Training and development is an important part of human resource management. It involves improving employee skills and organizational effectiveness through instruction and developing long-term goals. Training provides knowledge and skills for specific jobs, while development prepares employees for future roles. For human resource management, training and development creates a talented internal workforce, improves performance, and motivates employees to increase productivity and meet changing business needs. It is a vital tool for organizations to gain a competitive advantage through a skilled and knowledgeable labor force.
In the 20th century HR is no more a departmental function. It is a core process determining the viability of your strategies. Strategies fail if they are not supported by the appropriate Human resource. Learn & Understand How.!
Career Planning and Succession Planning - Principles of Human Resource Manage...Rai University Ahmedabad
Career and succession planning is very important for every individual, here, students will study about in what stage of life they should lead to the career growth path.
In the 20th century HR is no more a departmental function. It is a core process determining the viability of your strategies. Strategies fail if they are not supported by the appropriate Human resource. Learn & Understand How.!
Career Planning and Succession Planning - Principles of Human Resource Manage...Rai University Ahmedabad
Career and succession planning is very important for every individual, here, students will study about in what stage of life they should lead to the career growth path.
Training - Human Resource Management HRMDeva Pramod
Training and Developing Employees: Need for Training, Systematic Approach to Training, Types of Training, Training Methods, Evaluation of Training
Training is a planned programme designed to improve performance and bring about measurable changes in knowledge, skills, attitude and social behaviour of employees.
Essential for job success
It can lead to higher production, fewer mistakes, greater job satisfaction and lower turnover
Training Vs. Development, Training Vs. Education, Learning Principles: The Philosophy of Training, Applicability of Training, Job Instruction Training (JIT)
Coaching
Mentoring
Job Rotation
Apprenticeship Training
Committee Assignments
Rao V.S.P “Human Resource Management”, 2nd edition, Pearson –Prentice Hall, New Delhi, 2005
this presentation covers the following portion of HR managent:
-Human Resource Planning Process
-Difference between recruitment and selection
-Objectives of HR management
“..the starting point for enterprises wishing to manage their human capital successfully and seeking a labour competitive advantage is activities of the HR department.”
Understand and Differentiate between strategic recruitment and selection.
Identify the dual goals of recruiting.
Comprehend recruitment process from organizational as well as individual perspective.
Identify what strategic decisions are involved in recruiting.
Explain the major recruitment methods and analyze their advantages and disadvantages.
Identify the basic selection criteria.
Design and administer an effective selection process.
Evaluate the three methods e.g., information gathering, tests and interviewing used in employee selection.
Appreciate varied contemporary interviewing techniques used by interviewers.
Design interview form and evaluation matrix.
Meaning of performance appraisal, objectives of performance appraisal, methods of performance appraisal and limitations. Principles and techniques of wage fixation, job evaluation, compensation -meaning of compensation, objectives of compensation.
Strategic Human Resource Management (SHRM) - MBA 423 Human Resources Manageme...Stuart Gow
Chapter Review/ Discussion Questions (CRQs) – 10% marks
At the end of each chapter of the text book, there are chapter review questions (CRQs) which are meant to review and test the student’s understanding of the chapter. The facilitator will chose and then allocate the CRQs to each group during week 2 for class presentations in weeks 3 to 7. Some of these questions are being recommended by Stone as possible essay questions which are frequently asked in examinations throughout the world. The time for each presentation may vary from 10 to 20 minutes followed by class discussions. The group’s power-point presentations, both soft and hard copies, must be submitted to the course facilitator on or before the presentation. No written report is required for CRQs. The class and the facilitator will evaluate each group’s presentation. A blank evaluation form will be made available in class and posted in Moodle. However, the MBA 423 Human Resource Management GSB, FBE, USP facilitator has the final say in terms of the final marks to be allocated to each group. The criterias to be used as a guide for evaluating the CRQ presentations is provided in the blank evaluation form.
MBA 423 Human Resources Management (Elective Course)
The effective management of people has an important bearing on organisational success. The importance of personnel policies and procedures has created opportunity for managers and administrators with expertise in this field. The course provides conceptual and practical skills in areas such as the strategic aspects of human resource management, manpower planning, recruitment and selection, performance appraisal, training and development, salary administration and employee benefits. Industrial relations in the context of the South Pacific region is an important theme.
http://www.usp.ac.fj/index.php?id=mba423
Students:
Stuart Gow
Amrish Narayan
Chaminda Wanninayake
Graduate School of Business
Faculty of Business and Economics
University of the South Pacific,
Private Bag, Laucala Campus,
Suva, Fiji.
