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Module III
• Training and Development (process, methods:
On-the job, Off-the job),
• Evaluation of training and Performance
Appraisal (concept, significance, process,
methods- traditional and modern)

TRAINING
• Training is next to selection
...
This enables him to perform the job
correctly and also with efficiency
...
Employees are now
given training immediately after appointment
and thereafter from time to time
...
It is
used for the development of human resource
working in an Organisation
...

• According to Edwin Flippo, training is "the act
of increasing the knowledge and skill of an
employee for doing a particular job
...
It is a short and informative training given
immediately after joining the organisation
...

• Job training relates to specific job and the purpose is to give
suitable information and guidance to a worker so as to enable him
to perform the job systematically, correctly, efficiently and finally
with confidence
...
The purpose is to enable an
employee to adjust with the work assignment at the higher level
...

• Training for managerial development is given to managers so as to
raise their efficiency and thereby to enable them to accept higher
positions
...


ADV
...

• To create a pool of well-trained, capable and loyal
employees at all levels and thereby to make arrangement
to meet the future needs of an organisation
...
In addition, to give safety and
security to the life and health of employees
...
In addition, to
develop balanced, healthy and safety attitudes among the
employees
...

• To improve the quality of production and thereby to create
market demand and reputation in the business world

METHODS OF TRAINING
• A
...
These methods do not cost much
and are less disruptive as employees are
always on the job, training is given on the
same machines and experience would be on
already approved standards, and above all the
trainee is learning while earning
...
Coaching (Coaching is a one-to-one training
...
)
• 2
...
)
• 3
...
)
• 4
...
Apprenticeship (train theoritically first and then for
practical approach)
• 6
...
)

• B
...
It may be near the workplace or
away from work, at a special training center or
a resort Conducting the training away from
the workplace minimize distractions and
allows trainees to devote their full attention to
the material being taught- However, off-thejob training programs may not provide as
much transfer of training to the actual job as
do on-the-job programs

• 1
...

• 2
...
Simulation: the simulation Method of training
is most famous and core among all of the job
training methods
...
But, those
equipment or machines are specifically designed
for training a trainees were making them ready to
handle them in the real field or job
...
Vestibule Training: - Mostly this method of training
will be used to train technical staff, office staff and
employees who deal with tools and machines
...
Case Studies: It is a written description of an actual
situation in the past in same organisation or
somewhere else and trainees are supposed to analyze
and give their conclusions in writing
...
Role Playing: During a role play, the trainees assume
roles and act out situations connected to the learning
concepts
...

• 7
...
Questions are
asked in proper sequence and indication given
promptly whether the answers are correct
...

1
...
Hence, it tries to
bridge the gap between standard
performance and actual performance
...
Establish Specific Objectives:After the
identification of training needs, the must
crucial task is to determine the objectives of
training
...
Select Appropriate Methods
4
...
Under this step, the prepared
plans and programs are implemented to get
the desired output
...
Evaluate Program: It consists of an evaluation
of various aspects of training in order to know
whether the training program was effective
...
Feedback: Finally, a feedback mechanism is
created in order to identify the weak areas in
the training program and improve the same in
future

EVALUATIONS OF TRAINING

PERFORMANCE APPRAISAL

• Performance appraisal by which you all trying to
rate the person or evaluate the performance
...

• 1
...
Actual performance
A performance appraisal (PA), also referred to as
a performance review, performance
evaluation, (career) development
discussion, or employee appraisal is a method by
which the job performance of an employee is
documented and evaluated
...


THE SMART MODEL

The SMART Model
• The SMART Model is a tool used to ensure that agreed-upon
Objective(s) will lead to the desired result and can be measured
and/or evaluated
...
Answering
the questions in the chart below will help write an Objective that
meets the SMART Model criteria
...
)
• Attainable Is it realistic to expect completion of this Objective as it
is written?
• Relevant Does completion of this Objective support the goals of the
department, division or institution, and is it within the scope of the
position?
• Time bound Does the Objective include a specific date for
completion?
If “no” is an answer to any of these questions, rewrite the Objective
to make sure it meets all criteria
...
Promotion
2
...
Employees development
4
...
Motivation
6
...

