. 1
SUBMITTED BY : ZEESHAN RASHEED
SUBMITTED TO : MAM HAFSA SHAUKAT
REGISTRATION NO. SP19-BBA-C-060
COURSE TITLE: HRM

2. Question 1:
You are the HR Manager for an organization and you recently hired a new recruiter. In order to
prepare the recruiter for their job responsibilities you must design a training program. Please
outline all of the items you would include in your four steps of training program?
[Marks 5]
Answer:
 Analyze the training need.
 Design the overall training program.
 Develop the course (actually assembling/creating the training materials).
 Implement training, by actually training the targeted employee group using methods such
as on-the-job or online training.
 Evaluate the course effectiveness.
Analyze the training need.
Especially for low-skilled workers, it is common to hire inexperienced and trained staff. My
purpose here is to give these new employees the skills and knowledge they need to do the job. Job
analysis, job descriptions, and job descriptions are important. I will add a job description and form
to a job recording form. This includes information on the required jobs and skills in a way that is
particularly helpful in determining training needs.
Design the overall training program.
Next, I will design the entire training program. Design means planning the entire training program
including training objectives, delivery methods, and program evaluation. The steps below include
setting performance objectives, creating a detailed training framework. After that, I will design.
The design should include a summary of how you plan to set up a training facility that encourages
my trainees to learn and pass on what they are learning at work. It is in the design phase where I
will review the content of a possible training program.
Develop the course
Program development means the integration/creation of training content and building materials. It
means choosing the actual content to be presented by the program, as well as designing / choosing
specific teaching methods that I will use.
Once I had designed, approved, and improved the system, management could use it and test it.
Getting started means providing training, using one or more of the teaching methods (such as
lectures).

3. Implement training
With the goals set and the plan developed and budgeted, I can turn to the training program. This
means that to do the actual training, we are using one or more of the training methods we are
turning to now. We will start with simple, low-tech methods and move on to computer-based.
 On-the-Job Training
 Apprenticeship Training
 Informal Learning
 Job Instruction Training
 Lectures
Evaluate the course effectiveness.
It is important that I check out the training program. There are several things I can measure: the
reaction of participants in the program, the trainees who learned from the program, and how much
their work ethic or results have changed as a result of the program.
There are two basic issues that need to be addressed when evaluating training programs. The first
is the design of the experimental study and, in particular, the use of controlled trials.
 Designing the Study Using a time Series graph to assess a training programs effects
Question 2:
Both action learning and management games require trainees to work in groups. In a brief essay,
explain the similarities and differences between the two management development techniques.
[Marks 5]
Answer:
Management development is a structured, systematic and continuous learning and developmental
learning process designed to create change in people's behavior by developing their intellectual
and natural abilities through acquisition, understanding, and application of new knowledge,
understanding, and skills as needed for effective management. Management or management
development is a long-term educational process aimed at the future.
Some of the on the job methods of management development are:-
1. Coaching
2. Job Rotation
3. Under Study
4. Multiple Management

4. 5. Selected Readings
6. Committee’s Assignments
7. Project Assignments
8. Position Rotation.
Some of the off the job methods of management development are:-
1. Case Studies
2. Conference Method
3. Role Playing
4. Sensitivity Training
5. Structured Insight
6. Stimulation
7. Conference Training
8. Multiple Management
9. Special Meetings.
The basic differences between on job training and off job training are shown below:
 The training method used to provide training to employees while on the job doing this job is
known as On-the-job training. In-service training includes the training of out-of-work
employees.
 In job training there is a practical approach, and apart from job training it is educational.
 In-service training involves the experience of dealing with trainees who are not on the job
training side.
 ‘On-the-job’ training involves learning to do the job while ‘off-duty’ training involves learning
by acquiring knowledge.
 In job training, there is no disruption to work as training and production go hand in hand. On
the other hand, without job training, the job is disrupted because it is first given training
followed by actual performance.
 On-the-job training is done by experienced staff. Unlike in-service training provided by
professionals.

5.  In job training it costs less than hiring.
 In-service training should be for manufacturing companies in the absence of in-service training
suitable for non-productive organizations.
Many employers use professional training to hone their skills. But there is still confusion about
two ways of learning; on-the-job and off-the-job training.
On-the-job training provides the student with on-the-job training and the student will produce
evidence while studying. While on-the-job training requires the student to spend a certain number
of hours away from the workplace, give them the opportunity to learn in groups and meet other
people.
THANK YOU 