Tel: (679) 323 1391/323 1392
Fax: (679) 323 1397
Training - Human Resource Management HRMDeva Pramod
Training and Developing Employees: Need for Training, Systematic Approach to Training, Types of Training, Training Methods, Evaluation of Training
Training is a planned programme designed to improve performance and bring about measurable changes in knowledge, skills, attitude and social behaviour of employees.
Essential for job success
It can lead to higher production, fewer mistakes, greater job satisfaction and lower turnover
Training Vs. Development, Training Vs. Education, Learning Principles: The Philosophy of Training, Applicability of Training, Job Instruction Training (JIT)
Coaching
Mentoring
Job Rotation
Apprenticeship Training
Committee Assignments
Rao V.S.P “Human Resource Management”, 2nd edition, Pearson –Prentice Hall, New Delhi, 2005
this presentation covers the following portion of HR managent:
-Human Resource Planning Process
-Difference between recruitment and selection
-Objectives of HR management
“..the starting point for enterprises wishing to manage their human capital successfully and seeking a labour competitive advantage is activities of the HR department.”
Understand and Differentiate between strategic recruitment and selection.
Identify the dual goals of recruiting.
Comprehend recruitment process from organizational as well as individual perspective.
Identify what strategic decisions are involved in recruiting.
Explain the major recruitment methods and analyze their advantages and disadvantages.
Identify the basic selection criteria.
Design and administer an effective selection process.
Evaluate the three methods e.g., information gathering, tests and interviewing used in employee selection.
Appreciate varied contemporary interviewing techniques used by interviewers.
Design interview form and evaluation matrix.
Meaning of performance appraisal, objectives of performance appraisal, methods of performance appraisal and limitations. Principles and techniques of wage fixation, job evaluation, compensation -meaning of compensation, objectives of compensation.
Strategic Human Resource Management (SHRM) - MBA 423 Human Resources Manageme...Stuart Gow
Chapter Review/ Discussion Questions (CRQs) – 10% marks
At the end of each chapter of the text book, there are chapter review questions (CRQs) which are meant to review and test the student’s understanding of the chapter. The facilitator will chose and then allocate the CRQs to each group during week 2 for class presentations in weeks 3 to 7. Some of these questions are being recommended by Stone as possible essay questions which are frequently asked in examinations throughout the world. The time for each presentation may vary from 10 to 20 minutes followed by class discussions. The group’s power-point presentations, both soft and hard copies, must be submitted to the course facilitator on or before the presentation. No written report is required for CRQs. The class and the facilitator will evaluate each group’s presentation. A blank evaluation form will be made available in class and posted in Moodle. However, the MBA 423 Human Resource Management GSB, FBE, USP facilitator has the final say in terms of the final marks to be allocated to each group. The criterias to be used as a guide for evaluating the CRQ presentations is provided in the blank evaluation form.
MBA 423 Human Resources Management (Elective Course)
The effective management of people has an important bearing on organisational success. The importance of personnel policies and procedures has created opportunity for managers and administrators with expertise in this field. The course provides conceptual and practical skills in areas such as the strategic aspects of human resource management, manpower planning, recruitment and selection, performance appraisal, training and development, salary administration and employee benefits. Industrial relations in the context of the South Pacific region is an important theme.
http://www.usp.ac.fj/index.php?id=mba423
Students:
Stuart Gow
Amrish Narayan
Chaminda Wanninayake
Graduate School of Business
Faculty of Business and Economics
University of the South Pacific,
Private Bag, Laucala Campus,
Suva, Fiji.
Tel: (679) 323 1391/323 1392
Fax: (679) 323 1397
Operation “Blue Star” is the only event in the history of Independent India where the state went into war with its own people. Even after about 40 years it is not clear if it was culmination of states anger over people of the region, a political game of power or start of dictatorial chapter in the democratic setup.
