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Sustainable Model for Training and Development

Sustainable Model for Training and Development
How to create an effective and Sustainable Model for Training and Development? The term “change” is synonymous with competitiveness in modern world and thus corporate firms are in a position to evolve unique, sustainable and strategic training model for employees that will facilitate the following: On one hand the training process motivates the suitable employees to perform well and makes them perceive their role properly in order to accomplish the enterprise objectives. On the other hand the organisation keeps itself abreast by constantly updating and understanding the training needs through Assessment of the external environment and Expectations of the employees in terms of rewards whether intrinsic or extrinsic. Porter and Lawler Model: The Expectancy Motivation Model of Porter and Lawler serves as an inspiration for effective training. The stress is on The value placed on performance outcome by the individual. The degree to which the individual believes that his efforts will lead to attainment of these rewards. Psychological aspect of this model: Almost all individuals are motivated by money ( by the way, Who doesn’t want money!). But money alone does not serve the purpose of motivation. Job satisfaction is a relative term in that different people find different things or elements motivating them in their work environment leading to job satisfaction. It might be Challenge Good inter personal relationship Pay Perks Culture Excellent leader Pressure Stress and the like… Assessment of training need: The training needs must be assessed by the respective organisations considering the following aspects: To transform the individual from the capacity of learner to executor Instil in him confidence to do the job well Relate his job to rewards so that he will try to excel Give your employees scope for career advancement Incorporate technical and technological innovations as part of your training process Physical, emotional and social elements in the internal as well as the external environment must be taken into consideration while training the workforce. Physical– relates to the physical fitness needed to perform the technical skills Psychological– relates to keeping the morale of the employees high at all points and maintaining an amiable work atmosphere Social– relates to the friendly relationship that should exist between the trainer and the trainees and among the trainees. Usefulness of the model: This model lends its support to the training and development process through three steps or stages. Diagnosis stage- Need analysis Formulation stage- Programme planning Evaluation Diagnosis stage: The interplay of ability and role perception Training brings out EFFICIENT as well as DEFICIENT performers. That is one good thing and also making the employee understand the role he is about to play as part of the organisation. Training through learning is one aspect which imparts knowledge and training is considered to be effective if one’s behaviour is modified as per the expectations and demands of the job. Role perception can be misunderstood by some individuals when they might try to exercise undue authority or overlook their duties and responsibilities. Confinement of authority Superior-Subordinate appraisal procedures Clear HR policy formulations are needed to avoid confusion and chaos in role playing. Formulation stage: The effected change through learning is expected to be retained by the employees throughout the career span in the organisation followed by constant grooming. The stress is on the value of the activity to be learnt Giving feedback  on the progress of employees towards final training objectives Relate the learning activity to increasing, meaningful materials already studied outside the training programme. Evaluation stage: Training evaluation is particularly necessary when the organisation wants to encourage the competitive spirit amongst the trainers and evaluation is considered as a challenge by itself. If the training provided eliminates obstacles...
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Stress Management

