Training and Development in Human Resource Management is the process of acquiring knowledge, skills, and attitude that helps improve employees' job
DrKarthikaM
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49 slides
Mar 01, 2025
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About This Presentation
Training and development (T&D) in Human Resource Management (HRM) is a system of activities that help employees improve their skills and knowledge. It's a key part of building a strong, adaptable workforce.
Slide Content
Training and DevelopmentTraining and Development
1. Training vs. Development.1. Training vs. Development.
2. Importance of Training.2. Importance of Training.
3. Types of Training.3. Types of Training.
4. Training Process Model.4. Training Process Model.
5. Learning Principles.5. Learning Principles.
6. Training Methods.6. Training Methods.
1. Training vs. Development.1. Training vs. Development.
2. Importance of Training.2. Importance of Training.
3. Types of Training.3. Types of Training.
4. Training Process Model.4. Training Process Model.
5. Learning Principles.5. Learning Principles.
6. Training Methods.6. Training Methods.
1. Difference Between Training 1. Difference Between Training
TrainingTraining focuses on focuses on
specificspecific job job
knowledge and skill knowledge and skill
that is to be applied in that is to be applied in
the short run.the short run.
DevelopmentDevelopment focuses on focuses on
broad knowledge and broad knowledge and
insights that may be insights that may be
required for required for adaptationadaptation
to environmental to environmental
demands in the future.demands in the future.
1. Training vs. Development
TrainingTraining focuses on focuses on
specificspecific job job
knowledge and skill knowledge and skill
that is to be applied in that is to be applied in
the short run.the short run.
DevelopmentDevelopment focuses on focuses on
broad knowledge and broad knowledge and
insights that may be insights that may be
required for required for adaptationadaptation
to environmental to environmental
demands in the future.demands in the future.
1. Training vs. Development
Training ObjectivesTraining Objectives
Formal description of what trainee should Formal description of what trainee should
be able to do after trainingbe able to do after training
ObjectivesObjectives
•Convey training goalsConvey training goals
•Provide a framework to develop course contentProvide a framework to develop course content
•Provide a basis for assessing training Provide a basis for assessing training
achievementachievement
Characteristics of effective objectivesCharacteristics of effective objectives
•Statement of desired capability or behaviorStatement of desired capability or behavior
•Specify conditions under which behavior will be Specify conditions under which behavior will be
performedperformed
•State the criterion of acceptable performanceState the criterion of acceptable performance
Formal description of what trainee should Formal description of what trainee should
be able to do after trainingbe able to do after training
ObjectivesObjectives
•Convey training goalsConvey training goals
•Provide a framework to develop course contentProvide a framework to develop course content
•Provide a basis for assessing training Provide a basis for assessing training
achievementachievement
Characteristics of effective objectivesCharacteristics of effective objectives
•Statement of desired capability or behaviorStatement of desired capability or behavior
•Specify conditions under which behavior will be Specify conditions under which behavior will be
performedperformed
•State the criterion of acceptable performanceState the criterion of acceptable performance
Training Needs AssessmentTraining Needs Assessment
Organizational AnalysisOrganizational Analysis
•Examines system wide factors that effect Examines system wide factors that effect
the transfer of newly acquired skills to the transfer of newly acquired skills to
the workplacethe workplace
Person AnalysisPerson Analysis
•WhoWho needs needs whatwhat kind of training kind of training
Task AnalysisTask Analysis
•Provides statements of the activities and Provides statements of the activities and
work operations performed on the jobwork operations performed on the job
Organizational AnalysisOrganizational Analysis
•Examines system wide factors that effect Examines system wide factors that effect
the transfer of newly acquired skills to the transfer of newly acquired skills to
the workplacethe workplace
Person AnalysisPerson Analysis
•WhoWho needs needs whatwhat kind of training kind of training
Task AnalysisTask Analysis
•Provides statements of the activities and Provides statements of the activities and
work operations performed on the jobwork operations performed on the job
1. Respond to 1. Respond to technologytechnology changes affecting changes affecting
job requirements.job requirements.
2. Respond to organizational 2. Respond to organizational restructuringrestructuring..
3. Adapt to increased 3. Adapt to increased diversitydiversity of the of the
workforce.workforce.
4. Support 4. Support careercareer development. development.
5. Fulfill employee need for 5. Fulfill employee need for growthgrowth..
2. Importance of Training
job requirements.job requirements.
