Training and Development

Training and Development

1. Training & Development Unit IV

2. Training Process Every organization whether profit or non-profit, public or private or government, needs to have well trained and experienced employees to perform the activities in order to achieve the organizational goals. Training is necessary to enhance the skill levels and increase the versatility and adaptability of employees.

3. Training Process A training process involves the following steps:- 1. Identifying Training Needs 2. Establish Specific Objectives 3. Designing the Training Programme 4. Getting Ready for the Job 5. Preparation of the Learner 6. Presentation of Operation and Knowledge 7. Performance Try-Out 8. Follow-Up and Evaluation Training Results.

4. Training Process Step # 1. Identifying Training Needs: Training need is a difference between standard performance and actual performance. Hence, it tries to bridge the gap between standard performance and actual performance. The gap clearly underlines the need for training of employees. Hence, under this phase, the gap is identified in order to assess the training needs.

5. Training Process Step # 2. Establish Specific Objectives: After the identification of training needs, the most crucial task is to determine the objectives of training. Hence, the primary purpose of training should focus to bridge the gap between standard performance and actual performance. This can be done through setting training objectives. Thus, basic objective of training is to bring proper match between man and the job.

6. Training Process Step # 3. Select Appropriate Methods: Training methods are desired means of attaining training objectives. After the determination of training needs and specification of objectives, an appropriate training method is to be identified and selected to achieve the stated objectives. There are number of training methods available but their suitability is judged as per the need of organizational training needs.

7. Training Process Step # 4. Implement Programs: After the selection of an appropriate method, the actual functioning takes place. Under this step, the prepared plans and programs are implemented to get the desired output. Under it, employees are trained to develop for better performance of organizational activities.

8. Training Process Step # 5. Evaluate Program: It consists of an evaluation of various aspects of training in order to know whether the training program was effective. In other words, it refers to the training utility in terms of effect of training on employees’ performance.

9. Training Process Step # 6. Feedback: Finally, a feedback mechanism is created in order to identify the weak areas in the training program and improve the same in future. For this purpose, information relating to class room, food, lodging etc., are obtained from participants. The obtained information, then, evaluated, and analyzed in order to mark weak areas of training programs and for future improvements.

10. What is Organizational Development? It is the application of social science techniques to plan change in organizational settings for the purpose of enhancing organizational effectiveness and the development of individuals.

11. Underlying Values Concept of people Concern for science Democratic principles The helping relationship

12. Potential Conflicts with OD Conflict with profit making Conflict with managerial prerogatives

13. Organizational Level Diagnosis Inputs General Environment Industry Structure Transformation Strategy Design Factors Culture Outputs Performance Productivity Satisfaction

14. Group Level Diagnosis Inputs Organization Design Factors Culture Strategy Transformation Group Design Factors Outputs Team Effectiveness Productivity, Satisfaction

15. Individual Level Diagnosis Inputs Group Design Factors Personal Characterist- ics Transformation Job Design Factors Outputs Individual Effectiveness Productivity, Satisfaction

16. After Diagnosis

17. Team Building Improved group processes Communication Goal clarification Role clarification Task orientation

18. Survey Feedback Small meetings to feedback survey results Meetings used to formulate change Managers conduct meetings to indicate commitment

19. Employee Involvement Quality of worklife Quality circles Total quality management

20. Re-Engineering Job redesign Teamwork Work performed by most appropriate person Advanced information technologies used

21. OD Effectiveness More impact on organizational than individual outcomes Works better for white collars than blue collars Works better if multiple techniques are used Technological change shows more positive outcomes

22. Measurement Problems Difficult to isolate cause of outcomes since OD efforts often involve multiple changes May be the result of Hawthorne effects Change may be due to maturation or passage of time and not intervention Hawthrone Effect: the  alteration  of behaviour by the subjects of a study due to their awareness of being observed.

23. Ethical Issues The role of the OD practitioner Who’s values

24. Backwards & Forwards Summing up: We looked at OD values and how the process operates. We explored major approaches and the difficulties inherent in evaluating interventions Looking ahead: We conclude the semester by looking at organizational behavior in a global context

25. Performance Appraisal Performance appraisal is a method of evaluating the behavior of employees in the work spot, normally including both the quantitative and qualitative aspects of job performance.

26. Objectives The performance appraisal process serves several important purposes Compensation decisions Promotion decisions Training and development programmes Feedback to the employee Personal growth and development

27. Performance Appraisal Process 1.Establishing performance standards The first step in the process of performance appraisal is the setting up of the standards which will be used to as the base to compare the actual performance of the employees. This step requires setting the criteria to judge the performance of the employees as successful or unsuccessful and the degrees of their contribution to the organizational goals and objectives. The standards set should be clear, easily understandable and in measurable terms. In case the performance of the employee cannot be measured, great care should be taken to describe the standards.

