Professional Documents
Culture Documents
On
Submitted By Submitted to
Nikki _________
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DECLARATION
Nikki
Durgakund , Varanasi
Date:
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ACKNOWLEDGEMENT
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INDEX
S.No. Topics Page No
1 Human Resource 5
Management
2 Introduction to HRM 5
3 Concept 5
4 Defination 6
5 Scope of HRM 6
6 Objectives of HRM 8-9
7 Training 9
8 Need for Training 9
9 Importance of Training 10
10 Benefits of Training 12-13
11 Benefits in personnel & 13-14
Policy implementation
12 Need for Training 14-16
13 Training Objectives 16-17
14 Assessment of Training 17-18
Needs
15 Assessment Methods 19
16 Principles of Training 19-20
17 Areas of Training 20
18 Training Methods 20-24
19 Benefits of Training 24-27
20 Performance Appraisal, 28
HR-Communication
effective
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21 Findings & Conclusions 29
22 Suggesitions 30
Every organization irrespective of its nature and size has four resources namely men,
material, and machinery. Of this men I. e., people are the most vital resources and they only
make all the differences in an organization. In this connection L.F. Urwick says that “Business
houses are made? Broken in the long –run note by the markets or capital, patents, or
equipments, but by men”. Peter F. ducker says that, “man, of all the resources available to
name can grow and develop”. This gives geneses to the concept of HRM, the sub –system. HR
is the central sub-system of an organization. As the central sub- system, it controls the
functions of each sub –system and the whole organization.
.
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Concept
It reflects a now philosophy, a new outlook, approche and strategy, which views an
Simply, HRM is a management function that helps the managers to recruit, select,
train and develop the organizational members for the purpose of achieving the stated
organizational goals.
Definition
“The part of management which is concerned with the people at work and with their
relationship within an enterprise. It aims to bring together and develop into and effective
organization of the men and women who make up an enterprise and having regard for the well-
being of the individuals and of working groups, to enable them to make there best contribution
to its success”
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“Human resource management is a series of decisions that affect the
relationship between employees and employers; it affects many constituencies and is intended
- Milkovich l boudreau.
Scope of HRM
HRM has a very vast and wide scope. It is concerned with activities starting from manpower
planning till the employee leaving the organization. Accordingly, the scope of HRM
organization
transfer, promotion, demotion, terminating, traning and development, lay off and retrenchment,
restrooms ,lunch rooms, housing, transport, medical assistance, education, health and safety ,
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HRM includes the following activities under its purview.
● Performance appraisal
● Human relation
● Grievance redressal
● Industrial relation
Objectives of HRM
The objectives of HRM are taken from the basic objectives of the organization. For
achieving the organizational goals, it is necessary to employ right people for a right job. The
primary objectives of HRM are to provide right, competent and willing workforce to an
organization. For attaining its primary objective HRM frames the following objectives.
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1. To guide the organization in attaining its goals by providing well-trained and
competent personnel.
requirements i.e., to employ the knowledge and skills of the employees in attaining
organizational goal.
5. To develop and maintain high moral and cordial relations within the
organization.
6. To help to develop and maintain ethical policies and behavior inside and outside
the organization.
8. To recognize and satisfy the individual needs and group goals by providing monetary
and no
Training
Training is concerned with imparting developing specific skills for a particular purpose.
Training is the act of increasing the skills of an employees for doing a particular job
Training is the process of learning sequence of programmed behavior.
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of supervision increased , the step were taken to train supervision foe better supervision.
1. Improve performance
2. Improve productivity
IMPORTANCE OF TRAINING:
resources development. H.R.D. is nothing but training of employees and training as its most
important technique. No organization can get a candidate who exactly suits with the job and
the originations requirements. Hence, training becomes necessary is important to develop the
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employee and make him suitable the job. Training works towards value additions to the
Job and organizational requirements are not static rather they are changed dynamic.
From time to time in view of the technological advancement and charge in the awareness of the
total quality and productivity management (TQPM). The objectives of the TQPM can be
achieved only through training, which helps to develop human skills and efficiency. Training
on training. If the required training is a not provided. It leads to performance, failure of the
employees. Organizational objectives like viability, stability and growth can also be achieved
management control.
