Management development programme is an attempt to improve managerial effectiveness through a planned and deliberate learning process. Unlike general purpose of training, management development programme aims at developing conceptual and human skills of managers and executives through organized and systematic procedures. In India, many professional institutes like Administrative staff college of India, Management Development Institute, Indian Institute of Management, Quality Management International, National Institute of Personnel Management, Indian Society of Training and Development etc, conduct different management development programmes to sensitize managers and executives to various emerging problems of the corporate world. The major components of Management Development Programme are: Selection: To identify innate potentiality or managerial abilities of executives. Intellectual conditioning: To educate executives and managers on different managerial tools & techniques. Supervised training: To guide executives and managers on application and use of knowledge in the course of day to day activities. Management Development Programme Objectives For top Continue reading
Human Resource Management Basics
Roles and Responsibilities of Human Resource Management
Human resource management (HRM) is the strategic and coherent approach to the management of an organization’s most valued assets of the people working there who individually and collectively contribute to the achievement of the objectives of the business. The terms “human resource management” and “human resources” (HR) have largely replaced the term “personnel management” as a description of the processes involved in managing people in organizations. In simple words, HRM means employing people, developing their capacities, utilizing, maintaining and compensating their services in tune with the job and organizational requirement. Human resource management (HRM) is based primarily on the assumption that employees are individuals with varying goals and needs, and as such should not be thought of as basic business resources, such as trucks and filing cabinets. The field takes a positive view of workers, assuming that virtually all wish to contribute to the enterprise productively, and that the main Continue reading
Orthodox and Radical Critique of Performance Appraisal Process
Every organization has some goals and to achieve those goals organization hire people who can perform as per their standards to enable the organisation achieve its mission and vision. So performance is the key to achieve organisational goals. But to keep records and to analyse the performance, organisation needs to follow a specific processes which is known as “Performance Appraisal”. The important aspect for an organisation is not just to recruit good employees but also to retain them. Good working environment, promotions, career growth, rewards and recognition in return of their good performance will automatically retain the employees with the organisation. It is essential for an organisation to undertake different activities so that their employees feel motivated and give their best to the organisation. To increase employees morale and performance resulting in better productivity, organisations should undertake performance appraisal system. Performance management is one, which links organisations, individual and departmental Continue reading
Types of Motivation Theories
Motivation is defined as a general term for any part of the hypothetical psychological process which involves the experiencing of needs and drives and the behavior that leads to the goal which satisfies them. In essence, the motivational theories provide explanations as to why people behave the way they do. These diverse motivation theories helped identify and determine the myriad of factors that drive people to behave in particular ways. There are numerous motivation theories with more than one may of grouping or classifying them. However, the most common one is to classify them according to four general types, namely: need theory; expectancy theory; equity theory; and goal setting theory. These are considered as the formal motivation theories. 1. Need Theories Need theories buttress the assumption that people have psychological needs arising out of, though going far beyond, basic biological drives like hunger, thirst, sex or the avoidance of pain. Continue reading
Kirkpatrick’s Training Evaluation Model
Donald L Kirkpatrick, Professor Emeritus, University Of Wisconsin, first published his ideas in 1959, in a series of articles in the Journal of American Society of Training Directors. The articles were subsequently included in Kirkpatrick’s book Evaluating Training Programs. He was president of the American Society for Training and Development (ASTD) in 1975. Donald Kirkpatrick’s 1994 book, Evaluating Training Programs, defined his originally published ideas of 1959, thereby further increasing awareness of them, so that his theory has now become arguably the most widely used and popular model for the evaluation of training and learning. Kirkpatrick’s training evaluation model is now considered an industry standard across the HR and training communities. Four Levels of Kirkpatrick’s Training Evaluation Model The basic structure of Kirkpatrick’s training evaluation model focuses on four levels namely, “Reaction, Learning, Behavior and Results”. Reaction, or the extent to which learners were satisfied with the programme; Learning, or Continue reading
Theories of Motivation
Motivation is the creation of stimuli, incentives, and working environments which enable people to perform to the best of their ability in pursuit of organisational success. It is commonly viewed as the magic drives that enable managers to get others to achieve their targets. Since the dawn of the twentieth century, there has been a shift at least in theory. Many management theorists have provided insights into motivation. Motivation can have an effect on the output of any company or organisation. Organisations and companies relies heavily on the efficiency of it production staff to make sure that products are manufactured in numbers that meet demand of customers. If these employees lack the motivation to produce and perform to the best of their ability and meet the demand of customers, then an organisation may face a problem which may lead to serious consequences. The traditional form of motivation stated that people Continue reading