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MS-02

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1. What are the primary objectives, focus, and purpose of Selection Tests and Interview in the whole
process of hiring in organisational set up? Critically examine their usefulness and importance in the short
term and long term functioning and culture of the organisation. Draw from the experiences you are
familiar with. Describe the organisation and the situation you are referring to.

Employers often use tests and other selection ------------------------------------------------------------------------------------------------------

--------------------- cognitive tests, personality tests, medical examinations, credit checks, and criminal background checks.

Selection Tests

Selection, as we knowing well -----------------------------------------------------------------------------------------------------------------------

---------------------------------------------------------------------------- view to matching these with the requirements of a job. It is
essentially a process of picking out the man or men best suited for the organizations requirements.

A test is a sample of an aspect of an -----------------------------------------------------------------------------------------------------------------

---------------------------------------------------------------- procedure for comparing the behavior of two or more persons.

Objectives----------------------------------- of Selection tests-

The use of tests and other selection procedures can be a very effective means of determining which applicants or employees are
most qualified for a particular job. However, use of these tools can violate the federal anti-discrimination laws if an employer
intentionally uses them to discriminate based on race, ----------------------------------------------------------------------------
----------------------------------------------------------------------------------------------------------------------------------
----------------------------------------------------------------------------------------------------------------------------------
----------------------------------------------------------------------------------------------------------------------------------
------------This may be done at any of the successive hurdles which an applicant must cross. These hurdles act as screens
designed to eliminate an unqualified applicant at any point in the process. This technique is known as the successive hurdles
technique

The basic assumption underlying the use of tests in personnel selection is that individuals are different in their job-related abilities
and skills and that these skills can be adequately and accurately measured.

Tests seek to eliminate the possibility ---------------------------------------------------------------------------------------------------------------

--------------------------------------------------------------------------------------- ability only will govern selection decisions.

The other major advantage ----------------------------------------------------------------------------------------------------------------------------

---------------------------------------------------------------------------------- by interviews or by listing of education and job expenence.

The various tests used in selection can be put in to four categories:

(a) Achievement -------------------------------- Tests,
(b) Aptitude or -------------------------------- Tests,
(c) Personality -------------------------, and
(d) ------------------------------- Tests.

Use of selection tests can be valuable ---------------------------------------------------------------------------------------------------------------

-------------------------------------------------------------------------------------------------------------------------------------------------------------
--------------------- tests and other assessment tools sometimes contribute greatly to decision data of the organization.

Employment testing can be a valuable --------------------------------------------------------------------------------------------------------------

-------------------------------------------------------------------------------------------------------------------------------------------------------------
----------------------------------------------- on the need, budget and the availability of a valid and reliable test. Testing cannot be the
only decision making tool. Rely on a complete selection process to make the best decisions.
 1. Interview
Hiring and promoting the best possible employees are among the most important of all supervisory duties. Interviewing properly
and conducting reference checks are more efficient uses of time than dealing with the consequences of poor personnel selection.

A critical step in the employee selection ------------------------------------------------------------------------------------------------------------

----------------------- that may reveal a candidate's work-related strengths, weaknesses, behavioral traits, and organizational fit.

Objectives, ---------------------------------- of Interview-

The interview's success will be -----------------------------------------------------------------------------------------------------------------------
--------------------------------------------------------, and the better the chances for selecting the best candidate.

An interview is a conversation with a purpose between one person on one side and another person or persons on the other. An
employment interview should serve three purposes, viz.,

(i) ----------------------------- information,

(ii) --------------------------- information, and
(iii) --------------------------------.

It should provide an appraisal of personality by obtaining relevant information about the prospective employees background,
training work history, education and interests. --------------------------------------------------------------------------------------------
----------------------------------------------------------------------------------------------------------------------------------------------
----------------------------------------------------------------------------------------------------------------------------------------------
------------------------------------------------------------------------------------------------------. It should also help in establishing a
friendly relationship between the employer and the applicant and motivate the satisfactory applicant to want to work for the
company or organization.

In practice, however, it may turn out ----------------------------------------------------------------------------------------------------------------

---------------------------------------------------------------------. The other two purposes are generally not served.

Interviews are of many types. They are, formal interview, informal interview, planned interview, patterned interview, Non-
directive Interview, Depth Interview, Stress Interview, Group Interview, Panel Interview, etc.

On the basis of information gathered ----------------------------------------------------------------------------------------------------------------

------------------ as: (i) outstanding, (ii) good, (iii) above average, (iv) below average or (v) unsatisfactory.

Marks should be allotted to each of ------------------------------------------------------------------------------------------------------------------

--------------------------------------------------------------------------------------------------------- of information gathered through an
interview, each candidate should be rated in respect of each point given above as: (i) outstanding, (ii) good, (iii) above average,
(iv) below average or (v) unsatisfactory.