2. Respond to organizational 2. Respond to organizational restructuringrestructuring..
3. Adapt to increased 3. Adapt to increased diversitydiversity of the of the
workforce.workforce.
4. Support 4. Support careercareer development. development.
5. Fulfill employee need for 5. Fulfill employee need for growthgrowth..
2. Importance of Training
3. Types of Training3. Types of Training
1. Skills Training.1. Skills Training.
2. Retraining.2. Retraining.
3. Cross-Functional. 3. Cross-Functional.
4. Team Training.4. Team Training.
5. Creativity Training.5. Creativity Training.
6. Literacy Training.6. Literacy Training.
7. Diversity Training.7. Diversity Training.
8. Customer Service.8. Customer Service.
3. Types of Training
1. Skills Training.1. Skills Training.
2. Retraining.2. Retraining.
3. Cross-Functional. 3. Cross-Functional.
4. Team Training.4. Team Training.
5. Creativity Training.5. Creativity Training.
6. Literacy Training.6. Literacy Training.
7. Diversity Training.7. Diversity Training.
8. Customer Service.8. Customer Service.
3. Types of Training
1. 1. SKILLS TRAININGSKILLS TRAINING
Focus on job knowledge Focus on job knowledge
and skill for:and skill for:
Instructing new hires.Instructing new hires.
Overcoming performance Overcoming performance
deficits of the workforce.deficits of the workforce.
Focus on job knowledge Focus on job knowledge
and skill for:and skill for:
Instructing new hires.Instructing new hires.
Overcoming performance Overcoming performance
deficits of the workforce.deficits of the workforce.
2. 2. RetrainingRetraining
Maintaining worker knowledge and Maintaining worker knowledge and
skill as skill as job requirements changejob requirements change due due
to:to:
Technological innovationTechnological innovation
Organizational restructuringOrganizational restructuring
Maintaining worker knowledge and Maintaining worker knowledge and
skill as skill as job requirements changejob requirements change due due
to:to:
Technological innovationTechnological innovation
Organizational restructuringOrganizational restructuring
3. 3. Cross-Functional TrainingCross-Functional Training
Training employees to perform a Training employees to perform a
wider wider variety of tasksvariety of tasks in order to in order to
gain:gain:
Flexibility in work scheduling.Flexibility in work scheduling.
Improved coordination.Improved coordination.
Training employees to perform a Training employees to perform a
wider wider variety of tasksvariety of tasks in order to in order to
gain:gain:
Flexibility in work scheduling.Flexibility in work scheduling.
Improved coordination.Improved coordination.
4. 4. Team TrainingTeam Training
Training self-directed teams with Training self-directed teams with
regard to:regard to:
Management skills.Management skills.
Coordination skills.Coordination skills.
Cross-functional skills.Cross-functional skills.
Training self-directed teams with Training self-directed teams with
regard to:regard to:
Management skills.Management skills.
Coordination skills.Coordination skills.
Cross-functional skills.Cross-functional skills.
5. 5. Creativity TrainingCreativity Training
Using innovative learning Using innovative learning
techniques to enhance techniques to enhance
employee ability to spawn employee ability to spawn
new ideas and new new ideas and new
approaches.approaches.
Using innovative learning Using innovative learning
techniques to enhance techniques to enhance
employee ability to spawn employee ability to spawn
new ideas and new new ideas and new
approaches.approaches.
6. 6. Literacy TrainingLiteracy Training
Improving Improving basic skillsbasic skills of the of the
workforce such as workforce such as
mathematics, reading, writing, mathematics, reading, writing,
and effective employee and effective employee
behaviors such as punctuality, behaviors such as punctuality,
responsibility, cooperation,etc. responsibility, cooperation,etc.
Improving Improving basic skillsbasic skills of the of the
workforce such as workforce such as
mathematics, reading, writing, mathematics, reading, writing,
and effective employee and effective employee
behaviors such as punctuality, behaviors such as punctuality,
responsibility, cooperation,etc. responsibility, cooperation,etc.
7. 7. Diversity TrainingDiversity Training
Instituting a variety of programs Instituting a variety of programs
to instill awareness, tolerance, to instill awareness, tolerance,
respect, and acceptance of respect, and acceptance of
persons of different race, persons of different race,
gender, etc. and different gender, etc. and different
backgrounds.backgrounds.
Instituting a variety of programs Instituting a variety of programs
to instill awareness, tolerance, to instill awareness, tolerance,
respect, and acceptance of respect, and acceptance of
persons of different race, persons of different race,
gender, etc. and different gender, etc. and different
backgrounds.backgrounds.
