Que.1. Explain the concept of Training.Explain its process.

Ans. Concept of Training:

Training is the process of assisting a person for enhancing his efficiency and effectiveness
at work by improving and updating his professional knowledge, developing skills relevant to
his work, and by cultivating appropriate behavior and attitude towards work and people.
Training could be designed either for improving present capabilities at work or for preparing
a person for assuming higher responsibilities in the future which would call for additional

knowledge and superior skills.

Training objectives can be achieved in a shorter duration but education takes a longer
duration to realize its objectives. This is the reason why a training programme is short-
ranged while the educational programme is for a longer period.

Training improves job performance. It is, therefore, essential that the impact of training on
the learner and his organization must be measured to substantiate the effectiveness of
training. Education is concerned with the personality development of a person which is very
difficult to measure because such development is a function of complex processes and
factors.

Education – formal and informal – is that part of learning which concerned with developing
general knowledge, understanding, and background of our total environment and may
continue throughout human life. The Manpower Services Commission’s Glossary of
Training Terms (1981) defines education as activities that have an aim at developing the
knowledge, skills, moral values, and understanding is required in all aspects of life rather
than knowledge and skill relating to only a limited field of activity. The purpose of education
is to provide the conditions essential to young people and adults to develop an
understanding of the traditions and ideas influencing the society in which they live and to
enable them and make a contribution to it. It involves study to their own cultures and of the
laws of nature, as well as the acquisition of linguistic and other skills which are basic to
learning, personal development, creativity, and communication. “Depending on the nature of
knowledge contained in education, it is classified into various disciplines at different levels
like arts, science and commerce which are in turn divided into social sciences, physical
sciences, engineering, and medical and so on. Further, depending on the nature of skill,
education is put into several categories like technical non-technical, and management
education.
 Training is that part of learning which essentially improves job-related knowledge, skills, and
attitudes in a person and is concerned with the work like of human beings. Its purpose, in
the work situation, is to develop the ability of the individual and to satisfy the current and
future manpower needs of the organization. From this point, training becomes a specialized
and practical means of learning and is directly help to the organization. Thus, performance
improvement is basic to training.

Training Process
Definition: The Training Process comprises of a series of steps that
needs to be followed systematically to have an efficient training
programme. The Training is a systematic activity performed to modify
the skills, attitudes and the behavior of an employee to perform a
particular job.

Training Process

1. Needs assessment: The first step in the training process is to assess

the need for training the employees. The need for training could be
 identified through a diagnosis of present and future challenges and
through a gap between the employee’s actual performance and the
standard performance.
The needs assessment can be studied from two perspectives:
Individual and group. The individual training is designed to enhance
the individual’s efficiency when not performing adequately. And
whereas the group training is intended to inculcate the new changes in
the employees due to a change in the organization’s strategy.

2. Deriving Instructional Objectives: Once the needs are identified,

the objectives for which the training is to be conducted are
established. The objectives could be based on the gaps seen in the
training programmes conducted earlier and the skill sets developed by
the employees.
3. Designing Training Programme: The next step is to design the
training programme in line with the set objectives. Every training
programme encompasses certain issues such as: Who are the
trainees? Who are the trainers? What methods are to be used for the
training? What will be the level of training? etc.Also, the
comprehensive action plan is designed that includes the training
content, material, learning theories, instructional design, and the other
training requisites.
4. Implementation of the Training Programme: Once the designing of
the training programme is completed, the next step is to put it into the
action. The foremost decision that needs to be made is where the
training will be conducted either in-house or outside the organization.
Once it is decided, the time for the training is set along with the trainer
who will be conducting the training session. Also, the trainees are
monitored continuously throughout the training programme to see if
it’s effective and is able to retain the employee’s interest.

5. Evaluation of the Training Programme: After the training is done,

the employees are asked to give their feedback on the training
session and whether they felt useful or not. Through feedback, an
organization can determine the weak spots if any, and can rectify it in
the next session.The evaluation of the training programme is a must
because companies invest huge amounts in these sessions and must
know it’s effectiveness in terms of money.
Que .2. Write a detailed note on Job Evaluation

Ans. Job evaluations are a step-by-step process to determine how

much money a position should earn. There are different methods of job
evaluation, but the point of each method is determining the value the
position brings to the company. This ensures the salary is equal to the
work. The HR department performs job evaluations based on the role
rather than on the employee who holds the position. This typically
occurs when a company is new or adding additional roles.

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Job evaluation methods

There are two main types of internal job evaluations methods:

qualitative and quantitative. Qualitative methods, such as job ranking
and classification, are faster. But quantitative methods, such as factor
comparison and point factor, consider the skills and responsibilities
each role requires. There is also an external job evaluation method
called market pricing. To help you determine which is the best option
for you, consider the following descriptions of each job evaluation
method:

Job ranking

This method requires you to rank each role in a hierarchy based on the
value they bring to the company or how difficult the role's duties are.
Job ranking is a good job evaluation method for smaller companies as
it is simple and you can consider up to 100 jobs. It is also a good
method for reducing positions as you can pair similar roles together
when ranking them and choose to keep the one that has the biggest
impact on the company.

The job ranking method has limitations as it is subjective, so

combining it with a quantitative method can help make the results
more accurate.

