Training and development:
Training is the act fo increasing the knowledge and skill of an employee for doing a particular job. It gives new or present employees the skills they need to perform their jobs. It is a systmatic and organized procedure by which employees learn technical knowledge and skills for a definite purpose.
Training refers to the teaching and learning of activites which improves, changes, moulds the employee's knowledge, skill, behaviour and attitudes toward the requirments of the job and organisation. It is expected that the employees apply their newly acquired knowledge and skills on the job in such a way to achieve organisational goals. Thus, training bridges the difference between the job requirements and employee's present specification.
The primary objective of the training and development is to improve individual and orgainsational performance. It is used to do a variety of things from informing, motivating, rewarding to changing behaviour and improving performance.
Tuesday, December 14, 2010
Forcasting human resource demand
Forcasting human resource demand:
Once the assesement of the organistion's current human resource situation has been made and organistional plans have been analysed, future human resource needs can be forcasted. In this process of forcasting the human resource demand, the jobs should be redesigned and analysed reflecting the future human resources based on future organisational plans. Job analysis and forcasts about the human resource mix faciliate demand forcasting.
Today, there is a wide range of options in the methods to be adopted for the forcasting human resource demand. Important forcasting methods are:
1. Mangerial Judgement
2. Statistical techniques
3. Work study techniques
Once the assesement of the organistion's current human resource situation has been made and organistional plans have been analysed, future human resource needs can be forcasted. In this process of forcasting the human resource demand, the jobs should be redesigned and analysed reflecting the future human resources based on future organisational plans. Job analysis and forcasts about the human resource mix faciliate demand forcasting.
Today, there is a wide range of options in the methods to be adopted for the forcasting human resource demand. Important forcasting methods are:
1. Mangerial Judgement
2. Statistical techniques
3. Work study techniques
Interview method
Interview method:
Under this method job analysis interviews the job holders as well as their supervisors. Face-to-face interviews are an effective way to collect job information. The result of these interviews are combined into a single job analysis. When the interviews of both supervisors and job holders are combined with observation of the job, this procedure is considered as the most satisfactory method of job analysis. It is best to use a standard format to collect information from workers and supervisors so that all questions and responses are restricted to job related topics.Although, the process is slow and expensive, it allows the interviewer to explain unclear questions and probe into uncertain answer. This method is also effective for assessing what a job entails.
Under this method job analysis interviews the job holders as well as their supervisors. Face-to-face interviews are an effective way to collect job information. The result of these interviews are combined into a single job analysis. When the interviews of both supervisors and job holders are combined with observation of the job, this procedure is considered as the most satisfactory method of job analysis. It is best to use a standard format to collect information from workers and supervisors so that all questions and responses are restricted to job related topics.Although, the process is slow and expensive, it allows the interviewer to explain unclear questions and probe into uncertain answer. This method is also effective for assessing what a job entails.
method 2
Observation Method:
The job analysts observe the job holders when they are actually working. By personal observation, the analysts can come to know about the facts relating to a job viz materials, equipments, working conditions, hazards etc. It provides a sharp, visual impression of just what is involved in the work. In this process, notes should be taken regarding all the job activities observed. This method is used primarily to gather information on jobs emphasizing manual skills. In case of simple and repetitive jobs, observation is the most suitable method. When analysts question data from other methods, observation may confirm or remove doubts. However, observation is usually an insufficient means of conducting job analysis, particularly when mental skills are dominant in a job. Though observation method provides first hand information, workers in many cases do not function most efficiently when they are being watched.
The job analysts observe the job holders when they are actually working. By personal observation, the analysts can come to know about the facts relating to a job viz materials, equipments, working conditions, hazards etc. It provides a sharp, visual impression of just what is involved in the work. In this process, notes should be taken regarding all the job activities observed. This method is used primarily to gather information on jobs emphasizing manual skills. In case of simple and repetitive jobs, observation is the most suitable method. When analysts question data from other methods, observation may confirm or remove doubts. However, observation is usually an insufficient means of conducting job analysis, particularly when mental skills are dominant in a job. Though observation method provides first hand information, workers in many cases do not function most efficiently when they are being watched.