8. 8. Customer Service TrainingCustomer Service Training
Training to improve Training to improve
communication, better communication, better
response to customer response to customer
needs, and ways to needs, and ways to
enhance customer enhance customer
satisfaction.satisfaction.
Training to improve Training to improve
communication, better communication, better
response to customer response to customer
needs, and ways to needs, and ways to
enhance customer enhance customer
satisfaction.satisfaction.
Methods of trainingMethods of training
1. Classroom Instruction1. Classroom Instruction
2. 2. Video and FilmVideo and Film
3. 3. Computer Assisted InstructionComputer Assisted Instruction
4. 4. Computer Assisted InstructionComputer Assisted Instruction
with Videowith Video
5. 5. Simulation/VestibuleSimulation/Vestibule
6. Off the job training6. Off the job training
1. Classroom Instruction1. Classroom Instruction
2. 2. Video and FilmVideo and Film
3. 3. Computer Assisted InstructionComputer Assisted Instruction
4. 4. Computer Assisted InstructionComputer Assisted Instruction
with Videowith Video
5. 5. Simulation/VestibuleSimulation/Vestibule
6. Off the job training6. Off the job training
1. 1. Classroom InstructionClassroom Instruction
Efficient dissemination Efficient dissemination
of large volume of of large volume of
information.information.
Effective in explaining Effective in explaining
concepts, theories, and concepts, theories, and
principles.principles.
Provides opportunity for Provides opportunity for
discussion.discussion.
Learner does not control Learner does not control
pace or contentpace or content
Does not consider Does not consider
individual differences.individual differences.
Limited practice.Limited practice.
Limited feedback.Limited feedback.
Limited transfer to job.Limited transfer to job.
PROS CONS
Efficient dissemination Efficient dissemination
of large volume of of large volume of
information.information.
Effective in explaining Effective in explaining
concepts, theories, and concepts, theories, and
principles.principles.
Provides opportunity for Provides opportunity for
discussion.discussion.
Learner does not control Learner does not control
pace or contentpace or content
Does not consider Does not consider
individual differences.individual differences.
Limited practice.Limited practice.
Limited feedback.Limited feedback.
Limited transfer to job.Limited transfer to job.
PROS CONS
2. 2. Video and FilmVideo and Film
Provides realism.Provides realism.
Adds interest.Adds interest.
Allows scheduling Allows scheduling
flexibility.flexibility.
Allows exposure to Allows exposure to
hazardous events.hazardous events.
Allows distribution to Allows distribution to
multiple sites.multiple sites.
Does not consider Does not consider
individual differences.individual differences.
Limited practice.Limited practice.
Limited feedback.Limited feedback.
Limited transfer to job.Limited transfer to job.
PROS CONS
Provides realism.Provides realism.
Adds interest.Adds interest.
Allows scheduling Allows scheduling
flexibility.flexibility.
Allows exposure to Allows exposure to
hazardous events.hazardous events.
Allows distribution to Allows distribution to
multiple sites.multiple sites.
Does not consider Does not consider
individual differences.individual differences.
Limited practice.Limited practice.
Limited feedback.Limited feedback.
Limited transfer to job.Limited transfer to job.
PROS CONS
3. 3. Computer Assisted InstructionComputer Assisted Instruction
Efficient instruction.Efficient instruction.
Considers individual Considers individual
differences.differences.
Allows scheduling Allows scheduling
flexibility.flexibility.
Allows active practice Allows active practice
for some tasks.for some tasks.
Allows learner control.Allows learner control.
Provides immediate Provides immediate
feedback to tasks.feedback to tasks.
Limited in presenting Limited in presenting
theories and principles.theories and principles.
Limited discussion.Limited discussion.
Transfer depends on Transfer depends on
particular job. (Good for particular job. (Good for
computer work.)computer work.)
High development cost High development cost
(40-60 hours per hour of (40-60 hours per hour of
instruction at $100-$300 instruction at $100-$300
per hour.)per hour.)
PROS CONS
Efficient instruction.Efficient instruction.
Considers individual Considers individual
differences.differences.
Allows scheduling Allows scheduling
flexibility.flexibility.
Allows active practice Allows active practice
for some tasks.for some tasks.
Allows learner control.Allows learner control.
Provides immediate Provides immediate
feedback to tasks.feedback to tasks.