• To identify the strengths and weaknesses of
employees to place right men on right job
...

• To provide a feedback to employees regarding
their performance and related status
...

• To review and retain the promotional and other
training programmes
...
Establish Performance Standards:The appraisal
process begins with the establishment of
per­formance standards
...
These standards should
have evolved out of job analysis and job
descriptions
...
Communicate Performance Expectations to
Employees:Once the performance standards are
established, this need to be communicated to the
respective employees so that they come to know
what is expected of them
...


3
...
In
this stage, the actual performance of the
employee is measured on the basis of
information available from various sources
such as personal observation, statistical
reports, oral reports, and written reports
...
Compare Actual Performance with
Standards:In this stage, the actual
performance is compared with the
predetermined standards
...
Discuss the Appraisal with the Employee:The
fifth step in the appraisal process is to
communi­cate to and discuss with the
employees the results of the appraisal
...

6
...
The areas needing
improvement are identified and then, the
measures to correct or improve the
performance are identified and initiated
...
Each of the methods is effective for
some purposes for some organizations only
...

• Broadly all methods of appraisals can be divided
into two different categories
...
Rating Scales Method creating Scales Method is commonly used
method for assessing the performance of the employees and wellknown traditional method of performance appraisal of employees
...

• Depending upon the job of employee under this method of
appraisal traits like attitude, performance, regularity, accountability
and sincerity etc,are rated with scale from 1 to 10
...

Attitude of employee towards his superiors, colleagues and
customers
1 23 45 6 7 8 9 10
1
...
excellent
Regularity in the job
1 23 45 6 7 8 9 10
1
...
outstanding

• 2
...
In this method
of appraising system, subordinate is observed by his
superiors regarding his performance in the job and on
his duties done
...

• 3
...
After all the
comparisons on the basis of the overall comparisons,
the employees are given the final rankings
...
CRITICAL INCIDENTS METHODS
This technique of performance appraisal was developed by Flanagan and
Burns
...
These critical incidents or events
represent the outstanding or poor behavior of employees on the job
...

• 5
...
The checklist contains a list of statements on the basis
of which the rater describes the on the job performance of the employees
...
A
checklist represents, in its simplest form, a set of objectives or descriptive
statements about the employee and his behavior
...

•
Is the employee really interested in the task assigned? Yes/No
•
Is he respected by his colleagues (co-workers)
Yes/No
•
Does he give respect to his superiors?
Yes/No
•
Does he follow instructions properly?
Yes/No
•
Does he make mistakes frequently?
Yes/No

6
...

Under this method, core traits of employee
pertaining to his job are carefully defined like
Attitude, Knowledge of Work, Managerial
Skills, Team Work, Honesty, Regularity,
Accountability, Interpersonal relationships,
Creativity and Discipline etc
...


7
...
The rater chooses the
appropriate fit for the categories on his own
discretion
...
Assessment centre method: This method was used
for the first time in 1930 by the German army and then
in 1960’s by the British army
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The performance of an
employee an also his potential for a new job is
evaluated in this method by assessing his performance
on job related simulations
...
Human Resource Accounting Method: HRA Human
resources are a valuable asset for any organization and
it can be valued in monetary terms
...
HR costs include expenses
incurred on HR planning recruitment selection
induction and training
...
This method is still
developing hence is not very popular at present
...
Behaviorally anchored rating scale (BARS): This
method combines the graphic rating scale and the
critical incident method
...
Then the
actual job behavior of an employee is evaluated against
the predetermined behavior
...
It is an effective way it is also known as
goal setting approach to appraisal
...
These measures are
use for operating the unit as well as for appraising the
performance of the employees
...
The 360 degree appraisal: The 360 degree
method of performance appraisal is used to make
the appraisal process more transparent, objective
and participative
...
Structured questionnaires are
used to collect information from the seniors,
subordinates and peers
...
)



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