Marks should be allotted to each of these-----------------------------------------------------------------------------------------------------------

---------------------------------------------- of all these will determine the final position of a candidate at the interview.

Importance ---------------------------------------------------- tests and interview-

Selection tests and Interview both in the hiring process are very much important as selection tests helps to reject unsuitable or less
knowledgeable candidates on the other way interview process help organizations to select right talent.

The organization I am referring to is HCL ------------------------------------------------------------------------------------------------

----------------------------------------------------------------------------------------------------------------------------------------------
----------------------------------------------------------------------------------------------------------------------------------------------
--------------------------------------------------------------------------------------------------organization in the lines of Tata Motors,
Tata Steel, Mahindra & Mahindra, Reliance Industries, Wipro , Asian Paints and the like.

Selection tests and Interview are ---------------------------------------------------------------------------- an applicants technical ability

and to know about the applicants strengths and weakness, to judge him, selection tests and interviews are conducted.

There are different types of selection tests and interviews. The type of test and the type of interview will be selected based on the
job for which recruitment and selection process is done.
Selection --------------------------------- HCL-

There are three kinds of ----------------------------------------------------- technical ability test. They are as follows.

i) ----------------------------------- Tests:
These measure the overall intellectual ----------------------------------------------------------------------------------------------
---------------------------------------------------------. These determine an employees fluency in language, memory,
interaction, reasoning, speed of perception, and spatial visualization

ii) ------------------------- Ability test-

The test referred here is ----------------------------------------- to measure the candidates ability in technical side.

The purpose ------------------------------------------------------- ability of the candidate.

iii) GROUP DISCUSSION:

The technique of group discussion is in order-------------------------------------------------------------------------------------------------

---------------------------------------------------------------------------------------- around a conference table and are asked to discuss
either a case study or subject matter. General topics are been given in the group discussion.

The selection panel observes each applicants ----------------------------------------------------------------------------------------

-----------------------------------------------------------------------------------------------------------------------------------------
-----------------------------------------------------------------------------------------------------------------------------------------
--------------------------------------------------------------------------------------------------------------------they filter the
applicants according to their participation, knowledge, their convincing ability, their leadership quality. And they rank the
students according to their merits the selected students will go for the next round.

As for ---------------------------------------------------------------------- type of interviews

i) ------------------------------------------------------- INTERVIEW

Here the applicant will be -------------------------------------------------------------------- which should be cost and time effective.

This is a type of --------------------------------------------------------------------------------- will be assessed.

ii) PANEL INTERVIEW:

This is an interview where the selection ------------------------------------------------------------------------------------------------------------
------------------------------------------------------------------------------------------------------------------------------------------------------- has
to satisfy the panel members through his answers. The panel interview will be a unstructured one.
 iii) DIRECT INTERVIEW:

This is the final round of the entire ------------------------------------------------------------------------------------------------------------------

------------------------------------------------------------------------- attitude towards the job the applicant will be selected.

Table and diagram below ------------------------------------------------------------------------------------------- Technologies.

From the above diagram it is analyzed --------------------------------------------------------------------------------------------------------------

---------------------------------------------------------------- and finally comes the aptitude which is also given importance.

Thus in HCL Selection tests and ---------------------------------------------------------------------------------------------------------------------

--------------------------------------------------------------- are important tools of hiring process for any organization.

2. What are the major problems/errors which came in the way of Effective Performance Appraisal
Systems of any organization? Describe and explain with the help of your organizational experiences or
the ones you are familiar with. Briefly explain the organization, situation and its fall out too support your
reply.

Performance Appraisal

Performance Appraisal is defined as structured formal interaction between a subordinate and supervisor, where the work
performance of the subordinate is to be ---------------------------------------------------------------------------------------------------
----------------------------------------------------------------------------------------------------------------------------------------------
----------------------------------------------------------------------------------------------------------------------------------------------
-----------------------------------------------------------------------------------------------to identify the poorer performers who may
require some form of counseling, or in extreme cases, demotion, dismissal or decrease in pay.

Performance Appraisal is a part of Organizational development and Career development.

Organizations ------------------------------- Appraisal-

Many appraisal types exist; from traditional to trendy, -----------------------------------------------------------------------------------
----------------------------------------------------------------------------------------------------------------------------------------------
----------------------------------------------------------------------------------------------------------------------------------------------
---------------------------------------------------------------------------------------------------------------as it can be. Here is a great
overview of the most popular and common appraisal methods for a variety of business models.