Limited in presenting Limited in presenting
theories and principles.theories and principles.
Limited discussion.Limited discussion.
Transfer depends on Transfer depends on
particular job. (Good for particular job. (Good for
computer work.)computer work.)
High development cost High development cost
(40-60 hours per hour of (40-60 hours per hour of
instruction at $100-$300 instruction at $100-$300
per hour.)per hour.)
PROS CONS
4. 4. Computer Assisted InstructionComputer Assisted Instruction
with Videowith Video
Same as basic CAI.Same as basic CAI.
Adds realism.Adds realism.
Adds interest.Adds interest.
Allows exposure to Allows exposure to
hazardous events.hazardous events.
Same as basic CAI.Same as basic CAI.
Adds additional cost.Adds additional cost.
$50,000-$150,000 per hour $50,000-$150,000 per hour
of instruction due to:of instruction due to:
* Script writers* Script writers
* Production specialists* Production specialists
* Camera crews* Camera crews
PROS CONS
with Videowith Video
Same as basic CAI.Same as basic CAI.
Adds realism.Adds realism.
Adds interest.Adds interest.
Allows exposure to Allows exposure to
hazardous events.hazardous events.
Same as basic CAI.Same as basic CAI.
Adds additional cost.Adds additional cost.
$50,000-$150,000 per hour $50,000-$150,000 per hour
of instruction due to:of instruction due to:
* Script writers* Script writers
* Production specialists* Production specialists
* Camera crews* Camera crews
PROS CONS
5. 5. Simulation/VestibuleSimulation/Vestibule
Provides realism.Provides realism.
Allows active practice.Allows active practice.
Provides immediate Provides immediate
feedback.feedback.
Allows exposure to Allows exposure to
hazardous events.hazardous events.
High transfer to job.High transfer to job.
No job interference.No job interference.
Lowers trainee stress.Lowers trainee stress.
Cannot cover all job aspects. Cannot cover all job aspects.
Limited number of trainees.Limited number of trainees.
Can be very expensive (for Can be very expensive (for
example, “aircraft simulators” example, “aircraft simulators”
and “virtual reality” and “virtual reality”
simulators).simulators).
PROS CONS
Provides realism.Provides realism.
Allows active practice.Allows active practice.
Provides immediate Provides immediate
feedback.feedback.
Allows exposure to Allows exposure to
hazardous events.hazardous events.
High transfer to job.High transfer to job.
No job interference.No job interference.
Lowers trainee stress.Lowers trainee stress.
Cannot cover all job aspects. Cannot cover all job aspects.
Limited number of trainees.Limited number of trainees.
Can be very expensive (for Can be very expensive (for
example, “aircraft simulators” example, “aircraft simulators”
and “virtual reality” and “virtual reality”
simulators).simulators).
PROS CONS
6. On-The-Job Training6. On-The-Job Training
Provides realism.Provides realism.
Allows active practice.Allows active practice.
Provides immediate Provides immediate
feedback.feedback.
High motivation.High motivation.
High transfer to job.High transfer to job.
Lowers training cost.Lowers training cost.
Disruptions to operations.Disruptions to operations.
May damage equipment.May damage equipment.
Inconsistent across Inconsistent across
departments.departments.
Inadequate focus on Inadequate focus on
underlying principles.underlying principles.
Lack of systematic feedback.Lack of systematic feedback.
Transfer of improper Transfer of improper
procedures.procedures.
Trainee stress.Trainee stress.
PROS CONS
Provides realism.Provides realism.
Allows active practice.Allows active practice.
Provides immediate Provides immediate
feedback.feedback.
High motivation.High motivation.
High transfer to job.High transfer to job.
Lowers training cost.Lowers training cost.
Disruptions to operations.Disruptions to operations.
May damage equipment.May damage equipment.
Inconsistent across Inconsistent across
departments.departments.
Inadequate focus on Inadequate focus on
underlying principles.underlying principles.
Lack of systematic feedback.Lack of systematic feedback.
Transfer of improper Transfer of improper
procedures.procedures.
Trainee stress.Trainee stress.
PROS CONS
Off the job trainingOff the job training
Case studies Case studies
Role plays Role plays
Conference method Conference method
LecturesLectures
Case studies Case studies
Role plays Role plays
Conference method Conference method
LecturesLectures
Career PlanningCareer Planning
Organization of talk….Organization of talk….
What is career planning ?
Glimpse of career planning process
How important is career planning
Career planning done by : Individuals
Organizations
Guidelines
What is career planning ?
