UNIT III TRAINING AND DEVELOPMENT 9

Types of training methods –purpose- benefits- resistance.

Executive development programme – Common practices -
Benefits – Self development – Knowledge management - Case
study.
1. What are the types of training methods?

Training methods refer to the various approaches used to enhance employees' skills,
knowledge, and abilities. Common types include:

1. On-the-Job Training (OJT): Employees learn by performing their tasks under

supervision. It provides hands-on experience.
2. Classroom Training: Traditional method involving lectures, discussions, and role-
playing activities to impart theoretical knowledge.
3. E-learning: Online modules or courses that employees can take at their own pace,
providing flexibility in learning.
4. Simulation and Games: Interactive activities or simulations that replicate real-world
scenarios to build problem-solving skills.

Each method serves a different purpose and can be selected based on the nature of the job and
the learning objectives.

2. What is the purpose and benefits of training?

Purpose of Training:
The main purpose of training is to improve employees’ skills and knowledge to enhance job
performance and organizational efficiency.

Benefits:

1. Improved Performance: Employees gain the skills needed to perform tasks

efficiently and accurately.
2. Increased Motivation: Training fosters employee engagement by providing
opportunities for growth.
3. Better Job Satisfaction: Well-trained employees feel more confident and satisfied in
their roles, reducing turnover.

Training helps organizations maintain a competitive edge and adapt to new challenges.

3. What are the common reasons for resistance to training?

Resistance to Training occurs when employees or managers are unwilling to participate in
or accept training programs. Common reasons include:

1. Fear of Change: Employees may be resistant due to fear of new methods or changes
in their work routines.
2. Lack of Motivation: If employees do not see the value of training, they may lack
interest or enthusiasm.
3. Time Constraints: Employees may resist training due to workload pressures and the
time commitment required.
4. Inadequate Support: Lack of management support or poor communication regarding
the training's benefits can lead to resistance.

Overcoming resistance involves clear communication, support, and aligning the training with
individual and organizational goals.

4. What is an Executive Development Program?

Executive Development Programs focus on enhancing the leadership, decision-making, and

strategic thinking abilities of senior-level employees. These programs typically involve:

1. Leadership Training: Programs designed to develop leadership qualities and

management skills.
2. Strategic Thinking: Training to improve long-term planning, problem-solving, and
decision-making.
3. Mentoring and Coaching: Personalized guidance to help executives navigate
complex organizational challenges.

Benefits:

 Enhanced leadership capabilities.

 Improved decision-making and problem-solving skills.
 Higher organizational performance and growth.

5. What is self-development?

Self-Development refers to the continuous process of improving one’s skills, knowledge, and
competencies independently. Employees engage in self-development through activities such
as:

1. Reading Books and Articles: Staying updated with industry trends and self-
improvement resources.
2. Seeking Feedback: Actively seeking constructive feedback from peers or mentors to
identify areas of improvement.
3. Setting Personal Goals: Establishing clear career and personal development
objectives and working towards them.
Self-development fosters lifelong learning, career progression, and increased personal
satisfaction.

6. What is Knowledge Management?

Knowledge Management (KM) is the process of capturing, sharing, and effectively utilizing
organizational knowledge. It involves systems and practices to ensure that valuable
knowledge is easily accessible within an organization.

Key aspects of Knowledge Management include:

1. Knowledge Sharing: Encouraging employees to share expertise and insights with

their colleagues.
2. Knowledge Repositories: Creating databases or platforms where knowledge is stored
and can be accessed by all employees.
3. Collaboration: Promoting teamwork and collective problem-solving to improve
knowledge flow.

Benefits:

 Improved decision-making and innovation.

 Faster problem-solving.
 Enhanced organizational learning and competitive advantage.

UNIT IV EMPLOYEE ENGAGEMENT 9

 Compensation plan – Reward – Motivation – Application of

theories of motivation – Career management – Mentoring -

Development of mentor – Protégé relationships- Job
Satisfaction, Employee Engagement, Organizational Citizenship
Behavior: Process Case study.