To begin, we must first --------------------------------------------------------------------------------------------------------------------------------

---------------------, performance appraisals can be set up to incorporate feedback from 3 different sources:
Feedback from the employee being evaluated
Feedback from the manager/supervisor
Feedback from other stakeholders (peers, customers etc.)

Self evaluations are a great way to kick---------------------------------------------------------------------------------------------------

----------------------------------------------------------------------------------------------------------------------------------------------
----------------------------------------------------------------------------------------------------------------------------------------------
------------------------------------------------------------------------------------------------self-appraisal less valuable1. Employee
self-evaluations help to demystify the appraisal process and can provide interesting insight into gaps between employee and
manager ratings. Self appraisals also help to ensure that employees have read and hopefully have analyzed every corner of their
performance.

Problems ---------------------------------------------------------------- Appraisal-

While it is assumed that performance appraisal ------------------------------------------------------------------------------------------

----------------------------------------------------------------------------------------------------------------------------------------------
----------------------------------------------------------------------------------------------------------------------------------------------
-------------------------------------------------------------------------------------------------------- these errors are discussed below:

1) -------------------------------- Leniency or severity on the part ----------------------------------------------------------------------------------

- assessment defeats the very purpose of performance appraisal. Ratings are lenient for the following reasons:

a) The rater may feel that ---------------------------------------------------------------------------- on his or her own worthiness.

b) He/ She may feel ---------------------------------------------------------------------------------------- the rater and the ratee.

c) He/ She may rate --------------------------------------------------------------------------------------------- his/her hold over him.

2) Halo Effect- A halo error takes --------------------------------------------------------------------------------------------------------

----------------------------------------------------------------------------------------------------------------------------------------------
----------------------------------------------------------------------------------------------------------------------------------------------
------------------------------------------------------------------------------------------measures and encouraging raters to guard
against the halo effect are the two ways to reduce the halo effect.

3) ------------------------- Error- When evaluators rate other -----------------------------------------------------------------------------

----------------------------------------------------------------------------------------------------------------------------------------------
---------------------------------------------------------------------------------------------------------------------may evaluate others by
looking for aggressiveness. Those who demonstrate this characteristic tend to benefit, while others are penalized.

4----------------------------- Motivation- What are the -------------------------------------------------------------------------------------

----------------------------------------------------------------------------------------------------------------------------------------------
-------------------------------------------------------------------------------------------------------------it is more difficult to obtain
accurate appraisals when important rewards depend on the results.

5) Central Tendency- This occurs when employees are ---------------------------------------------------------------------------------

----------------------------------------------------------------------------------------------------------------------------------------------
----------------------------------------------------------------------------------------------------------------------------------------------
-----------------------------------------------------------------------------------------------------------------the reluctance to make
extreme ratings (in either direction); the inability to distinguish between and among ratees; a form of range restriction.

6) Rater effect: -This includes -----------------------------------------------------------------------------------------------------------------------

--------------------------------------------------------------------------------------------------------- them and not on actual outcomes or
behaviors; sex, age, race and friendship biases are examples of this type of error.

7) Spillover effect: - This refers lo allowing past performance appraisal rating lo unjustifiably influence current ratings. Past
ratings, good or bad, result in similar rating for current period although the demonstrated behavior does not deserve the rating,
good or bad.

6) Recency vs. Primacy Effect- Recency ------------------------------------------------------------------------------------------------

----------------------------------------------------------------------------------------------------------------------------------------------
--------------------------------------------------------------------------------------------------a significant role in the appraisal
decisions. The supervisor gets railroaded into believing that the employee is alert and hence, rates him high. In reality though it
refers only to his two to three months performance.

The opposite of recency is primacy effect. Here the ----------------------------------------------------------------------------------------------

------------------------------------------------------------------------------------------------------- or not. First impression is the last
impression is perhaps the most befitting description of this error.
How to ----------------------------------------------- problems- (With case study example of Pepsi cola)

The organization I am referring here is Pepsi cola. Pepsi-Cola International -----------------------------------------------------------

----------------------------------------------------------------------------------------------------------------------------------------------
---------------------------------------------------------------------------------------------------------------------------------------,
development feedback, and a human resource plan.

The common system provides guidelines for performance -------------------------------------------------------------------------------

----------------------------------------------------------------------------------------------------------------------------------------------
----------------------------------------------------------------------------------------------------------------------------------------------
-------------------------------------------------------------------------------------------------------------------. Using this system, PCI
tries to balance the cultural and administrative imperatives of successful managing the performance of a diverse workforce.