Glimpse of career planning process
How important is career planning
Career planning done by : Individuals
Organizations
Guidelines
What is career??What is career??
Job vs. CareerJob vs. Career
JobJob – “What can I do now to make money?” – “What can I do now to make money?”
CareerCareer – Chosen Profession for your life. Requires a – Chosen Profession for your life. Requires a
willingness to get the training needed to build your willingness to get the training needed to build your
skills for the future.skills for the future.
A career is the work a person does. It is the A career is the work a person does. It is the
sequence of jobs that an individual has held sequence of jobs that an individual has held
throughout his or her working life E.g. throughout his or her working life E.g.
occupation of nursing. occupation of nursing.
Job vs. CareerJob vs. Career
JobJob – “What can I do now to make money?” – “What can I do now to make money?”
CareerCareer – Chosen Profession for your life. Requires a – Chosen Profession for your life. Requires a
willingness to get the training needed to build your willingness to get the training needed to build your
skills for the future.skills for the future.
A career is the work a person does. It is the A career is the work a person does. It is the
sequence of jobs that an individual has held sequence of jobs that an individual has held
throughout his or her working life E.g. throughout his or her working life E.g.
occupation of nursing. occupation of nursing.
Career planning what’s that?? Career planning what’s that??
““Career planning consists of activities Career planning consists of activities
and actions that you take to achieve your and actions that you take to achieve your
individual career goals”individual career goals”
““Career planning consists of activities Career planning consists of activities
and actions that you take to achieve your and actions that you take to achieve your
individual career goals”individual career goals”
Deeper insight … Deeper insight …
It is the life- long process a person goes through to It is the life- long process a person goes through to
learn about himself such aslearn about himself such as
•purpose,purpose,
•personalitypersonality
•interestsinterests
•skills skills
•talents talents
Develop a self- concept, learn about careers, and Develop a self- concept, learn about careers, and
work situations work situations
Make a career choice, while developing and Make a career choice, while developing and
coping social skills coping social skills
It is the life- long process a person goes through to It is the life- long process a person goes through to
learn about himself such aslearn about himself such as
•purpose,purpose,
•personalitypersonality
•interestsinterests
•skills skills
•talents talents
Develop a self- concept, learn about careers, and Develop a self- concept, learn about careers, and
work situations work situations
Make a career choice, while developing and Make a career choice, while developing and
coping social skills coping social skills
Career planning : An ongoing Career planning : An ongoing
processprocess
Here You… Here You…
Explore your interests and Explore your interests and
abilities abilities
Strategically plan your Strategically plan your
career goalscareer goals
Create your future work Create your future work
success by designing success by designing
learning and action plans learning and action plans
to help you achieve your to help you achieve your
goals. goals.
processprocess
Here You… Here You…
Explore your interests and Explore your interests and
abilities abilities
Strategically plan your Strategically plan your
career goalscareer goals
Create your future work Create your future work
success by designing success by designing
learning and action plans learning and action plans
to help you achieve your to help you achieve your
goals. goals.
How important is career planning?How important is career planning?
People leave an organisation due to lack of career People leave an organisation due to lack of career
growth growth
Deeper focus on an employee’s aims and aspirations Deeper focus on an employee’s aims and aspirations
Degree of clarity Degree of clarity
Helps in identifying handicaps & the blind spots to Helps in identifying handicaps & the blind spots to
overcome overcome
Significant motivator Significant motivator
Key retention toolKey retention tool
Critical human resource strategy Critical human resource strategy
People leave an organisation due to lack of career People leave an organisation due to lack of career
growth growth
Deeper focus on an employee’s aims and aspirations Deeper focus on an employee’s aims and aspirations
Degree of clarity Degree of clarity
Helps in identifying handicaps & the blind spots to Helps in identifying handicaps & the blind spots to
overcome overcome
Significant motivator Significant motivator
Key retention toolKey retention tool
Critical human resource strategy Critical human resource strategy
Objective of career planningObjective of career planning
Identifying and making clear opportunities Identifying and making clear opportunities
available. available.
To reduce employee turnover.To reduce employee turnover.
To Increase productivity.To Increase productivity.
To identify the career stages and enhance To identify the career stages and enhance
the motivational level. the motivational level.
To achieve the organisation’s goal by To achieve the organisation’s goal by
providing the employees paths to reach providing the employees paths to reach
higher order needs.higher order needs.
