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Implementation - Human Resource - Lecture Slides, Slides of Human Resource Management

Bharat Ratna Dr. B. R. Ambedkar UniversityHuman Resource Management

Human Resource is an integral part of Management Science. In these Lecture Slides of HRM, following key concepts are discussed : Implementation, Design, Program, Clear Statement, Training, Participants, Results, Clarifies, Creating Materials, Delivery Model

Typology: Slides

2012/2013

Uploaded on 07/26/2013

ramana
ramana 🇮🇳

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ADDIE Model
Design the Program
Goals = clear statement of purpose and intent of program
Who is the training for, what is it about, why is it conducted?
Objectives = results the participants will be able to perform after
program
Provides a focus, clarifies to participants what to expect
Develop the Program = creating materials and delivery model
Didactic
Case study and demonstration
E-training/computer-based training
Group discussion
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ADDIE Model

 Design the Program

 Goals = clear statement of purpose and intent of program

Who is the training for, what is it about, why is it conducted?

 Objectives = results the participants will be able to perform after

program

Provides a focus, clarifies to participants what to expect

 Develop the Program = creating materials and delivery model

 Didactic

 Case study and demonstration

 E-training/computer-based training

 Group discussion

ADDIE Model

Implementation - Determine best delivery mode

 Classroom instruction

 On-the-job learning

 Online/web-based instruction

 Self-paced instruction

 Simulation

 Apprenticeships

 Job Rotation

Steps to implementation

 Pilot

 Revise content

 Schedule program

 Marketing

 Launch!

Career Development

Employee Self

Assessment

Employee Development

Programs

Individual Coaching &

Counseling

Career Paths

Career Development

Strong Interest Survey

  • There are 6 types of people and 6 types of work environments. You may have preferences in more than one category

Six Themes:

  • Realistic : Doers who like to use machines or tools or work outdoors
  • Investigative : Thinkers who like to analyze and evaluate information to solve problems.
  • Artistic : Creators who like to use their imagination and appreciate creativity in others
  • Social : Helpers who like to develop, empower and take care of others
  • Enterprising : persuaders who like to sell, manage and lead – primarily for economic/organizational improvement
  • Conventional : Organizers who like to manage and order data to make decisions

Career Development

 Fixing Weaknesses or Building

Strengths? (p. 383 of text), citing

Buckingham and Clifton.(Gallup Strength

Finder)

 Strength = Talent + Knowledge + Skills

Career Development

Three Key Players

 Individual

 Bears primary responsibility

 Manager

 Coach – listens, clarifies, defines

 Appraiser – gives feedback on strengths and areas of growth

 Adviser – what is possible in this organization

 Referral – link a person to organizational resources

 Organization (HR)

 Develop a natural progression of jobs

 Provide training, invest in staff

 Train managers and staff on their roles in this process