To overcome with the appraisal problems, company followed following things-

1. Positive ------------------------------------------------
2. Positive discipline --------------------------------
3. Employee assistance -------------------------------
4. Employee ----------------------------------------

In Pepsi cola international, the positive ---------------------------------------------------------------------------------------------------

----------------------------------------------------------------------------------------------------------------------------------------------
----------------------------------------------------------------------------------------------------------------------------------------------
-----------------------------------------------------------------------------------------------chronic personal problems that hinder their
job performance and attendance. Such programmes are often used with employees who are alcoholics or who have severe
domestic problems.

The positive reinforcement system lets in Pepsis ----------------------------------------------------------------------------------------

----------------------------------------------------------------------------------------------------------------------------------------------
----------------------------------------------------------------------------------------------------------------------------------------------
----------------------------------------------------------------------------------------------------------are often used with employees
who are alcoholics or who have severe domestic problems. Thus Pepsi in this way handled performance appraisal problems much
effectively.

Other Examples-
There is great degree of unhappiness all around ------------------------------------------------------------------------------------------
----------------------------------------------------------------------------------------------------------------------------------------------
----------------------------------------------------------------------------------------------------------------------------------------------
--------------------------------------------------------------------------------------------------------has to be evolved by combining
certain key elements such as performance analysis, self-appraisal, performance ratings, and counseling.

Voltas have evolved a ---------------------------------------------------------------------------------------------------------------------

----------------------------------------------------------------------------------------------------------------------------------------------
----------------------------------------------------------------------------------------------------------------------------------------------
-----------------------------------------------------------------------------resource development system.

The State Bank of India also introduced such a -----------------------------------------------------------------------------------------

----------------------------------------------------------------------------------------------------------------------------------------------
----------------------------------------------------------------------------------------------------------------------------------------------
--------------------------------------------------------------------------------------------------------- monitored.

3. Critically evaluate the state of workers participation in Management in the present day business
scenario. Explain with examples your answer giving due details of the organizations and the sources you
are referring to.

Workers participation in management is an essential ingredient of Industrial democracy. The concept of workers participation in
management is based on Human Relations approach to ----------------------------------------------------------------------------------
----------------------------------------------------------------------------------------------------------------------------------------------
----------------------------------------------------------------------------------------------------------------------------------------------
---------------------------------------------------------------------------------------------------------------- has been encouraging
member nations to promote the scheme of Workers Participation in Management.

Workers participation in management implies mental and emotional involvement of workers in the management of Enterprise. It
is considered as a mechanism where workers have a say in the decision-

The philosophy ---------------------------------------------- stresses:

1. democratic ------------------------------------------------making;
2. maximum ---------------------------------------------------;
3. ----------------------------------------------------- intervention;
4. realisation ------------------------------------------ justice;
5. greater --------------------------------------------------------; and
6. higher --------------------------------------------------- effectiveness.

It has been varyingly understood and practised as a --------------------------------------------------------------------------------------

----------------------------------------------------------------------------------------------------------------------------------------------
----------------------------------------------------------------------------------------------------------------------------------------------
---------------------------------------------------------------------------------------------------------making process of management.
Three groups of managerial decisions affect -------------------------------------------------------------------- must have a say in it.

Economic decisions methods -------------------------------------------------------------------------, and mergers.

------------------ decisions recruitment and selection, ------------------------------------------------------, work distribution.

-------------------- decisions hours of work, welfare ---------------------------------------------------------------------------------------------

---------------------------------------------------------------------------------------------------- means sharing the decision-making power
with the lower ranks of the organization in an appropriate manner.

The concept of WPM is a broad and complex one. --------------------------------------------------------------------------------------------

---------------------- conditions, the scope and contents of participation change.

International Institute of Labour Studies: WPM is --------------------------------------------------------------------------------------------

-------------------------------- tiers of organizational hierarchy with concomitant (related) assumption of responsibility.

ILO: Workers participation, may broadly ---------------------------------------------------------------------------------------------------------

-------------------------------------------------------------------------------------------------------------------------------------------------------------
---------- on management or supervisory boards or even management by workers themselves (as practiced in Yugoslavia).

The main ------------------------------------------------------------------------------------------- as summarized by ILO:

Workers --------------------------------------------------------- be useful;

Workers may ----------------------------------------------------------- of decisions that are taken in a participative atmosphere.

Forms of Participation
Different forms of participation are discussed below:

Collective Bargaining: Collective bargaining results in collective agreements which lay down certain rules and conditions of
service in an establishment. Such agreements are ----------------------------------------------------------------------------------------
----------------------------------------------------------------------------------------------------------------------------------------------
----------------------------------------------------------------------------------------------------------------------------------------------
----------------------------------------------------------------------------------------------------------rather than ask for a share in
management. Workers participation in the U.S.A has been ensured almost exclusively by means of collective agreements and
their application and interpretation rather than by way of labour representation in management.