The people of Punjab felt alienated from main stream due to denial of their just demands during a long democratic struggle since independence. As it happen all over the word, it led to militant struggle with great loss of lives of military, police and civilian personnel. Killing of Indira Gandhi and massacre of innocent Sikhs in Delhi and other India cities was also associated with this movement.
2024.06.01 Introducing a competency framework for languag learning materials ...Sandy Millin
http://sandymillin.wordpress.com/iateflwebinar2024
Published classroom materials form the basis of syllabuses, drive teacher professional development, and have a potentially huge influence on learners, teachers and education systems. All teachers also create their own materials, whether a few sentences on a blackboard, a highly-structured fully-realised online course, or anything in between. Despite this, the knowledge and skills needed to create effective language learning materials are rarely part of teacher training, and are mostly learnt by trial and error.
Knowledge and skills frameworks, generally called competency frameworks, for ELT teachers, trainers and managers have existed for a few years now. However, until I created one for my MA dissertation, there wasn’t one drawing together what we need to know and do to be able to effectively produce language learning materials.
This webinar will introduce you to my framework, highlighting the key competencies I identified from my research. It will also show how anybody involved in language teaching (any language, not just English!), teacher training, managing schools or developing language learning materials can benefit from using the framework.
The Indian economy is classified into different sectors to simplify the analysis and understanding of economic activities. For Class 10, it's essential to grasp the sectors of the Indian economy, understand their characteristics, and recognize their importance. This guide will provide detailed notes on the Sectors of the Indian Economy Class 10, using specific long-tail keywords to enhance comprehension.
For more information, visit-www.vavaclasses.com
How to Split Bills in the Odoo 17 POS ModuleCeline George
Bills have a main role in point of sale procedure. It will help to track sales, handling payments and giving receipts to customers. Bill splitting also has an important role in POS. For example, If some friends come together for dinner and if they want to divide the bill then it is possible by POS bill splitting. This slide will show how to split bills in odoo 17 POS.
Welcome to TechSoup New Member Orientation and Q&A (May 2024).pdfTechSoup
In this webinar you will learn how your organization can access TechSoup's wide variety of product discount and donation programs. From hardware to software, we'll give you a tour of the tools available to help your nonprofit with productivity, collaboration, financial management, donor tracking, security, and more.
The Roman Empire A Historical Colossus.pdfkaushalkr1407
The Roman Empire, a vast and enduring power, stands as one of history's most remarkable civilizations, leaving an indelible imprint on the world. It emerged from the Roman Republic, transitioning into an imperial powerhouse under the leadership of Augustus Caesar in 27 BCE. This transformation marked the beginning of an era defined by unprecedented territorial expansion, architectural marvels, and profound cultural influence.
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.
How to Create Map Views in the Odoo 17 ERPCeline George
The map views are useful for providing a geographical representation of data. They allow users to visualize and analyze the data in a more intuitive manner.
1. TRAINING &
DEVELOPME
NT in HRM
PRESENTATIONBY:-
HASNAINUMEIR
ROLLNO.10
M.S.W3RD SEMESTER
INSTITUTEOFSOCIALSCIENCES
DR.BHIMRAOAMBEDKARUNIVERSITY,AGRA
2. 1. MEANING (T&D)
2. DEFINITION (T&D)
3. TRAINING AND DEVELOPMENT
4. TRAINING AND DEVELOPMENT in HRM
5. NEEDS And IMPORTANCE OF T&D in HRM
6. NEEDS OF T&D in HRM
7. IMPORTANCR OF T&D in HRM
8. CONCLUSION
CONTENT
3. ‘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.
Dale S. Beach
‘Development as a multi-dimensional process involving the reorganization and reorientation of
development is a physical reality and a state of mind in which society has, through some
better life.
TORADO
Definition of T&D
4. Training and development involves improving the effectiveness of organizations and
the individuals and teams within them.Training may be viewed as related to
immediate changes in organizational effectiveness via organized instruction, while
development is related to the progress of longer-term organizational and employee
goals. While training and development technically have differing definitions, the two
are oftentimes used interchangeably and/or together. Training and development has
historically been a topic within applied psychology but has within the last two
decades become closely associated with human resources management, talent
management, human resources development, instructional design, human factors,
and knowledge management.