1. What is a compensation plan and its purpose?

A compensation plan refers to the structure of wages, benefits, and incentives provided to
employees for their work. It is designed to attract, retain, and motivate employees by offering
competitive salaries, bonuses, benefits, and non-monetary rewards.

Purpose:

1. Attracting Talent: A competitive compensation plan helps in attracting skilled employees to

the organization.
2. Motivation: It serves as a motivator by rewarding performance and achievements.
 3. Retention: A well-designed plan encourages employees to stay with the organization long-
term.

The compensation plan ensures that the organization remains competitive in the job market while
meeting the needs and expectations of employees.

2. How does reward and motivation relate to employee performance?

Reward and motivation are critical elements in enhancing employee performance.

1. Rewards: These include both financial (salary, bonuses) and non-financial (recognition,
career growth opportunities) incentives. Proper rewards reinforce desirable behavior and
motivate employees to perform at their best.
2. Motivation: Motivation drives employees to engage with their work, put in effort, and
contribute to organizational goals. Motivational theories, such as Maslow’s Hierarchy of
Needs, Herzberg’s Two-Factor Theory, and Vroom's Expectancy Theory, explain the factors
that drive employees to perform better.

Relationship: Employees who are rewarded appropriately feel valued and motivated, which leads to
higher job satisfaction, productivity, and commitment to organizational goals.

3. What are the applications of motivation theories in the workplace?

Motivational theories are used to understand what drives employee behavior and how to enhance
their performance. Some key applications in the workplace include:

1. Maslow's Hierarchy of Needs: Employers can use this theory by ensuring that employees'
basic needs (salary, job security) are met, followed by addressing psychological and self-
actualization needs through growth opportunities.
2. Herzberg’s Two-Factor Theory: Organizations focus on hygiene factors (salary, work
conditions) to prevent dissatisfaction and motivators (recognition, achievement) to drive
engagement and productivity.
3. Vroom's Expectancy Theory: Employees are motivated when they believe their efforts will
lead to desirable outcomes (rewards). Managers can align rewards with desired
performance levels.

By applying these theories, organizations can create work environments that improve motivation
and performance.

4. What is career management and its importance?

Career Management is the process of planning, developing, and managing an individual’s career
path within an organization. It involves setting career goals, providing development opportunities,
and supporting employees in achieving their professional aspirations.

Importance:

1. Employee Retention: Effective career management leads to job satisfaction, reducing

turnover.
2. Employee Growth: It provides employees with the skills, knowledge, and experience needed
to progress in their careers.
3. Organizational Development: Aligns employees' personal career goals with the
organization’s objectives, leading to mutual growth.

Career management fosters a culture of continuous learning, ensuring that both the employee and
organization grow together.

5. What is mentoring and the development of mentor-protégé relationships?

Mentoring is a developmental relationship in which an experienced individual (mentor) provides

guidance, advice, and support to a less experienced person (protégé). The relationship helps the
protégé navigate challenges, build skills, and advance in their career.

Development of Mentor-Protégé Relationships:

1. Building Trust: Establishing a strong, trusting relationship where the protégé feels
comfortable seeking advice and sharing challenges.
2. Regular Communication: Ongoing interactions help develop mutual understanding and
provide the protégé with feedback and insights.
3. Setting Goals: Mentors assist protégés in setting realistic career goals and provide guidance
on how to achieve them.

Mentoring supports personal and professional growth, enhancing both the mentor’s leadership skills
and the protégé’s career development.

6. What is Job Satisfaction and its impact on employee engagement?

Job Satisfaction refers to the positive emotional state resulting from the appraisal of one’s job or job
experiences. It is influenced by factors such as job role, work environment, compensation, and
relationships with colleagues.

Impact on Employee Engagement:

1. Increased Motivation: Satisfied employees are more motivated to perform their tasks
effectively and contribute to the organization’s goals.
 2. Reduced Turnover: Job satisfaction leads to higher retention rates as employees are less
likely to leave organizations where they are happy.
3. Enhanced Productivity: Satisfied employees are more engaged and productive, leading to
better organizational performance.