Works Councils: These are ----------------------------------------------------------------------------------------------------------------

decision-making functions. In some countries, their role is limited only to receiving information about the enterprise. In
Yugoslavia, these councils have wider --------------------------------------------------------------------------------------------------------------
-------------------------------------------, salary fixation and also major investment decisions.

Joint --------------------------------- and Committees: Mainly these bodies are consultative and advisory, with decision-making
being left to the top management. --------------------------------------------------------------------------------------------------------------------
------------------------------------------------------------------- managements nor the workers take them seriously.

--------------------- Representation: The role of a worker representative in the board of directors is essentially one of negotiating
the workers interest with the other ------------------------------------------------------------------------------------------------------------------
------------------------------------------ upon his ability to participate in decision-making, his knowledge of the company affairs, his
educational background, his level of understanding and also on the number of worker representatives in the Board.

Workers Ownership of Enterprise: Social self-management in Yugoslavia is an example ------------------------------------------

----------------------------------------------------------------------------------------------------------------------------------------------
----------------------------------------------------------------------------------------------------------------------------------------------
----------------------------------------------------------------------------------------------------------------------------------------------
----------role in taking major policy decisions for the enterprises, especially in economic matters.

Examples of Workers participation in Management:

Workers ------------------------------------------------------------
Whitely ---------------------------- during -------------------------------------------------- to participate in the discussion for -

Promoting ---------------------------------------------------------------------------------------- and community.

Giving ---------------------------------------------------------------------------------------------- process of production.
Satisfying the workers urge of self expression, to achieve industrial peace, better relationship and cooperation.

In Railways--------------------------------------------------------------------------------------------- trade unions in different areas like:

-------------------------------- fund committee

------------------------------------- committee
------------------------------------ committee
---------------------------------------- advisory committee
---------------------------------- committee
----------------------------- visiting committee
------------------------------------- advisory committee
Executive ----------------------------------------------- Institute and clubs
Workshop --------------------------------------------- etc.

In addition in the area of workers --------------------------------------------------------------------------------------------------------------------

----------------- Divisions, which is now being called as Participation of Railway Employees in management(PREM)

PREM (Participation of Railway Employees in management) at Railway Board

1. Four ---------------------------------------------------------- two Federations.

2. Two ------------------------------------------------------------ Officers Federations.

3. Two representatives of -------------------------------------------- Officers Association.

4. On --------------------------------------------------------, member.
PREM (Participation of -------------------------------------------------------------) at Zonal Railway

Four representatives each from ---------------------------------------------------------------------- federation of Indian Railway men.

1. Two ------------------------------------------------------------------------------------------- Officers Federation.

2. Two --------------------------------------------------------------------------------------------- Officers Association.

3. GM -------------------------------------------------------------- of Departments.

CASE STUDIES- ----------------------------------------------------------- scenario:

1- Workers' Participation in ----------------------------------------------------------------: The Case of Tiruchi

The Government of --------------------------------------------------------------------------------------------------------------

----------------------------------------------------------------------------------------------------------------------------------
----------------------------------------------------------------------------------------------------------------------------------
------------------------------------------------------------------------------------------------------------beginning was made
with the constitution of a Joint Committee at the corporate level on April 3, 1973.

Workers ------------------------------------------------------:

-------------------------------------- Committee:

The first Works Committee --------------------------------------------------------------------------------------------------------------------------

------------------------------------------------------------------------------------------ under the industrial disputes act, 1947.

--------------------------------:

The tenure of the committees would ----------------------------------------------------------------------------------------------

----------------------------------------------------------------------------------------------------------------------------------
----------------------------------------------------------------------------------------------------------------------------------
----------------------------------------------------------------------------------------------------------------------------versa.
Similar is the condition for the position of Secretary and Joint Secretary.

For election purposes, the whole unit is divided ----------------------------------------------------------------------------------

----------------------------------------------------------------------------------------------------------------------------------
----------------------------------------------------------------------------------------------------------------------------------
----------------------------------------------------------------------------------------------------------------------------------
------channelizing their efforts for achieving growth and attaining excellence in the unit.