Stress Management
STRESS MANAGEMENT – A BIG CHALLENGE Did you know that without your knowledge, your health might be deteriorating due to pressure at work. Whatever we do or say has a direct effect on our physiological processes as it affects our psyche-both positive and negative. While positive vibes act as a booster to our health, enhances the morale causing increased productivity which is “THE CONTRIBUTION FACTOR” in corporate organisations, negative vibes causes distress to the party affected and in-turn the organisation. Though in a small way, which is enough to cause great distress waves amonsgt the entire organisation through grapevine. Morale Surveys: Therefore, it becomes necessary that every organisation takes some  time to understand and analyse the mind-set of their employees to maintain the entire health of their firm. This can be done through surveys or questionnaires which serve as best platforms that shoulder employees’ opinion. On the side of the individual, he also should spare some time, from time-to-time to analyse his attitude towards the organisation and his/her colleagues and how it affects his/her performance. Management scholars say that “SELF-APPRAISAL” is the best tool for enhanced organisational performance and productivity. What is Stress?  It is very important to understand what stress is, to combat it. Stress is nothing but a condition where people get excited emotionally or in other words ” a disturbed mental state” affecting the well-being. The causal agents may be physiological  which can be medically treated or emotional which we are more worried about as emotionally unstable individuals cannot think properly which again leads to physical distress. It becomes therefore vital to know how we perceive and interpret things through our cognitive skills, again influenced by environmental factors to a considerable extent. People, particularly working in corporate environment and IT industry are subjected to much stress and they don’t know how to find a  vent to their feelings or when there is no adequate support from the family side. What are the Ways Out?  So, what is it we do at times like these? Not to bother. The mantra is “RELAX” to the maximum possible extent. First thing extract yourself away from the scene of action so that you could breathe some fresh air. Then think calmly and try to isolate the bug that is bothering you. Here the problem is the bug and analyse how far you have become vulnerable to the situation. Gauge the amount of damage done and rate the problem in terms of ” recoverable by myself- no help needed”, ” recoverable- but with external support”. Remember, for every problem there is a solution. It may not be tailor- made, but definitely passable with little bit of compromise from our end if necessary. 10 Yoga Poses You Should Do Everyday to Combat...
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Group Dynamics

Group Dynamics
Group Dynamics Any effective group has three core activities: 1. Accomplishing its goals  2. Maintaining itself internally 3. Developing and changing in ways that improves its effectiveness. Let us now try to understand the various dimensions of an effective group that facilitate the above mentioned three core elements to function properly which provide a sense of direction to the productive group. a) Group goals: Must be clearly understood. Be relevant to the needs of the group members. Highlight the positive inter dependence of members.  Evoke from every member a high level of commitment to their accomplishment. b) Communication: Must communicate their ideas and feelings accurately and clearly.  Effective two way communication is mandatory for interaction c) Participation and Leadership: All should participate and all should be listened to. Share responsibilities that eases the burden. Increases the cohesiveness of the group. d) Appropriate decision making procedure: Balance between time and member resources. Flexible decision making to suit the needs of the situation. e) Power and Influence:  · Should be equal · Based on expertise, ability and access to information and not on authority · Coalitions must be formed between group members on the basis of mutual influence and interdependence. f) Conflicts: · Are to be encouraged as they promote involvement in the group’s work, improve quality and creativity in decision making. · Minority opinions should be accepted and used g) Group Cohesion: · Needs to be high · Level of acceptance, support, and trust among the members decide how cohesive the group is h) Problem Solving: · Problems should be resolved with minimal energy and permanently · Existence of problems must be found out quickly and solutions should improve the effectiveness of group behavior  i) Inter-personal effectiveness: · Needs to be high · It is a measure of how all the consequences of your behavior match your intention. ⇓ Picture Courtesy: 6 WAYS TO DEVELOP A WINNING TEAM CULTURE  Group Cohesiveness: This is defined as the average resultant force acting on members to remain in a group. The characteristics or criteria that determine group cohesiveness are as follows: 1. Degree of dependency on the group: The greater the number of individual needs are satisfied, the greater the cohesiveness. 2. Size: If the size of the group interaction is low, it results in low cohesiveness. If the size of the group is small, the members tend to have free and more interaction, leading to high level of cohesiveness and vice versa. 3. Homogeneity: Where the interests and background of the group is similar, you find greater cohesiveness. 4. Outside pressure: Outside pressure minimizes internal conflicts leading to high cohesiveness. You find people responding with greater cohesiveness during times of natural disaster and calamities. 5. Competition: Competition between the members of the same group or intra group competition reduces cohesiveness but competition members of different groups or inter-group competition increases cohesiveness. Group Cohesiveness can be encouraged by the following ways: · Make the group smaller · Encourage agreement with group goals · Increase the time members spend together · Stimulate competition with other groups · Give rewards to groups rather than to a single member · Physically, isolate the group.  ...
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