بســــــــم الله الرحمن الرحيــــــــم

Human Resource Development HR 412 Dr. Mohammed Owais Qureshi Hashmi محمد عويس قرشي هاشمي

Training and Development Continued CHAPTER 3 Training and Development Continued

DEVELOPMENT: It is a process of enhancing the skills already possessed by the employees of an organisation. The various methods of managerial development can be broadly divided into two namely: On-the-Job (2) Off-the-Job What is

(1) On-the-Job Development Methods In this case the training programmes are conducted within the organisation. The emphasis here is on learning by doing. The various methods of on-the-Job training are as follows : (a) Coaching and counselling: (b) Job rotation : (c) Understudy assignment : (d) Junior Board : (e) Planned progression :

(a) Coaching and counselling : Counselling refers to discussions in areas such as fear, anxiety, career aspirations etc. On the other hand coaching refers to providing guidance to the employee on all job related areas. (b) Job rotation : When a manager is assigned duties across various departments of the organisation it results in acquisition of diversified skills and knowledge.

(c) Understudy assignment : In this method few trainees are selected to handle a senior manager's responsibilities when the post falls vacant. (d) Junior Board : This method is similar to understudy, however here the number of understudy varies from organisation to organisation depending upon the number of departments. (e) Planned progression : In this method an employee is promoted to a higher post to handle more responsibilities.

(2) Off-the-Job Development Method The aim of this method is to take the employee away from the workplace and provide training. The various methods of off-the-Job training are as follows : (a) Simulation excercise: (1) Role Plays : (2) In-basket exercises : (3) Case study : (4) Business games : (b) Sensitivity Training:

(2) Off-the-Job Development Method (a) Simulation excercise: This method is widely used for managerial development and it includes programmes such as Role-plays, In-basket exercise, Case study and business games.

(2) Off-the-Job Development Method (1) Role-plays : In this method trainees enact roles to solve problems that are similar to real life situations. This method enables the participant to gain a better understanding of people and business situations. (2) In-basket exercises : This training programme is aimed at improving the analytical skill of a trainee. During this session the participant is required to sort out the mail in the order of priority. Before the session begins the trainee is given an overview of organisation mission and the organisation chart. He is given documents similar to those found in the inward tray of a manager.

(2) Off-the-Job Development Method (3) Case study : The HR department prepares case studies based on the actual experiences of the organisation. The trainees are required to analyze and discuss the case, identify the apparent or hidden problems and suggest probable solutions from which the most viable one could be eventually selected. (4) Business games : In this method the participants are divided into groups. They play the roles of competing firms in a simulated environment. The participants are required to discuss the strategies to either launch a new product or beat a competitor's product in the market. This method improves interaction and co-operation among the participants, and tries to improve their strategic thinking, leadership skills and their ability to work under stress.

(2) Off-the-Job Development Method (3) Case study : The HR department prepares case studies based on the actual experiences of the organisation. The trainees are required to analyze and discuss the case, identify the apparent or hidden problems and suggest probable solutions from which the most viable one could be eventually selected. (4) Business games : In this method the participants are divided into groups. They play the roles of competing firms in a simulated environment. The participants are required to discuss the strategies to either launch a new product or beat a competitor's product in the market. This method improves interaction and co-operation among the participants, and tries to improve their strategic thinking, leadership skills and their ability to work under stress.

(2) Off-the-Job Development Method (b) Sensitivity training : This method aims at sensitizing a manager about his weakenesses. This method is useful only if the participants are willing to improve their behaviour. This method also aims at developing among the group members, an understanding of themselves and of their relationship with others.

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