TRAININGANDDEVELOPMENT(meaning)
5. Training and Development helps in updating employees’
skills and knowledge for performing a Job which at the end
results in increasing their work efficiency and increase the
productivity of an organization. It ensures that Employees
oddness or eccentricity is reduced and learning or
behavioral change should take place in a very structured
format. Training and development or Learning and
development is an official ongoing educational activities
designed for goal fulfillment and enhance the performance
of employees.
Trainingand development in HRM
6. Training and Development in HRM is defined as a system used by an organization to improve the skills and
performance of the employees. It is an educational tool which consists of information and instructions to make
existing skills sharp, introduce new concepts and knowledge to improve the employee performance. An effective
training and development initiative helps the company to enhance the skills of working manpower and improve
productivity.
Definition T&D IN HRM
7. A program of upgrading of employee’s skills, knowledge
and competencies is known as training. The job related
training is often provided to the employee to ensure
they can well perform on the assigned tasks and
contribute to the success of the organization. The
development program on the other hand is often
preparation to perform the future job. Training and
Development provides a learning opportunity to the
employee to increase their work capacities and get
ready for the future challenges.
Meaning of T&d in hrm
8. Training and development is always identified as one of the
vital HR functions. In most of the organizations training and
development is an integral part of the HRD (human resource
development) activity. Among the cut-throat competition in
the corporate world where skilled manpower is important
aspect to gain competitive advantage, training and
development acts as a tool for success of organization. As
rapid changes in technology are deskilling the employees
very quickly, many organizations have fixed certain amount
of training hours per year for their employees
Uses of trainingand development in HRM
9. The HRD department is focused towards the improvement
of the manpower of the organization. The training and
development activities are often used to motivate
employees and improve their organizational
commitment. The HR department has found out that
employee really appreciate that they have given an
opportunity to build new skills and improve their job
performance. Employee feels that organization is totally
commitment towards the growth of their manpower and
thus they like to be a part of training and development
activities. The training and development activities are also
used to attract new talent towards the organization by
publicizing the HRD efforts.
1
10. From the HR perspective, training and development
activities are best way to create talent pool in the
organization. Instead of hiring staff which is skilled and
trained for a particular job profile, training and
development activities running in the organization is
much cheaper source of internal skilled employees. It
reduces the hiring cost of the organization and due to
internal hiring for particular position the employee
joining on new post is already aware of the
organizational work culture. HRD department also
promotes training and development activities as the
homegrown executives are found to perform better
than skilled people hired from outside.
2
11. HRD department is usually in-charge of
planning and execution of training and
development activities in the organization.
This activity includes first search of skill gaps
in the organization and then finding a right
source from which the employees can learn
new skills and improve their performance. It
is well said that through training and
development activity the HRM department
actually contribute to the productivity of the
organization.
3
12. In the dynamic work environment it is important
for companies to improve the skill of their
manpower. It is critical for employees to learn
new things and enhance their skills to meet the
work competitions in the business environment.
Thus, the training and development programs run
by the company is beneficial for both organization
and employee.
Need & importance of trainingand development in HRM
13. • The training and development activity is
required when company revises its objectives
and goal to adjust the changing market
conditions.
• Companies often endorse training and
development programs to improve the
performance of the employees.
• The training and development is needed to set
up a benchmark of performance which
employees are expected to achieve in a
financial year.
• There is always a need of training and
development efforts to teach the employee new
skills such as team management,
communication management and leadership
behavior.
Needs of t&d in hrm
14. • In Human Resource Management (HRM)
Training and development is important
aspect when company wants optimum
utilization of their manpower.
• Training and development is a key for the
succession planning of the organization as
it helps in improvement of skills like team
management and leadership.
• Training and development activities are
vital to motivate the employee and to
increase their productivity.
Importance of t&d in hrm
15. • Training and development in HRM is
significant aspect to develop a team spirit
in the organization.
• Training and development programs are
also important from the safety point of
view as it teaches employee to perform
job properly without any life risk.
• From the organizational point of view the
training and development programs are
important tools to increase profitability
and enhance corporate image.
16. Conclusion
Training and development in HRM is very
important for enhancing the performance
of the employees and it gives knowledge
and information about their work and
trained employees to how they achieve
target to minimum utilisation of resources
they also develop skills it may helps
employees to face difficult condition and
motivate to increase productivity. Training
and development is very useful and
important in human resource management.