1. Human Resource Management NDBF 11/01 Venue: T9
Lim Sei cK

2. Human Resource Management
Unit Status: Essential Unit Value: 1.0 Learning Time: 120 Hours Prerequisite: None Exemptions: None

3. Aims of the Unit
To provide an understanding of individual, group, organizational behaviour and their impact on organizational functioning
To provide a fundamental understanding of personnel procedures and the rights and obligation of employers and employees
To develop an understanding of the nature and position of human resources within an organization and its role in effective management

4. 4. To examine the personnel function as it operates in employing organization and show how personnel procedures contribute towards effective organizational performance 5. To develop a range of skills which can be used when dealing with the management of people in an organizational setting

5. Assessment Scheme Coursework Assignments 100%
- Class-based tests, Take home assignments specific to the unit/topic

6. Lecturer
Name: Lim Sei cK Contact No: Add.: Wordpress: seikeelim.wordpress.com Class: Every Wednesday 8 – 11 AM, Saturday 8-11 AM

7. RULES
You will be marked ABSENT if you are 45 mins. late for class, unless you have a legit excuse.
Submit your assignments ON TIME. 20% deduction for late submission, no excuse.
SILENT your phones during lecture.

8. Q & A session

9. Training & Development
Lim Sei cK
4th April 2012

10. Training and Development and Other HRM Functions
Availability of training can aid in recruitment
Recruitment
Provide an additional source of trainees
Training may permit hiring less-qualified applicants
Selection
Effective selection may reduce training needs
Training aids in the achievement of performance
Performance Appraisal
A basis for assessing training needs and results
Training and development may lead to higher pay
Compensation Management
A basis for determining employee’s rate of pay
Training may include a role for the union
Labor Relations
Union cooperation can facilitate training efforts

11. Training and development
Training – main objective is to improve performance in the near term and in a specific job by increasing employees’ competencies Development – activities intended to improve competencies over a longer period of time in anticipation of the organization’s future needs

12. Benefits of training and development
Improving Recruitment and Retention
Improving Competitiveness
Increasing Productivity
Implementing New Technology
Improving Customer Service
Understanding customer needs
Training for customers

13. Four phase of training 1. Conducting the Needs Assessment
2. Designing the Training Program
3. Implementing the Training Program
4. Evaluating the Training Program

14. PHASE 1 Organization Analysis Task Analysis Person Analysis
An examination of the environment, strategies, and resources of the organization to determine where training emphasis should be placed.
Task Analysis
The process of determining what the content of a training program should be on the basis of a study of the tasks and duties involved in the job.
Person Analysis
A determination of the specific individuals who need training.

15. Phase 2: Designing the Training Program
Issues in training design
Instructional objectives
Trainee readiness and motivation
Principles of learning
Characteristics of successful trainers
© 2007 Thomson/South-Western. All rights reserved. 5

16. Phase 3: Implementing the Training Program
Choosing the instructional method
Nature of training
Type of trainees
Organizational extent of training
Importance of training outcomes
© 2007 Thomson/South-Western. All rights reserved. 5

17. On the Job Supervisory assistance and mentoring Coaching
On-the-Job training
Employees learn their jobs under direct supervision.
Apprenticeships, internships and assistantships
Job Experiences
Job rotation
Developmental job assignments
Supervisory assistance and mentoring
Coaching

18. Typically-Off-Site Job Training
Formal courses
Simulation
Assessment centers
Business board games
Wilderness trips and outdoor training

19. Phase 4: Evaluating the Training Program
Measuring program effectiveness
Criterion 1: Trainee reactions
Criterion 2: Extent of learning
Criterion 3: Learning transfer to job
Criterion 4: Results assessment
© 2007 Thomson/South-Western. All rights reserved. 5

20. The End
For today…

21. Next few weeks…
1. Performance appraisal / Compensation 2. Safety & health 3. Remuneration

22. Assignment
30% - done with Crystal 35% - individual assignment, phase test 35% - group assignment Time left: 6 weeks 19th May last day?