Job satisfaction plays a key role in fostering a positive work culture and enhancing employee
engagement.

7. What is Employee Engagement?

Employee Engagement is the level of enthusiasm, commitment, and emotional investment

employees have toward their work and organization. Engaged employees go beyond their basic
duties and contribute positively to the company’s success.

Key Elements:

1. Commitment: Employees show a high level of dedication to their roles.

2. Motivation: They feel motivated to put in extra effort and contribute to organizational goals.
3. Job Satisfaction: Engaged employees generally experience high job satisfaction, which
enhances their overall performance.

Employee engagement leads to improved productivity, lower absenteeism, and higher morale.

8. What is Organizational Citizenship Behavior (OCB)?

Organizational Citizenship Behavior (OCB) refers to voluntary, discretionary behaviors that are not
part of formal job requirements but contribute positively to the organization’s functioning. OCB
includes actions such as helping colleagues, showing initiative, and advocating for the organization.

Examples of OCB:

1. Helping Others: Assisting colleagues with their tasks or supporting team efforts.
2. Organizational Loyalty: Promoting the organization’s goals and values.
3. Taking Initiative: Going above and beyond the job requirements to improve processes.

OCB enhances organizational culture and promotes a collaborative, supportive work environment.

UNIT V PERFORMANCE EVALUATION AND CONTROL 9

Method of performance evaluation – Feedback – Industry practices.
Promotion, Demotion, Transfer and Separation – Implication of job
change. The control process – Importance – Methods – Requirement of
effective control systems grievances – Causes – Implications –
Redressal methods –
1. What are the methods of performance evaluation?

Performance evaluation is the process of assessing an employee’s job performance to determine

their strengths, weaknesses, and areas for improvement. Common methods include:

1. Rating Scales: Employees are evaluated based on specific traits (e.g., communication skills,
teamwork) using a predefined scale (e.g., 1 to 5).
2. 360-Degree Feedback: Feedback is gathered from multiple sources, including peers,
subordinates, and supervisors, to provide a comprehensive evaluation.
3. Self-Assessment: Employees evaluate their own performance, which is then compared with
managerial evaluations.
4. Management by Objectives (MBO): Employees and managers agree on specific objectives,
and performance is evaluated based on the achievement of those objectives.
5. Behaviorally Anchored Rating Scales (BARS): Performance is assessed based on specific
behaviors that are linked to job performance.

Each method helps organizations measure employee performance effectively and identify areas for
development.

2. What is feedback in the performance evaluation process?

Feedback in performance evaluation refers to providing employees with information about their job
performance, strengths, and areas that need improvement. It is an essential part of the evaluation
process as it helps employees understand their current performance and how they can improve.

Key Aspects of Feedback:

1. Constructive: Feedback should be specific, actionable, and focused on improvement, rather

than being merely critical.
2. Timely: Feedback should be given regularly, rather than only during annual performance
reviews, to help employees make continuous improvements.
3. Two-Way Communication: Feedback should involve open communication between the
evaluator and the employee, allowing the employee to express their concerns and insights.

Effective feedback helps motivate employees, improves performance, and enhances job satisfaction.

3. What are industry practices in performance evaluation?

Industry practices in performance evaluation vary depending on the organization’s culture, industry,
and goals, but some common practices include:

1. Continuous Feedback: More companies are adopting a continuous feedback model, where
employees receive regular feedback on their performance, rather than waiting for annual
reviews.
 2. 360-Degree Feedback: Many organizations use 360-degree feedback to get a holistic view of
employee performance from supervisors, peers, and subordinates.
3. Objective Setting: Industry leaders often use Management by Objectives (MBO) to set
clear, measurable goals, making it easier to evaluate performance based on specific targets.
4. Employee Development Focus: Some industries emphasize employee development as a key
part of performance evaluations, focusing on personal growth and skill enhancement.

These practices help ensure that performance evaluations are fair, transparent, and contribute to
both organizational goals and employee growth.

4. What is the significance of promotions, demotions, transfers, and

separations?

