22-09-2012, 10:44 AM
HUMAN RESOURCE DEPARTMENT
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Human beings are resources to an organization. They represent an investment whose development and utilization requires managing (planning, organizing, leadership and evaluation). There is a fundamental truth in the cliché that “People are the organizations most important assets”.
Human resource is the important resource of any organization. The complicated and challenging task of human resource management is handled by the personnel department. The aim of this department is to utilize man power to the fullest extent. Hence if an organization has to succeed it has to select right men to right job and right place at the right time.
TRAINING AND DEVELOPMENT
Training and Development nowadays constitute an ongoing process in any organization. Training is a tool for increasing individual performance and overall organizational growth. The objective of the training is to enable the employees to grow acquire knowledge of thought and action.
What is “Training”?
Training refers to importing of specific skills, abilities and knowledge to an employee or it is any attempt to improve present or future, employee performance by increasing an employee ability to perform, through learning, usually by changing the attitude or increasing his/her skills and knowledge.
Training is needed not only for technicians who work in the shop floor but also for supervisors, managers and executives. After training, candidates will be placed on the jobs to perform the tasks given to them effectively.
Development refers to those learning opportunities designed to help employees grow. Development is, less skill oriented and stresses on knowledge. Knowledge about business environment, management, principles and techniques, human relations, specific industry analysis and like.
Any training & development programme must contain inputs, which enable the participants to gain skills, learn theoretical concepts and help acquire vision to look in to the distant future. Training is an investment in HR with a promise of better returns in future.
IMPORTANCE OF TRAINING AND DEVELOPMENT
Training is the corner stone of sound management, for it makes employees more effective and productive. It is actively and intimately connected with all the personnel or managerial activities. It is an integral part of the whole management programme, with all its many activities functionally related.
Training is a practical and vital necessity because, apart from the other advantages mentioned above, it enables employees to develop and rise within the organization, and increase their market value, earning power and job security. It moulds the employee’s attitudes and helps them to achieve a better cooperation with the company and a great loyalty to it. Training, moreover, heightens the morale of the employees, for it helps in reducing dissatisfaction, complaints, grievances and absenteeism, reduces the rate of turnover. Further, trained employees make a better and economical use of materials and equipped; therefore, wastage and spoilage are lessened, and the needs for supervision is reduced.
PRINCIPLES OF TRAINING
1. Training and Development is continuous & its scope exists throughout the career.
2. The objective & scope of a training plan should be defined before its development is begun in order to provide a basis for common agreement & cooperative action.
3. Training and Development must meet the organization objectives, so the objectives of the employee Training and Development must be set in clear terms.
4. There exists a gape b/w best performance and present performance and Training and Development can bring out the hidden talents to fill the gaps.
5. Growth is a challenge, which involves stress and strains. Training helps an individual to cope up with these and helps in concentrated effort.
6. Active participation of the learner, the feedback of the learner’s performance accelerates growth and improves the effectiveness of Training and Development.
7. Training should be conducted in the actual job environment to the maximum possible extent.
COMPETENCY MAPPING
Competency Mapping is a process of identifying key competencies for a company or institution and the jobs and functions within it. Competency mapping is important and is an essential exercise. Every well managed firm should have well defined roles and list of competencies required to perform each role effectively. Such list should be used for recruitment, performance management, promotions, placement and training needs identification.
The competency framework serves as the bedrock for all HR applications. As a result of competency mapping, all the HR processes like talent induction, management development, appraisals and training yield much better results.
Competency Mapping gives an adept HR manager a fairly good picture of the employee to see whether he (or she) needs to perform better or to move up a notch on the scale. Once the employee `tops’ every indicator at his level, he moves on to the next and begins there at the bottom – in short, he is promoted.