The major issues taken up by the Works Committee are as follows:

Conditions --------------------------------------------------------------------- including latrines and urinals.
Amenities like -------------------------------------------------------------------------------- medical and health services.
Safety and ------------------------------------------------------------------------------------------------ equipment.
------------------------------------------------------------------------------------- National Holidays.
Administration ---------------------------------------------------------------- funds.
Educational and recreational ------------------------------------------------------------, community welfare and celebrations.
Promotion ------------------------------------------------------------------- savings.
Implementation -------------------------------------------------------------------------- of Works Committee
2- Bharat ------------------------------------------------., Mumbai

BPCL produces a diverse range of -----------------------------------------------------------------------------------------------

----------------------------------------------------------------------------------------------------------------------------------
------------------------------------------------------------------------------------------international and domestic airlines.
Employee involvement: The plant ------------------------------------------------- initiatives. These can be classified into two groups:

1) ---------------------------- , such as:

a) A works committee, set up under the Industrial Disputes Act 1947. It has six workers elected from among the employees. Four
of them represent operatives, one -------------------------------------------------------------------------------------------------
----------------------------------------------------------------------------------------------------------------------------------
----------------------------------------------------------------------------------------------------------------------------------
---------------------------------------------------------------------------------------- absentees. Absenteeism was brought
down, primarily as a result of expectations of the workers children and in view of the changed economic scenario;

b) Various committees for ---------------------------------------------------------------- union-management cooperation;

c) Constitution of quality circles: One has -------------------------------------------------------------------------------------------------------

-------------------------------------------------------------- and the good ones by the unions were given recognition.

2) ------------------------------------------------------------------------ specific issues, such as:

a) Communication: Various ----------------------------------------------------------------------------------------------------- feedback is
that the plant management conveys all major issues to the unions, for example, ------------------------------------------------------------
----------------------------------- by availability of ships for loading and; time taken for tests to achieve best quality.

b) --------------------------------------------------------- representatives
To increase capacity utilization;
To ---------------------------------- (28 workers have been given upgraded to new job definitions after proper training);
To improve ------------------------------------------- packages; and
To reduce costs in various operations.

c) Unions also can and do ask, plant -----------------------------------------------------------------------------------------------------------------

-------------- overtime, problems related to work, ship loading and Saturday working for half day or full day).

4. What are the Principles of Learning which are followed in developing Effective Training
Programmes? Critically evaluate the Training Environment you are exposed to vis--vis the
Principles of learning followed/not followed or the ones you are aware of. Briefly describe the situation
and the organization to logically support your replies.

Since training is a form of ----------------------------------------------------------------------------------------------------------------------------

-------------------------------------------------------------------------------------------------------------------------------------------------------------
--------------------------------------------------------------------------- learning in training provide additional insight into what makes
people learn most effectively. The principles have been discovered, tested, and used in practical situations.

The following ----------------------------------------------------------------------------------- training program:

1. -------------------------- Employees learn ------------------------------------------------------------------------------------------------

------------------- training should be given an opportunity to participate in actual work performance.
2. --------------------- The individual -------------------------------------------------------------------------------------------------------
------------------------- he become more involved in the process of learning.
3. Guidance Learning is -----------------------------------------------------------------------------------. Guidance can speed the
learning process and provide feedback as well.
4. -------------------- People who are not ---------------------------------------------------------------------------------------------------
-------------------------------------------------------------------------------------------------------------------------------------------------------
----------------- hand. Determining trainee readiness involves examining certain important issues.
 5. -----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
------------------- be motivated to improve his skills or knowledge by increased compensation, promotion, recognition etc.

6. Relevance Most ---------------------------------------------------------------------------------------------------------------------------

----------------------------------------, they are much more likely to be receptive to the training. If they do not perceive they are
more likely to demonstrate active or passive resistance in the training.

7. ------------------ Reinforcement is another critical principles of learning. It involves the process of providing financial
rewards or non-------------------------------------------------------------------------------------------------------------------------------------
------------------------------- trainees to become more interested and involved in the training.

8. ----------------------- of performance Standard of performance must be set for the learner. ------------------------------------
----------------------------------------------------------------------------------- employees achieve them.

9. Feedback In order to ---------------------------------------------------------------------------------------------------------------------

------------- feedback will be a valuable aid in adjusting training to the needs of the individual workers.

The principles offered below -------------------------------------------------------------------------------------------------------------------------

------------------------------------------------------------------------------------------------------ sections of the Participant Training
Evaluation Form and can serve as a helpful form of review in developing effective programs.

-------------------------------
Participants should receive ----------------------------------------------------------------------------------------------------------------------
------------------- also receive background reading or work needed to prepare for the event accompanied by instructions.

