MGT501 Final Term Short Notes

Lecture-23

Maximizing Learning

 Selecting the Stage for Learning  Provide clear task instructions  Model appropriate behavior

Increasing Learning during Training

 Provide for active participation  Match training techniques to trainees self-efficacy

Maintaining Performance after Training

 Develop learning points to assist knowledge retention  Set specific goals  Identify appropriate reinforcers  Teach trainees self-management skills.

Following up on Training

Evaluate effectiveness  Make revisions as needed.

Learning Principles

 Participation  Repetition  Relevance  Transference  Feedback

Purposes of T & D

 Orient new employees  Prepare for promotion  Satisfy personal growth needs  Reduced learning time  To cope with the change  Improve performance  Update employees skills  Avoid Managerial Obsolescence  Solve organizational problems

Selecting T & D Program

 Cost effectiveness  Desired Program content  Learning principles  Appropriateness of the facilities  Trainee performance and capabilities  Trainer performance and capabilities

Training vs. Development

Human Resource Development (HRD)

 HRD has been defined as an organized learning experience, conducted in a definite time period, to increase the possibility of improving job performance and growth.

HRD programs are divided into Three categories

 Training,  Education &

Training Is the acquisition of technology which permits employees to perform their present job to standards. Education Is training people to do a different job. It is often given to people who have been identifies as being promotable, being considered for a new job either lateral or upwards. Development Is training people to acquire new horizons, technology, or viewpoints. It enable leaders to guide their organizations onto new expectations by being proactive rather than reactive. Training for the present, Educating for the future, Developing to lead.  Developing a succession planning program

Line Managers and Training and Development

 Provide employee orientation training.   Assess training needs and plan developmental strategies.  Provide on-the-job training.  Ensure transfer of training.

The HRM Department and Training and Development

 Provide employee orientation training.  Contribute to management development programs.  Provide training and development.  Evaluate training.

Lecture-24

Career

 A career consists of all the jobs held during one’s working life Develop occupational self-image, assess alternative occupations, develop initial occupational choice, pursue necessary education. Obtain job offer (s) from desired organization (s), select appropriate job based on complete and accurate information. Learn job, learn organizational rules and norms, fit into chosen occupation and organization, increase competence, pursue goals. Reappraise early career goals, reaffirm or modify goals, make choices appropriate to middle adult years, remain productive. Remain productive in work, maintain self-esteem, prepare for effective retirement.

Career Planning Terms

Career Path

 A career path is the sequential pattern of jobs that forms one’s career.

Career Goals

 Career goals are the future positions one strives to reach as part of a career. These goals serve as benchmarks along one’s career path.

Career Planning

 Career planning is the process by which one selects career goals and the path to those goals.

Career Development

 Career Development consists of the personal improvements one undertakes to achieve a personal career plan

Common Concerns

 Do company training programs help my chances for a promotion?

 How do I advance my career?

 Why hasn’t my boss given me career counseling?

 Aren’t most promotions based on luck and knowing the right people?

 Do I need a degree for that job?

 With all the talk of downsizing, how secure is my job?

Individual Career Development

 Job Performance  Exposure  Networking  Resignations  Organizational Loyalty  Mentors and Sponsors  Key Subordinates  Growth Opportunities  International Experience

Stages of Career Development

 Stage 1: Preparation for Work (ages 0–25)  Stage 2: Organizational Entry (ages 18–25)  Stage 3: Early Career (ages 25–40)  Stage 4: Mid-career (ages 40–55)  Stage 5: Late Career (ages 55–retirement)

Stage 1: Preparation for Work (ages 0–25)

Traditional career stages  Exploration stage—involves identifying interests and opportunities.  Establishment stage—involves creating a meaningful and relevant role in the organization.  Maintenance stage—involves optimizing talents or capabilities.  Disengagement stage—the individual begins to gradually pull away from work and develop other interests.

Alternative Career Moves

Career Planning  “If you don’t have a plan for yourself you’ll be a part of someone else’s” - American Proverb  Career Planning is a tool to encourage employee development  Important to give employee a sense of a career vs a job with the company  Having a plan does not mean auto promotion  Need to have good performance, experience, education, planning and preparation

Career Planning & Development

 Often done through planning, education information and counseling

HR Support & Career Development

 Develop management support for career planning activities  Can offer career planning, education, info and counseling