Identifying and making clear opportunities Identifying and making clear opportunities
available. available.
To reduce employee turnover.To reduce employee turnover.
To Increase productivity.To Increase productivity.
To identify the career stages and enhance To identify the career stages and enhance
the motivational level. the motivational level.
To achieve the organisation’s goal by To achieve the organisation’s goal by
providing the employees paths to reach providing the employees paths to reach
higher order needs.higher order needs.
Whose responsible for planning ones career??Whose responsible for planning ones career??
IndividualIndividual Organization
IndividualIndividual Organization
Self Assessment
Academic/ Career
options
Relevant /Practical
Experience
Job Search
Individual career
planning process
Academic/ Career
options
Relevant /Practical
Experience
Job Search
Individual career
planning process
1. Self- Assessment 1. Self- Assessment
Aware of the interrelationship Aware of the interrelationship
between self and occupational between self and occupational
choice choice
Start by:Start by:
•Learning interests, abilities, Learning interests, abilities,
skills, and work valuesskills, and work values
•Listing accomplishmentsListing accomplishments
•Understanding physical and Understanding physical and
psychological needspsychological needs
•Assessing aspirations and Assessing aspirations and
motivation levelmotivation level
•Deciphering personal traits and Deciphering personal traits and
characteristicscharacteristics
Personality
Interests Abilities
Values
Aware of the interrelationship Aware of the interrelationship
between self and occupational between self and occupational
choice choice
Start by:Start by:
•Learning interests, abilities, Learning interests, abilities,
skills, and work valuesskills, and work values
•Listing accomplishmentsListing accomplishments
•Understanding physical and Understanding physical and
psychological needspsychological needs
•Assessing aspirations and Assessing aspirations and
motivation levelmotivation level
•Deciphering personal traits and Deciphering personal traits and
characteristicscharacteristics
Personality
Interests Abilities
Values
2. Academic / Career options2. Academic / Career options
Investigate the world of work in greater Investigate the world of work in greater
depth, narrow a general occupational depth, narrow a general occupational
direction into a specific onedirection into a specific one
Start by:Start by:
•Learning academic and career entrance Learning academic and career entrance
requirementsrequirements
•Learning related majors and careers to Learning related majors and careers to
one's interestsone's interests
•Investigating education and training Investigating education and training
requiredrequired
•Learning skills and experience requiredLearning skills and experience required
•Planning academic and career Planning academic and career
alternativesalternatives
•Learning job market trendsLearning job market trends
Investigate the world of work in greater Investigate the world of work in greater
depth, narrow a general occupational depth, narrow a general occupational
direction into a specific onedirection into a specific one
Start by:Start by:
•Learning academic and career entrance Learning academic and career entrance
requirementsrequirements
•Learning related majors and careers to Learning related majors and careers to
one's interestsone's interests
•Investigating education and training Investigating education and training
requiredrequired
•Learning skills and experience requiredLearning skills and experience required
•Planning academic and career Planning academic and career
alternativesalternatives
•Learning job market trendsLearning job market trends
3. Relevant / Practical experience 3. Relevant / Practical experience
Gain practical experience through internships, Gain practical experience through internships,
cooperative education etc..cooperative education etc..
Start by:Start by:
•Testing new skills and try diverse experiencesTesting new skills and try diverse experiences
•Deciding the type of organization in which to Deciding the type of organization in which to
volunteer or workvolunteer or work
•Assessing likes and dislikes of work values, skills, Assessing likes and dislikes of work values, skills,
work environments, work environments,
•Assessing if additional/different coursework or skills Assessing if additional/different coursework or skills
are needed for your targeted career goalsare needed for your targeted career goals
Gain practical experience through internships, Gain practical experience through internships,
cooperative education etc..cooperative education etc..