Content ------------------------------------------
A training program should be built -------------------------------------------------------------------------------------------------------------
----------------------------------------------------------------------------------- should be considered in designing content.
If the training program is not local in origin---------------------------------------------------------------------------------------------------
--------------------------------------------------------------------------------------. Also, be aware of cultural factors, family and social
practices should influence the content and may impact attitudes and discussion.
Each session of a training program and all ----------------------------------------------------------------------------------------------------
-------------------------------------------------------------------------------------and measuring what you want to achieve from your
event.
Based on adult learning principles, a training program should include diverse ways of presenting the material and involving
the participants. The materials should be ------------------------------------------------------------------------------------------------------
-----------------------------------------------------------------------------------role plays. The facilitators should be experienced in
encouraging group participation and comfortable in modifying activities as needed throughout the session.
In order to build a multidisciplinary approach, when participants from different sectors are present, it is important to engage
participants across sectors during the course of the program. Your sessions should be designed with the intention of forming
lasting relationships and building a team approach in daily work. When participants work together in the session to solve
problems, it will improve their ability to work together outside of the session to solve problems.
Participants will come to the event with their -------------------------------------------------------------------------------------------------
----------------------------------------------------------------------------------------will help them see how what they are learning can
be carried back into their work. Case studies and specific examples can increase involvement and learning.
Facilitators should use a variety of -------------------------------------------------------------------------------------------------------------
---------------------------------------------------------------------------- understand the material you are presenting.

Facilitators
All leaders and facilitators of a program should meet as a group prior to the event to review and adapt the program materials,
to agree on session structure and to the roles and responsibilities of each facilitator.
When preparing for a -----------------------------------------------------------------------------------------------------------------------------
------------------------------------------------------------to develop cross-sector relationships, which serve as a model for the group.
 It is helpful to anticipate and talk about tough questions that may come up in the sessions. Discussion among the facilitators
prior to the event can help to identify difficult issues.
The project leader will ---------------------------------------------------------------------------------------------------------------------------
--------------------------------------------------------------the materials to ensure that the content and activities support the learning
goals set by the team.
Part of a facilitators role is to ------------------------------------------------------------------------------------------------------------------
------------------------------------- provide a foundation and an understanding of applying a team approach in their work.

Evaluation
Each training team should meet at the close of each day to debrief the sessions of that day and take note of things that went
well and those that need to be modified for the following day.
At the end of each day, leave time for and encourage participants to contribute their comments and feedback on what was
most helpful and what was least helpful. Participants should be given an evaluation form to complete at the end of the entire
event.
After the completion of the program, ----------------------------------------------------------------------------------------------------------
-------------------------------------------------------------------------------the suggestions into the program materials. This process
contributes to improvements and leads to a model program can be replicated at other times and in other places.

Training is the most important function that directly contributes to the development of human resources. This also happens to be
a neglected function in most of the organizations. ------------------------------------------------------------------------------------------------
----------------------------------------------------------------------------------------- cent of their budget on training. Many organizations do
not even have a training department. If ------------------------------------------------------------------------------------------------------------
----------------------------------------------------------------------------- of behaviour and styles. One of the main mechanisms of
achieving this environment is institutional training.

Evaluation of the ---------------------------------------

Training is not fulfilling its proper role in various organizations. There are, at least, the following five reasons for the
plight in which training is at present in Organisation.

1. ------------------------------ Role

The training unit organises training events on ----------------------------------------------------------------------------------------------------

-------------------------------------------------------------------------------------a partner in the process of development of the organization,
it merely responds to requests made to it. This essentially reduces its effectiveness. This plight is largely shared by the outside
consultants and trainers who are invited to do a --------------------------------------------------------------------------------------------------
---------------------------------------------------------------------------------------. While talking to persons in charge of training in various
organizations, one gets the impression that they do not have enough opportunity in the organization to innovate and suggest ways
of developing it.

So far training has been treated either as a ---------------------------------------------------------------------------------------------------------

--------------------------------------------------------------------------------children, but not necessarily be a life partner in enjoying
life, or sharing problems. A call-girl is invited when she is needed and -----------------------------------------------------------------
------------------------------------------------------------------------------------------------------------------------the obligation of being really
effective in an organization.

Training has to become comparable to a -----------------------------------------------------------------------------------------------------------

------------------------------------------------------------------------------of development. Unless training is treated as a partner in
decision making, it cannot play the role of contributing to organizational effectiveness.

2. Expectancy of ----------------------------------------

By and large there seems to be a general ----------------------------------------------------------------------------------------------------------

-------------------------------------------------------------------------------. Some organizations start a training department in order to look
modern, while in some organizations training performs the role of the family priest. This role is enjoyed by the training sub-
system also. The family priest mainly helps in the -----------------------------------------------------------------------------------------------
------------------------------------------------------------------------------------------upon. He, however, is not involved in any vital
decisions taken by the family. Training therefore is often regarded as a useful but not a very essential activity in the organization.
Other functions such as production, marketing, personnel, --------------------------------------------------------------------------------------
---------------------------------------------------------------------------------------------------of training as a non-essential or a peripheral
activity produces several effects in the organization. It produces a different sense of priority for training in the organization. The
personnel connected with the training activity have a low self-image, and cannot operate with confidence.

