Human Resource Management: Training, Development, and Performance Appraisal, Lecture notes of Human Resource Management

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Human Resource Management

Training and Development,

Performance Appraisal

Dr G T Sasetharan, Assistant Professor, Bharathidasan College of Arts and Science, Erode

Meaning of Induction

 The Process of making new employees familiar with the present employees and practices of the organisation is termed as Induction or orientation.  All the activities of introducing a new candidate to the organisation and his department are involved in the induction process.

Purposes of Induction

 Formally welcoming Employees  Overcoming initial Uneasiness and Hesitation Exchanging Information Assessing Employees Controlling the HR Cost  Developing the Team Spirit  Socialising Employees

Types of Induction

1. Formal and Informal induction
2. Individual and collective induction
3. Serial or Disjunctive induction
4. Investiture or Divestiture induction

Contents of an Induction Programme

I. Organisational Issues II.Employee Benefits III.Introduction to existing members of the Organisation. IV.Job Duties

Methods of Induction

A.Online Induction

B.E-Mail

C.Videos

D.Induction Kits

Benefits of Induction

1. Reduces Labour Turnover
2. Helps to create Realistic Employee Expectations
3. Creates Job Satisfaction and a Positive Attitude towards the Employer
4. Assist the New Employee to Contribute to Organisational Success

Problems in Induction

1. Data Overload
2. Problems of boredom and Rigidity
3. Lack of Adequate Time and Training for Facilitators.
4. Risk of Failure and Counter- Effects
5. Lack of Diversity in Induction Programmes

Definition of Training

 According to Dale S. Beach, “Training is the organised procedure by which people learn knowledge and / or skill for a definite purpose”.

Features of Training

1. Specific Dimensions

2. Planned Sequence of Events

3. Makes Optimal use of Opportunities for

Learning

4. Promotes Behavioural Changes

5. Enhancing Capabilities

6. Exploring the Inner Self

7. Removes Mental Blocks

8. Gives Intended as well as Unintended

Results

9. Establishes Relationship between Theory

Objective of Training

1. To Increase Employee Efficiency
2. To upgrade Employee’s Skills
3. To Avoid or Delay managerial Obsolescence
4. To Prepare Employees for Undertaking Higher Positions
5. To Reduce the Employee Turnover
6. To Achieve Organisational Excellence

Process of Training

1. Assessment of Organisational Objectives and Strategies
2. Training Needs Assessment
3. Establishment of Training Goals
4. Designing Training and Development Programme
5. Execution of Training Programme
6. Evaluation of Results

Importance of Training

1. Decrease in Production Expenditure
2. Reduce Chances of Accident
3. Steadiness in the Organisation
4. Increases Employee’s Confidence
5. Improved Levels of Quantity and Quality
6. Identification of Efficient and Non-Efficient Employees
7. Minimum Need of Supervision
8. Useful for Managers
9. Improves Understanding Power

Issues in Training

1. Lack of Corporate Commitment
2. Trained Employees will be Lured by Competitors
3. Unaffordable for SMEs
4. Treated as Expenses
5. Lack of Financial support form Government
6. Low Availability of Skilled and Employable Graduates
7. Lack of Institution and Industry Co- operation