● Competence
● Commitment
● Creativity
● Contribution
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BENEFITS OF TRAINING:
organization.
● Improves the job knowledge and skill at all levels of the organization.
● Helps prepare guidelines for the weak aids in understanding and carrying out
organizational policies.
● Aids on developing leadership skills motivating loyalty, better attitudes and other
● Helps keep costs down in many areas, e.g. production, personnel, administration etc.,
knowledgeable.
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● Eliminates sub-optional behaviour (such as hiding tools).
● Helps the individual in making better decisions and effective problem solving.
attitudes.
● Provided and the trainee an avenue for growth and say in his/her own future.
● Helps a person develops speaking and listening skills also writing skills when exercised
required.
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Benefits in personnel and human relations, Intra and Inter-Group Relations
and policy implementation:
● Aids in orientation for new employees and those taking new jobs through.
● Improves morale.
specifications and the job requirements and organizational needs. Training is needed to
fill these gaps by developing and making the employee’s skills knowledge, attitude,
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● Organizational variability and the transformation process:
influenced by environments pressure. If the organization does not adapt itself to the
changing.
● Technological Advances:
technological means and methods will not be complete o enrich tem in the areas of
● Organizational Complexity
of most of he companies has become complex. They create him complex problems of
situations. This situation calls for training in the skills of co-ordination, integration and
● Human Relations:
maintaining sound industrial relations although hitherto the managers are not
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necessary to deal with the human problems including alienation interpersonal and inter
Training is also necessary when the existing employee is promoted to the higher level
in the organization and when there is some new job or occupation due to transfer. Training is
also necessary to equip old employees with the advanced disciplines, techniques or technology.
■ Increase Productivity
■ Prevent obsolescence
■ To act as mentor
Training objectives:
The personnel manager formulates the following objectives in keeping with the
To prepare employee both old and new to meet the present as well as the changing
a. To prevent obsolescence.
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b. To impart new entrants the basic knowledge and skill they neeed got an
exposing them to the latest concepts, information and techniques and developing the
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Training needs are identified on the basis of organizational analysis, job, analysis and
man analysis. Training program, training methods and course content are to be planned on
the basis of training needs. Training needs are those aspects necessary to perform the job in
specification.
standards.
1) Individual employee, his abilities, his skills, his knowledge and attitude.
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ASSESEMENT METHODS:
The following are some of the methods use to assess the training needs.
● Organizational requirements/weaknesses.
● Departmental requirements/weaknesses.
● Interview
● Group conferences
● Questionnaire surveys
● Test or examinations
● Performance appraisal.
Principles of training:
A number of principles have been evolved over the years, which can be
followed as guidelines by the trainees. These are essential in order to promote efficient
learning, long –term retention, application of skill s and knowledge learned in training to the
a) Motivation
b) Progress information
c) Reinforcement
d) Practice
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e) Full vs. part
f) Individual difference
Areas of training
b. specific skills
c. human relations
d. Problem solving
f. Apprentice training
Training methods:
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ON-THE JOB TRIANING METHOD
This type of training, also know as objective instruction, training, is the most
commonly used method. Under this method, the individual is placed on a regular job and
taught the skills necessary to perform the job. The trainee learns under the supervision and
guidance of a qualified worker instructor. On-the-job training has advantage of giving first
hand knowledge and experience under actual working conditions. While the trainee learns how
to perform the job, he is also a regulars worker rendering the serve for which his paid. The
problem of transfer of the trainee is also minimized as the person learns on the job. The
emphasis is placed on rendering the services in the effective manner rather than learning. How
to perform the job on-the-job training method include job rotation, coaching, job instruction or
a. Job rotation: this trainee involves the movement of trainee form one job to
another. The trainee receives job knowledge and gains experience from his supervisor
or trainer in each of the different job assignments. Though this method of trainings
common in training managers for general management position, trainees can also be
rotated from hob to ob in workshop jobs. This method gives an opportunity to the
trainee to understand the problems of employees of other jobs and respect them.