3. Low ------------------------

Since training is regarded as peripheral, ------------------------------------------------------------------------------------------------------------

-----------------------------------------------------------------------------a low status. This is a vicious circle. No activity can become
central in an organization unless the organization expects that activity to be important and gives it high enough status. On the
other hand, the status is also a function of the activity -------------------------------------------------------------------------------------------
----------------------------------------------------------------------------------------------he is at such a low level that it becomes difficult for
to him assert himself and to be heard with respect. Unfortunately, in Indian organizations status and grade play an important part
in deciding how much say a person ----------------------------------------------------------------- its effectiveness considerably.

4. Non--------------------------------

Image Training is becoming a profession. ------------------------------------------------------------------------------------------------------

-----------------------------------------------------------------------------------in India still do not treat training as a profession; in fact, they
do not take it seriously. Training is seen as a function which can be managed --------------------------------------------------------------
---------------------------------------------------------------------------------------------------------------------------the necessary professional
skills which TMs would be required to have. In some cases those who are found to be less efficient and effective in other
functions are transferred to the training function. Such ----------------------------------------------------------------------------------------
-------------------------------------------------------------------------------------------------system is fairly large. Discussions with persons
in various parts of the organization revealed that they were recommending or nominating those --------------------------------------
---------------------------------------------------------------------------------------------------------------------------------------------------were
very frequent. Those who were not trainers were not given any orientation or training before being made to take up their new
roles as trainers.

5. Slow ---------------------------

One factor for which we, those who are in the ---------------------------------------------------------------------------------------------
--------------------------------------------------------------------------------------------of those persons who want to join it. It develops its
own skills of working, its own techniques, and its own standards of ethics. It develops a strong pressure group to ensure that
the minimum standards of pre-professional and in-professional training are maintained.

Training can play a more effective role ------------------------------------------------------------------------------------------------------------

-----------------------------------------------------------------------------expanded or formally transformed into organizational
development. Even without such transformation training can begin to play a more proactive role.

We suggest at least two such important roles: Firstly, training ---------------------------------------------------------------------------------

--------------------------------------------------------------------------------------------------------, as successfully done by one organization.
The top management in that organization have increasingly asked for more advanced programmes for their own education.
Secondly, training can be used as an entry point for further organizational work. For example, ------------------------------
-----------------------------------------------------------------------------------------------------------------------------------------------------------
the consultants had discussions on their understanding of the problems, and recommended to.

Example-
The organization I am referring here is HCL. Induction training is an important component of the training life cycle.

Induction Training for new hires is vital to ---------------------------------------------------------------------------------------------------------

--------------------------------------------------------------------------------; and importantly their job role as expected in a professional
environment. This training aims to establish a clear ----------------------------------------------------------------------------------------
-------------------------------------------------------------------------------------------------hires and Lateral hires.

1--------------------- Training

At HCL, all Campus Hires ----------------------------------------------------------------------------------------------------------------------------

-------------------------------------------------------------. The training delivered is in accordance with the ------------------------------------
-----------------------------------------------------------------------------------------------------------------------------------------------------
administered right at various stages, a Final Test and a project.

The Entry-level Training program for fresh graduates from the campuses consists of a Foundation module and six standard
Technical Tracks (CC++, Java, Dot Net, Oracle, --------------------------------------------------------------------------------------------------
---------------------------------------------------------------------------------------designed for entry-level trainees to apply the technology
learnings they have acquired during the trainer-led classroom-training program.

By applying a blend of technology and -------------------------------------------------------------------------------------------------------------

----------------------------------------------------------------------------) in addition to the technology skills they have been trained in.
Along with technical skills, all campus recruits attend a Professional Skills Program, which prepares them to interfaceand engage
with colleagues and customers across the globe.

On the successful completion of the training -------------------------------------------------------------------------------------------------------

----------------------- specific domain trainings and on the job training.

2. Lateral Hires Training

The Induction program typically ---------------------------------------------------------------------------------------------------------------------

--------------------------------------------------------------------specific induction might extend from a few days to a few weeks
depending on the nature of the engagement.

Lateral hires are trained through various means such as online training, collaborative learning, certification programs, instructor-
led and on-demand training.

HCL has identified roles at ---------------------------------------------------------------------------------------------------------------------------

--------------------------------------------------------------across the organization to build or enhance role critical competencies through
Professional Development, Leadership Development or Sales Learning programs. A unique learning road map approach allows
employees and their reporting managers to identify needs ---------------------------------------------------------------------------------------
--------------------------------------------------------------------------------------------------virtual learning organization to allow for greater
reach and ease of access.

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