Promotions, Demotions, Transfers, and Separations are job changes that significantly impact both
employees and the organization.

1. Promotion: A promotion involves elevating an employee to a higher position with greater

responsibilities. It motivates employees and recognizes their achievements.
2. Demotion: Demotion refers to moving an employee to a lower position, often due to
performance issues or organizational restructuring. It can have a negative impact on
employee morale.
3. Transfer: A transfer involves moving an employee to a different role or location within the
organization. It is often used for development purposes or when an employee requires a
change in environment.
4. Separation: Separation occurs when an employee leaves the organization, either voluntarily
(resignation or retirement) or involuntarily (termination). It can have implications for
workforce planning, morale, and costs related to hiring and training new employees.

Each of these job changes can affect employee motivation, job satisfaction, and organizational
culture.

5. What is the control process and why is it important?

The control process is the management function that ensures that an organization’s activities align
with its objectives and that corrective actions are taken when necessary.

Importance of the Control Process:

1. Ensures Goal Achievement: Helps ensure that the organization’s objectives are being met
effectively and efficiently.
2. Identifies Problems Early: Through monitoring, managers can identify deviations from the
planned performance and take corrective actions.
3. Improves Efficiency: A control process helps identify inefficiencies and optimize resources to
achieve better outcomes.
6. What are the methods of control in organizations?

Methods of control in organizations include:

1. Feedback Control: This method involves monitoring outputs (results) and making
adjustments based on performance feedback.
2. Concurrent Control: This type of control focuses on monitoring activities as they occur to
ensure they align with organizational standards.
3. Preventive Control: Involves setting up procedures and guidelines to prevent problems
before they arise, ensuring that processes are followed effectively.
4. Budgetary Control: Involves monitoring expenses and comparing them to the budgeted
amounts to ensure financial goals are being met.

These methods help managers ensure that organizational processes are aligned with strategic goals.

7. What are the requirements of effective control systems?

Effective control systems are essential for ensuring that organizational objectives are met. Key
requirements include:

1. Clear Objectives: Control systems should be aligned with the organization’s goals and have
clear, measurable outcomes.
2. Timeliness: Feedback should be provided promptly to allow for quick corrective actions
when necessary.
3. Flexibility: The control system should be adaptable to changing conditions and unexpected
events.
4. Accuracy: Reliable data and information are crucial for making informed decisions and
adjustments.
5. Employee Involvement: Employees should be involved in the control process to ensure that
the system is fair and transparent.

Effective control systems help ensure organizational success by facilitating decision-making and
continuous improvement.

8. What are the causes of grievances and their implications?

Grievances are complaints or concerns raised by employees regarding their work environment,
treatment, or organizational policies. Common causes include:

1. Unfair Treatment: Employees may feel discriminated against or unfairly treated, leading to
dissatisfaction.
2. Poor Working Conditions: Unsafe, unhealthy, or uncomfortable work environments can lead
to complaints.
3. Lack of Communication: Poor communication between employees and management often
causes misunderstandings and dissatisfaction.
 4. Unmet Expectations: When employees’ expectations (e.g., in terms of career growth, salary,
or work-life balance) are not met, they may file grievances.

Implications:

 Decreased Morale: Grievances can lead to lower employee morale and productivity.
 Increased Turnover: If grievances are not addressed, employees may leave the organization.
 Legal Issues: Unresolved grievances may lead to legal action or lawsuits.

9. What are the methods of grievance redressal?

Grievance redressal refers to the process of addressing employee complaints and concerns to
maintain a healthy work environment. Common methods include:

1. Open-Door Policy: Encouraging employees to approach management with their grievances

directly and without fear of retaliation.
2. Grievance Committees: Forming a committee of representatives from management and
employees to resolve disputes impartially.
3. Mediation: Involving a neutral third party to mediate between the employee and employer
to find a mutually agreeable solution.
4. Arbitration: A formal process where an arbitrator makes a binding decision on the
grievance, often used for more serious disputes.

Addressing grievances effectively helps maintain employee trust, reduces turnover, and improves
overall organizational health.