Job classification
The job classification method first requires you to develop a grading
system or classification method to help you sort roles. For example,
you could create the following four categories: executives, skilled
workers, semiskilled workers, and unskilled workers. Then, sort each
role into a category, helping you determine the salary for each position
in that category. This method is also subjective and it can be hard to
fit every unique role into a category.

Market pricing

Market pricing is an external job evaluation method. It requires you to

determine a role's salary based on the amount other companies are
paying employees in the same position. To determine the amount other
companies are paying, you can look through third-party compensation
surveys. This allows you to create a competitive wage for your
employees.

Market pricing overlooks internal equity. This means an employee may

receive a lower salary than their colleagues or that their work
demands if the market rate for their role is low. To counteract this,
combine market pricing with one of the internal job evaluation
methods.

Related: How To Do Market Research With 6 Guided Steps (With

Types)

Point factor

With the point factor method, you evaluate jobs by assigning each role
points and then rank them. Start by developing a detailed point
system. For example, every skill a position requires could be a point,
or each job responsibility could be a point. Once you have your point
system, you can go through each role and assign it a total number of
points. Then, rank the jobs from the highest number of points to the
lowest to help you determine their salaries.

Factor comparison

The factor comparison method is a combination of the job ranking and

point factor methods. Start by ranking each job based on certain
factors, such as the number of skills each role requires or the
knowledge candidates need to have. Then, assign these factors points.
The total number of points each role has determines the job's ranking.

How to create a job evaluation process

Here are some of the common steps to take when creating a job
evaluation process:

1. Have a planning meeting

To start the job evaluation process, set a meeting or workshop to

discuss the scope and approach of the job evaluation. In this initial
stage, answer the following questions:

 What is our budget for this process?

 How long will it take?
 Who participates and what are their roles?
 What method of job evaluation are we using?
 What roles are we evaluating?
 How will we collect data?
 What is our communication plan (i.e. will we meet every
week or update each other via email)?

It may take more than one meeting to go through each of these

questions, but it is important to avoid rushing this stage. Discussing
and planning your job evaluation process can make it more efficient.

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2. Design and develop the plan

The next phase consists of designing and developing your job

evaluation plan. You need to determine the exact terms for how you're
going to evaluate each role. For example, if you used the point method,
you can create your point system in this design and development
stage. You can also collect and analyze data about the roles you're
discussing, such as their job descriptions or market pay.

Related: How To Develop a Strategic Business Development Plan

3. Categorize roles in your company

Using the results from your research and analysis in the second stage,
you can categorize jobs, rank them, and draft a pay structure. This
step may take the longest as you have to create and update your
rankings constantly until you're happy with the list. If you have jobs
that are a challenge to fit into certain categories or benchmarks, you
may need to discuss them with your team separately to determine a
ranking for them.

4. Communicate and implement your structure

Once you have a pay structure you're happy with, you can implement
it. If you have existing employees whose pay structure changed, you
need to communicate those changes with them. You can do this by
preparing individual letters, scheduling individual meetings, or even
scheduling a team briefing to discuss the job evaluation you
performed. Some employees may be unhappy with the changes, so it's
important you listen to their concerns. Offer them an opportunity to
appeal your decision to show that you want to make the company's
pay structure as fair as possible.

Que.3. Write various function of HRM.

Ans. Functions of Human Resource Management

Human Resource Management functions can be classified into the following
three categories.
  Managerial Functions,
 Operative Functions, and
 Advisory Functions.

The Managerial Functions of Human Resource

Management are as follows:
1. Human Resource Planning - In this function of HRM, the number and type
of employees needed to accomplish organizational goals are determined.
Research is an important part of this function, information is collected and
analyzed to identify current and future human resource needs and to forecast
changing values, attitudes, and behavior of employees and their impact on the
organization.

2. Organizing - In an organization tasks are allocated among its members,

relationships are identified, and activities are integrated towards a common
objective. Relationships are established among the employees so that they can
collectively contribute to the attainment of the organization's goal.

3. Directing - Activating employees at different levels and making them

contribute maximum to the organization is possible through proper direction
and motivation. Taping the maximum potential of the employees is possible
through motivation and command.

4. Controlling - After planning, organizing, and directing, employees' actual

performance is checked, verified, and compared with the plans. If the actual
performance is found to deviate from the plan, control measures are required
to be taken.

The Operative Functions of Human Resource

Management are as follows:
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  Human Resource Planning - Meaning, Components, and Objectives
 Human Resource Management Notes
 Objectives of Human Resource Management

1. Recruitment and Selection - Recruitment of candidates is the function

preceding the selection, which brings the pool of prospective candidates for
the organization so that the management can select the right candidate from
this pool.

2. Job Analysis and Design - Job analysis is the process of describing the
nature of a job and specifying the human requirements like qualifications,
skills, and work experience to perform that job. Job design aims at outlining
and organizing tasks, duties, and responsibilities into a single unit of work for
the achievement of certain objectives.

3. Performance Appraisal - Human resource professionals are required to

perform this function to ensure that the performance of employees is at an
acceptable level.

4. Training and Development - This function of human resource

management helps employees acquire skills and knowledge to perform their
jobs effectively. Training and development programs are organized for both
new and existing employees. Employees are prepared for higher-level
responsibilities through training and development.

5. Wage and Salary Administration - Human resource management

determines what is to be paid for different types of jobs. Human resource
management decides employee compensation which includes - wage
administration, salary administration, incentives, bonuses, fringe benefits, etc,.