28. Performance Appraisal Process 2.Communicating the standards Once set, it is the responsibility of the management to communicate the standards to all the employees of the organization. The employees should be informed, and the standards should be clearly explained to the employees. This will help them to understand their roles and to know what exactly is expected from them. The standards should also be communicated to the appraisers or the evaluators and if required, the standards can also be modified at this stage itself according to the relevant feedback from the employees or the evaluators.

29. Performance Appraisal Process 3.Measuring the actual performance The most difficult part of the Performance appraisal process is measuring the actual performance of the employees that is the work done by the employees during the specified period of time. It is a continuous process which involves monitoring the performance throughout the year. This stage requires the careful selection of the appropriate techniques of measurement, taking care that personal bias does not affect the outcome of the process and providing assistance rather than interfering in an employees work.

30. Performance Appraisal Process 4.Comparing actual performance with desired performance The actual performance is compared with the desired or the standard performance. The comparison tells the deviations in the performance of the employees from the standards set. The result can show the actual performance being more than the desired performance or, the actual performance being less than the desired performance depicting a negative deviation in the organizational performance. It includes recalling, evaluating and analysis of data related to the employees’ performance.

31. Performance Appraisal Process 5.Discussing results [Feedback] The result of the appraisal is communicated and discussed with the employees on one-to-one basis. The focus of this discussion is on communication and listening. The results, the problems and the possible solutions are discussed with the aim of problem solving and reaching consensus. The feedback should be given with a positive attitude as this can have an effect on the employees’ future performance. Performance appraisal feedback by managers should be in such way helpful to correct mistakes done by the employees and help them to motivate for better performance but not to demotivate. Performance feedback task should be handled very carefully as it may leads to emotional outburst if it is not handing properly. Sometimes employees should be prepared before giving them feedback as it may be received positively or negatively depending upon the nature and attitude of employees.

32. Performance Appraisal For Establishing Employee Evaluation System Establishing an effective employee evaluation system can be crucial for managing and improving employee performance. Performance appraisal is one of the key tools used for evaluating employee performance and providing feedback.

33. Performance Appraisal For Establishing Employee Evaluation System Here are some steps you can follow to use performance appraisal for establishing an employee evaluation system: Define the purpose of the evaluation system: Determine the specific goals and objectives of your employee evaluation system. What do you want to achieve by evaluating your employees' performance? What areas do you want to focus on? Determine the performance criteria: Decide on the performance criteria that will be used to evaluate employee performance. These criteria should be aligned with the organization's goals and objectives.

34. Performance Appraisal For Establishing Employee Evaluation System Here are some steps you can follow to use performance appraisal for establishing an employee evaluation system: 3. Choose the appropriate performance appraisal method: There are various performance appraisal methods to choose from, such as the graphic rating scale, critical incident method, and 360-degree feedback. Select the method that best suits your organization's needs and objectives. 4. Train managers and supervisors: Provide training to managers and supervisors who will be responsible for conducting the performance appraisal. This training should cover how to conduct an appraisal effectively, how to provide constructive feedback, and how to set goals and objectives.

35. Performance Appraisal For Establishing Employee Evaluation System Here are some steps you can follow to use performance appraisal for establishing an employee evaluation system: 5. Communicate the evaluation process to employees: Ensure that employees understand the evaluation process and the performance criteria being used. Employees should know what is expected of them and how they will be evaluated. 6. Conduct the performance appraisal: Managers and supervisors should conduct the performance appraisal in a fair and objective manner. They should use the agreed-upon criteria to evaluate each employee's performance.

36. Performance Appraisal For Establishing Employee Evaluation System 7. Provide feedback and coaching: After the performance appraisal, managers and supervisors should provide feedback to each employee, highlighting areas of strength and areas that need improvement. They should also provide coaching and support to help employees improve their performance. 8. Set goals and objectives: Based on the performance appraisal, managers and supervisors should set goals and objectives for each employee. These goals should be specific, measurable, achievable, relevant, and time-bound. 9. Monitor and evaluate the evaluation system: Regularly monitor and evaluate the employee evaluation system to ensure it is achieving its intended goals and objectives. Make adjustments as necessary to improve the system.

37. Performance Appraisal For Establishing Employee Evaluation System in Construction Industry The construction industry is unique and has specific performance metrics that are relevant to evaluating employee performance. Here are some steps that can help you use performance appraisal for establishing an effective employee evaluation system in the construction industry: Identify key performance indicators (KPIs): Identify the KPIs that are most relevant to your organization's construction industry. These could include metrics like project completion rate, safety compliance, quality of work, and productivity. Choose the appropriate performance appraisal method: Consider the specific requirements of the construction industry when selecting a performance appraisal method. For example, the critical incident method, which involves recording specific incidents of good or bad performance, might be appropriate for evaluating safety compliance. Alternatively, the graphic rating scale method could be used to evaluate productivity or the quality of work.