Start by:Start by:
•Testing new skills and try diverse experiencesTesting new skills and try diverse experiences
•Deciding the type of organization in which to Deciding the type of organization in which to
volunteer or workvolunteer or work
•Assessing likes and dislikes of work values, skills, Assessing likes and dislikes of work values, skills,
work environments, work environments,
•Assessing if additional/different coursework or skills Assessing if additional/different coursework or skills
are needed for your targeted career goalsare needed for your targeted career goals
4. Job Search 4. Job Search
Start by:Start by:
•Learning how to prepare resume and cover letters, and Learning how to prepare resume and cover letters, and
complete employment applicationscomplete employment applications
•Learning and implementing job search strategiesLearning and implementing job search strategies
•Learning and practicing interviewing skillsLearning and practicing interviewing skills
•Narrow your choices Narrow your choices
Start by:Start by:
•Learning how to prepare resume and cover letters, and Learning how to prepare resume and cover letters, and
complete employment applicationscomplete employment applications
•Learning and implementing job search strategiesLearning and implementing job search strategies
•Learning and practicing interviewing skillsLearning and practicing interviewing skills
•Narrow your choices Narrow your choices
Direction
Career Time
Transitions
Career planning options
Projected Outcome
Organizational career planning processOrganizational career planning process
Career Time
Transitions
Career planning options
Projected Outcome
Organizational career planning processOrganizational career planning process
Organizational career planning processOrganizational career planning process
1. 1. Direction Direction
•Assessing employee wants and organizational needs Assessing employee wants and organizational needs
•common goal settingcommon goal setting
2. 2. Career timeCareer time
•Relates to distance & speed of an employee Relates to distance & speed of an employee
•How far & how fast can employee move on career How far & how fast can employee move on career
path??path??
33. Transition . Transition
•Relates to changes expected to a career goal Relates to changes expected to a career goal
•Analyzing transition factorsAnalyzing transition factors
• Setting goals and a timetableSetting goals and a timetable
1. 1. Direction Direction
•Assessing employee wants and organizational needs Assessing employee wants and organizational needs
•common goal settingcommon goal setting
2. 2. Career timeCareer time
•Relates to distance & speed of an employee Relates to distance & speed of an employee
•How far & how fast can employee move on career How far & how fast can employee move on career
path??path??
33. Transition . Transition
•Relates to changes expected to a career goal Relates to changes expected to a career goal
•Analyzing transition factorsAnalyzing transition factors
• Setting goals and a timetableSetting goals and a timetable
Contd…Contd…
4. 4. Career planning options Career planning options
•Advancement. Advancement.
•Change to Lower Grade Change to Lower Grade
•Mobility. Mobility.
•Job Enrichment Job Enrichment
•Exploratory ResearchExploratory Research
5. Projected Outcome5. Projected Outcome
•Calculate the risks attached Calculate the risks attached
•How well will it pay off?How well will it pay off?
4. 4. Career planning options Career planning options
•Advancement. Advancement.
•Change to Lower Grade Change to Lower Grade
•Mobility. Mobility.
•Job Enrichment Job Enrichment
•Exploratory ResearchExploratory Research
5. Projected Outcome5. Projected Outcome
•Calculate the risks attached Calculate the risks attached
•How well will it pay off?How well will it pay off?
Advantages of Advantages of career planningcareer planning
Career opportunities
Self development
Job satisfaction
Promotions
Personal growth
Career opportunities
Self development
Job satisfaction
Promotions
Personal growth
Disadvantages or Limitations of
Career Planning
Lack of objectivity
Lack of awareness
Difficulty in measuring success
Lack of flexibility
Time factor
Unsuitable for workplace
Career Planning
Lack of objectivity
Lack of awareness
Difficulty in measuring success
Lack of flexibility
Time factor
Unsuitable for workplace
Why Performance Appraisal?Why Performance Appraisal?
Appraisal provide information upon which Appraisal provide information upon which
promotion and salary decision can be promotion and salary decision can be
made.made.
Appraisal provide an opportunity for a Appraisal provide an opportunity for a
manager and his/her subordinates to sit manager and his/her subordinates to sit
down and review the subordinate’s work-down and review the subordinate’s work-
related behavior, and then develop a plan related behavior, and then develop a plan
for corrective action.for corrective action.
Appraisal provide a good opportunity to
review the person’s career plans in light of
his/her exhibited strengths and
weaknesses
Appraisal provide information upon which Appraisal provide information upon which
promotion and salary decision can be promotion and salary decision can be
made.made.
Appraisal provide an opportunity for a Appraisal provide an opportunity for a
manager and his/her subordinates to sit manager and his/her subordinates to sit
down and review the subordinate’s work-down and review the subordinate’s work-
related behavior, and then develop a plan related behavior, and then develop a plan
for corrective action.for corrective action.