Methods
Methods of collection of job analysis information:
There are several methods that can be used for the purpose of collecting information. The impotant among them are:
1. Questionaire Method:
It is the key data gathering tools in the job analysis process. Job analysts develop questionaire to collect job information uniformly. The questionaire uncovers the duties, responsiblilites, human abilities and performance standards of the job investigated. The questionaire is circulated among the workers who reports the facts about the job. No doubt, the questionaire method is relatively quick and economical.
There are several methods that can be used for the purpose of collecting information. The impotant among them are:
1. Questionaire Method:
It is the key data gathering tools in the job analysis process. Job analysts develop questionaire to collect job information uniformly. The questionaire uncovers the duties, responsiblilites, human abilities and performance standards of the job investigated. The questionaire is circulated among the workers who reports the facts about the job. No doubt, the questionaire method is relatively quick and economical.
Job analysis
Job Analysis:
Job analysis is an investigation into the activities of the job within an organisation. It is the process of determining tasks that make up the job and the skills, abililities, and responsibilities that are required of an individual to successfully accomplish the job. It is just the accurate recording of the activities involved in the job and the qualification needed to carry out job responsiblilites.
The output from the job analysis is often a job description which records the elements of a job, working conditions,and the tools, material and equipments used to perform it. A job specification , on the other hand, states the skill and abilities required of the person who is to perform the job.
Job analysis is an investigation into the activities of the job within an organisation. It is the process of determining tasks that make up the job and the skills, abililities, and responsibilities that are required of an individual to successfully accomplish the job. It is just the accurate recording of the activities involved in the job and the qualification needed to carry out job responsiblilites.
The output from the job analysis is often a job description which records the elements of a job, working conditions,and the tools, material and equipments used to perform it. A job specification , on the other hand, states the skill and abilities required of the person who is to perform the job.
Planning
Human Resource Planning:
Human resource planning is one of the most important task in successful human resource management program. It helps to identify human resource need and the action to be taken to satisfy these needs. Briefly, Human resource Planning is the process of forecasting, developing, and controlling human resources in an organisation.
Human resource planning is the process by which an organisation attempts to ensure that it has the right number of qualified people in the right jobs at the right time. So, specifically, HRP is a systematic apporach to ensure that the right people will be at the right time so that the organisation can achieve its overall objectives and goals.
The objective of the human resource planning are:
1. To estimate the number of employees required and their skills and the time frame over which vacancies will occur.
2.To recruit and retain the human resource of required quantity and quality.
3.To meet the needs of expansion and diversification of the programmes.
4.To forsee the employee turnover and make up arrangement for minimizing turnover.
5.To forsee the impact of technology on job, existing employee and future resource requirements.
6.To appraise the present situation of human resource in the organisation and determine surplus or shortages of human resource.
Human resource planning is one of the most important task in successful human resource management program. It helps to identify human resource need and the action to be taken to satisfy these needs. Briefly, Human resource Planning is the process of forecasting, developing, and controlling human resources in an organisation.
Human resource planning is the process by which an organisation attempts to ensure that it has the right number of qualified people in the right jobs at the right time. So, specifically, HRP is a systematic apporach to ensure that the right people will be at the right time so that the organisation can achieve its overall objectives and goals.
The objective of the human resource planning are:
1. To estimate the number of employees required and their skills and the time frame over which vacancies will occur.
2.To recruit and retain the human resource of required quantity and quality.
3.To meet the needs of expansion and diversification of the programmes.
4.To forsee the employee turnover and make up arrangement for minimizing turnover.
5.To forsee the impact of technology on job, existing employee and future resource requirements.
6.To appraise the present situation of human resource in the organisation and determine surplus or shortages of human resource.
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