38. Performance Appraisal For Establishing Employee Evaluation System in Construction Industry 3. Create performance appraisal forms: Develop a performance appraisal form that includes the KPIs identified in the first step. This form should provide specific criteria for evaluating performance in each area. 4. Train managers and supervisors: Provide training to managers and supervisors on how to conduct performance appraisals in the construction industry. The training should cover the KPIs and the specific criteria for evaluating performance. 5. Communicate the evaluation process to employees: Ensure that employees understand the performance appraisal process and the KPIs that will be used to evaluate their performance. This will help them focus on the areas that are most important to the organization.

39. Performance Appraisal For Establishing Employee Evaluation System in Construction Industry 6. Conduct the performance appraisal: Conduct the performance appraisal in a fair and objective manner, using the specific criteria outlined in the performance appraisal form. Provide feedback to employees and offer suggestions for improvement. 7. Set goals and objectives: Based on the performance appraisal, set goals and objectives for each employee. These goals should be specific, measurable, achievable, relevant, and time-bound. 8. Monitor and evaluate the evaluation system: Regularly monitor and evaluate the employee evaluation system to ensure it is achieving its intended goals and objectives. Make adjustments as necessary to improve the system. By following these steps, you can use performance appraisal to establish an effective employee evaluation system in the construction industry. The system should be tailored to the unique requirements of the industry and should focus on KPIs that are most relevant to the

40. Performance Management and Encouragement Performance management and encouragement are important aspects in any industry, including the construction industry. Construction projects are complex and involve a multitude of activities and tasks that require collaboration and coordination among various stakeholders such as architects, engineers, contractors, suppliers, and clients. Effective performance management and encouragement can help ensure that the project is completed on time, within budget, and to the required quality standards.

41. Performance Management and Encouragement Here are some strategies for performance management and encouragement in the construction industry: Clearly define project goals and objectives: Setting clear and specific goals and objectives for the project can help to align the efforts of all stakeholders towards a common objective. This can also help to provide a clear understanding of what is expected from each team member, which can help to reduce misunderstandings and conflicts. Regular feedback and communication: Providing regular feedback and open communication channels can help to keep all stakeholders informed about project progress, issues, and challenges. This can also help to identify areas for improvement and allow for timely corrective actions.

42. Performance Management and Encouragement Use Key Performance Indicators (KPIs): Using KPIs such as cost, time, and quality metrics can help to track performance and identify areas for improvement. These KPIs can also be used to incentivize and reward high performers and encourage improvement in those areas where performance is lacking. Training and development: Providing training and development opportunities for team members can help to improve their skills and knowledge, which can translate into improved performance. This can also help to create a culture of continuous improvement and innovation.

43. Performance Management and Encouragement Celebrate successes: Celebrating project successes and milestones can help to boost morale and motivation among team members. This can also help to create a positive work environment and foster a sense of team spirit and collaboration. Overall, effective performance management and encouragement can help to ensure the success of construction projects and create a positive and productive work environment for all stakeholders.

44. Rewarding Employee Rewarding employees in the construction industry can be an effective way to motivate and retain top talent, which is particularly important in an industry where skilled workers are in high demand. Here are some ideas for how to reward employees in the construction industry: Performance-Based Bonuses: Offering bonuses for outstanding performance can motivate employees to work harder and achieve more. You can tie bonuses to metrics like completing projects on time or under budget, achieving a certain level of customer satisfaction, or reaching specific safety milestones. Recognition Programs: Recognizing employees for their hard work and accomplishments can be a powerful motivator. You can implement an employee recognition program that rewards employees for going above and beyond, such as a “employee of the month” award or a “most improved” award.

45. Rewarding Employee Professional Development Opportunities: Investing in employee development can be a powerful motivator. You can offer opportunities for training, education, or certifications that can help employees improve their skills and advance in their careers. Health and Wellness Benefits: In an industry that can be physically demanding, offering health and wellness benefits can be an effective way to show employees that you value their well-being. You can offer benefits like gym memberships, wellness programs, or health insurance. Flexible Work Arrangements: Offering flexible work arrangements, such as telecommuting or flexible hours, can be a great way to reward employees for their hard work while also promoting work-life balance.

46. Rewarding Employee Social Events: Hosting social events like company outings, picnics, or holiday parties can be a great way to build morale and show employees that you value their contributions to the company. Remember , the key to effective employee rewards is to make them meaningful and personalized. Take the time to understand what motivates your employees and tailor your rewards to their individual needs and interests.