coach in training the individual. The supervisor provides the feedback to the trainee on
his performance and offers his some suggestions for improvement. Often the trainee
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shares some of the duties and responsibilities of the coach and relieves his of his
burden. A limitation of this method of training is that the trainee may not have the
b. Job instruction: this method is also known as step by step training. Under this
method, trainer explains the trainee the ways of doing the jobs, job knowledge and
skills allows hid to do the job. The trainee appraises the performance of the trainee,
are given an asked to solve an organizational problem. The trainee solves the problem
Under the method of training, the trainee is separated from the job situation and his
attention I focused upon learning the material related to his future job performance. Since the
trainee is not distracted by job requirements, he and place his entire concentration on learning
There I sin opportunity for freedom expression for the trainee, the methods are as follows:
classroom. Materials, files and equipments those are used in actual job performance are
also used in training. This type of raining I commonly used for training personnel for
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clears and semi skilled jobs. The duration of this training ranges from days to a few
behavior in imaginary situations. This method of training involves action, doing and
proactive. The participant play the role of certain characters, such as production
inspectors, fore men. Workers and the like. The method I mostly used to develop
instruction. The instruction organizes the material it to a group o trainees in the form of
a talk. To be effective the lecture must motivate and create interest among the trainee
an advantage of lecture method it is direct and can bi used for large group o trainees.
Thus cost and tin=me involved are reduced. The major limitation of the lecture method
personnel. This method involves a group of people who pose ideas, examine a those
facts, ideas and data, test assumptions and draw concussions, all of which contribute to
e. Programmed instruction: in recent years this method has become popular. The
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These units ate arranged from simple to more complex levels of instructions. The
trainee goes though these units by answering questions or filing the blanks. This
necessity for evaluation should be determined at the planning stages the process of
training evaluation has been defined as “any attempt to obtain information on the
effects of training performance and to asses the also of training ting the light of than
is providing to be effective and its objectives ate being achieved. Evaluation leads
controlling and coercion the training programs. Humbling suggested five levels at
which evaluation of training cal take palaces. They are reactions, learning, job
and instructors, trainee’s ads all other parties concerned for control, corrections and
to ensure implementation of the evaluation report at every state. Feedback info maroon
Benefits of training:
facilitates the management to achieve its organizational goals effectively by the effective
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utilization of human resources. Training g is benefices to both employees and the organization
ways.
a. improved productivity:
level. A well trained employee can perform a task/activity at a faster rate and accurately by
using better methods of work. This improvement in manpower performance helps the
methods of performing activities. Well trained employees ate less likely to make functional
mistakes. This proficiency of employees facilitates the organization to improve the quality
of work.
make more economical use of materials and machinery. This reduces wastages and results
in increased productivity with high quality and reduction in cost per unity. Training even
reduces the maintenance cost due to fewer machine breakdowns and better handling of
equipments.
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d. Reduced supervision:
requires less assistance and control. This reduces the supervisor’s burden and in turn
b. specific skills
c. human relations
d. Problem solving
f. Apprentice training
Reduced accidents:
adopts the right and safety work methods. Even the health and safety of employees can be
improved.
Training enhances the knowledge and skills of employees guiding them to grow
faster in their career. This facilitates the organization to achieve its goals effectively.
Proper training develops positive attitude among employees and this improves the morale
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and job satisfaction. Training even reduces the grievances as a well trained employee I
HRIS:
maintain, and retrieving data need by an organization about its human recourse and various
HRC:
human resource like career planning and development , performance management , stress
management, and other areas which may effect employees emotionally. The basic objective of
counseling is to bring an employee back to his normal mental position in which he was before
PERFORANCE APPRAISAL
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Performance appraisal is the systematic evaluation of the individual with regard to his or her
JOB ANALYSIS:
Job evaluation process starts with the base provide by job analysis. Job analysis
identifies various dimensions of a job in two forms, job description and job specification. Job
descriptions provide responsibility involves in the performing of the job while job
MAKING-HR-COMMUNICATION EFFECTIVE:
It is essential that special efforts ate taken to make HR communication effective. These
efforts are need because HRC suffers due to operation of a number of barriers against it which
are as follows.
workforce.
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● 1. Organization should focus on the benefits that are aimed towards self -
● 2. Opportunities for career growth and the security for job is good
programmes.
SUGGESTIONS
1. Along with training programmes organization should provide some other motivational
programmes
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4. Frame the training programes chart and proper care should be taken while conducting the
training.
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