Appraisal provide a good opportunity to
review the person’s career plans in light of
his/her exhibited strengths and
weaknesses
Performance Management CyclePerformance Management Cycle
Performance
Planning
(Setting
Performance
Targets)
Regular
Review and
Monitoring
Feed backFeed back
Corrective Corrective
ActionAction
Performance
Appraisal and
Evaluation
• Training &
Development
Plan
• Salary/Bonus
Adjustment
• Career
Development
Performance
Planning
(Setting
Performance
Targets)
Regular
Review and
Monitoring
Feed backFeed back
Corrective Corrective
ActionAction
Performance
Appraisal and
Evaluation
• Training &
Development
Plan
• Salary/Bonus
Adjustment
• Career
Development
Performance Management CyclePerformance Management Cycle
Defining Defining
Performance Performance
Standard/ Standard/
TargetsTargets
Appraising Appraising
PerformancePerformance
Providing Providing
Feedback for Feedback for
DevelopmentDevelopment
1.1.Defining the performanceDefining the performance standards
means making sure that you and your
subordinate agree on his/her duties and
targets that you expect
2.2.Appraising performance Appraising performance means
comparing your subordinate’s actual
performance to the standard/targets set
in step one.
3.3.Providing feedback Providing feedback means discussing
plans for any development that is
required.
Defining Defining
Performance Performance
Standard/ Standard/
TargetsTargets
Appraising Appraising
PerformancePerformance
Providing Providing
Feedback for Feedback for
DevelopmentDevelopment
1.1.Defining the performanceDefining the performance standards
means making sure that you and your
subordinate agree on his/her duties and
targets that you expect
2.2.Appraising performance Appraising performance means
comparing your subordinate’s actual
performance to the standard/targets set
in step one.
3.3.Providing feedback Providing feedback means discussing
plans for any development that is
required.
Problems in Performance AppraisalProblems in Performance Appraisal
Lack of Lack of
standardsstandards
Irrelevant or Irrelevant or
subjective subjective
standardsstandards
Poor Poor
measures of measures of
performanceperformance
Poor Poor
feedback to feedback to
employeeemployee
Negative Negative
communicationcommunication
Failure to Failure to
apply apply
evaluation evaluation
datadata
Common Performance Evaluation ProblemsCommon Performance Evaluation Problems
Lack of Lack of
standardsstandards
Irrelevant or Irrelevant or
subjective subjective
standardsstandards
Poor Poor
measures of measures of
performanceperformance
Poor Poor
feedback to feedback to
employeeemployee
Negative Negative
communicationcommunication
Failure to Failure to
apply apply
evaluation evaluation
datadata
Common Performance Evaluation ProblemsCommon Performance Evaluation Problems
Bias in the Appraisal ProcessBias in the Appraisal Process
HaloHalo
EffectEffect
The "halo" effect occurs when a supervisor’s
rating of a subordinates on one trait biases the
rating of that person on other traits
Central Central
TendencyTendency
A tendency to rate all employees the same
way, such as rating them all average
HaloHalo
EffectEffect
The "halo" effect occurs when a supervisor’s
rating of a subordinates on one trait biases the
rating of that person on other traits
Central Central
TendencyTendency
A tendency to rate all employees the same
way, such as rating them all average
LeniencyLeniency
The problem that occurs when a supervisory
has a tendency to rate all subordinates either
high or low
BiasBias
The tendency to allow individual differences
such as age, race, and sex affect the appraisal
rates these employees receives.
Bias in the Appraisal ProcessBias in the Appraisal Process
The problem that occurs when a supervisory
has a tendency to rate all subordinates either
high or low
BiasBias
The tendency to allow individual differences
such as age, race, and sex affect the appraisal
rates these employees receives.
Bias in the Appraisal ProcessBias in the Appraisal Process
Performance
appraisal
elements
has two main
categories:
2. Performance Result:
Hard or quantitative aspects
of performance (result)
1. Competencies: It
represents soft or qualitative
aspects of performance
(process)
Performance Appraisal ElementPerformance Appraisal Element
appraisal
elements
has two main
categories:
2. Performance Result:
Hard or quantitative aspects
of performance (result)
1. Competencies: It
represents soft or qualitative
aspects of performance
(process)
Performance Appraisal ElementPerformance Appraisal Element
1.1.Competencies ScoreCompetencies Score
2. Performance Result 2. Performance Result
ScoreScore
Overall ScoreOverall Score
Will determine the employee’s
career movement, and also
the reward to be earned
Performance Appraisal ElementPerformance Appraisal Element
2. Performance Result 2. Performance Result
ScoreScore
Overall ScoreOverall Score
Will determine the employee’s
career movement, and also
the reward to be earned
Performance Appraisal ElementPerformance Appraisal Element
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