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...

Crucial Aspects of a Successful Training Plan Training should be aimed at improving the individual’s skill set as well mind set to gain knowledge about the work environment he will be exposed to, as well as to exhibit the right kind of attitude and behavior towards his peers and superiors. What is the need to train people? It is like molding raw clay into the desired shape and structure to suit our needs. An untrained individual, how well qualified he may be cannot fill the bill. Pros and Cons of Training: Corporate training methods include cognitive as well as behavioral type of training. But the crux of the whole thing is that the trainer must keep in mind the trainee’s present skill set or background and to train him in areas where he lacks verve. Also the pros and cons of each and every method should be analysed before training is imparted. Cognitive training is to theoretically teach trainees the concept of work and how to go about it. This is equally important as learning induces changes in behavior of individuals. Virtual Reality Training: Virtual reality training method is gaining momentum in areas of medicine, engineering and aeronautics where the trainee is exposed to situations artificially recreated for the purpose of simulation. Introduction to QuickBooks 2017 The trainee is benefited by the near perfect exposure he gets through these types of training methods. Simulations in the field of medicine are a real boon to students doing their internship and also to the surgeons performing complicated surgeries. On the job training: On the job training makes the trainees incorporate conceptual learning to be put into effective use. The experience adds value to their career and it is a good way to grow. The trainee also has to understand the significance of being trained that gives him an edge over others. Business games are popular in corporate setup where the members of a team are asked to don different roles or positions of the firm and solve a particular problem situation. This develops sound reasoning skills and instills confidence to handle crisis situations. Concept of training: The very concept of training is to make the individual tailor made for the job he is about to perform; not only the physical aspects but also psychological and social aspects have to be included in the package that will etch a comprehensive pattern in the process of management development techniques. Training improves the effectiveness and efficiency of performance, oriented towards goal setting, develops inter personal relationship and helps in the exercise of knowledge building providing room for improvement. Soft skill training: Soft skill training is a must as communication is the most important aspect that binds any organization for the purpose of delegation, clarification and development. Trainers have to be suitably trained and the common objective for both trainers and trainees would be to satisfy the objectives of the organization and work towards it. Evaluation of training gives you an idea whether your training design has been successful and the implementation satisfactory. Employee Feedback: Feedback from the employees and the ratio of performance standard achieved against the established standards sets the benchmark for the next mile of achievement to be covered. Blogging and Podcasting for Beginners Workshops, seminars, lectures, discussions aid not only the trainees but also the employers of the company to periodically refresh themselves with the ongoing changes and developments in the industry. The bottom line is, training has to bring in not only transitions but also transformations in individuals in terms of improved personality, attitude, behavior and adaptability to better their future...

The Purpose of a Job Interview Interviewing cannot be viewed just as a two way conversation, but as a process of social interaction. Personal interview is the most flexible tool that helps to obtain the most accurate information about the prospective candidate as the presence of the interviewer makes it hard for the respondent to report incorrectly. You might have seen some poker players with a winning spree. That is because of their ability to guess opponent’s potential apart from their own knowledge about the game. The same applies to an effective interviewer who elicits the most appropriate information from the interviewee by gauging his potential and scope. Ambience: The ambience of an interview should facilitate the respondents to freely come out with their ideas about what they expect from the job and also what they are capable of contributing in terms of lifting the organization to greater heights. Fear generally grips freshers who may not have had exposure to such situations that decides their future. Even before completing their engineering or professional courses students get placed in very good companies that offer much scope in terms of pay and career advancement. It has become statutory for these students to express themselves in the most impressive manner to capture the interest of the interviewers and to outsmart their rivals competing for the same position or capacity. Body Language: Your body language speaks volumes about the self confidence you possess, whether you are really capable of leading. Pleasing personality is definitely a plus and it is a winning strategy to get noticed among the pool of prospects. Try to be as modest and dignified in your behavior and attitude but at the same time be self assured to avoid any question that falls beyond the scope of discussion or if it is aimed to puncture your ego. Stress Interviews: Most of the stress interviews are structured in order to test the tolerance level of the prospective employees given a crisis situation and also to judge their decision making skills in such a situation. Rapid fire questions are thrown before you, wherein either you can buy some time to think, keep quiet to prove your self control or burst open and check out. Higher level management interviews are of this order as managers of the senior levels and CEO’s are constantly exposed to pressure situations and they need to keep their think tank cool to keep going. Systematic interviewing using lucid language is welcome. The session must be to the point and the respondent should not lose interest in the interview. Emotional and leading questions better be avoided. The interviewer must be a trained man who has the ability to conduct the interview in the most natural way and also should be well informed about all the possible and important aspects about the prospective candidates. Hypothetical Questions: Recent trend is to ask hypothetical questions where the respondent has to place himself in a particular situation and arrive at solutions. This probes beyond the skill sets that the respondent possesses and it concentrates on the crisis management ability, presence of mind and the quick wit of individuals. Corporate companies conduct their interviews in a completely different manner. They are more concerned about the attitude, morale, soft skills, role analysis and the like. How an individual performs as a member of a team or a group and how well he can lead his team in times of crisis are a matter of concern in big corporates. Say for instance, if you are the head of a company, what possible changes would you bring in terms of sales, marketing and production? What will be...

On The Job Training Methods For Effective Employee Development The method by which training is delivered often varies based on the needs of the company, the trainee, and on the task being performed. The method should suit the audience, the content, the business environment, and the learning objective. Ideally, the method chosen will motivate employees to learn, help employees prepare themselves for learning, enable the trainees to apply and practice what they’ve been taught, help trainees retain and transfer what they have learned, and integrate performance with other skills and knowledge.  The basic objective of training is learning which brings about a radical change in the perspective of an individual preparing him for the task. On the Job Training: This is the most common method of  training. The trainee is placed on the job and the manager or mentor demonstrates the trainee how to do the job. To be successful, the training  should be done according to a structured programme that uses task lists, job breakdowns, and performance standards as a lesson plan. Common on the Job training methods include:- Demonstration: Demonstration is very effective for basic skills training. The trainer shows trainees how to do something. The trainer may provide an opportunity for trainees to perform the task being demonstrated. Panel: A panel provides several points of view on a topic to look for alternatives to a situation. Panel members may have differing views but they must also have objective concerns for the purpose of the training. This is an excellent method for using outside experts. Projects: Projects require the trainees to do something on the job, which improves the business as well as helps them learn about the topic of training. It might involve participation on a team, the creation of a database, or the forming of a new process. Employees can voluntarily under-take some small projects that would better the performance of a system. This would help the employee to become noticed and others ease of doing a particular thing and a source of inspiration. Say, Simplifying a database application by introducing a new software. Mentoring: A mentor can tutor others in their learning. Mentors help employees solve problems both through training them in skills and through modeling effective attitudes and behaviors. This system is sometimes known as a buddy system. Visit our GUMROAD Ebook Store for all your MBA guide...

Emotional Intelligence for Effective Inter Personal Relationships What is Emotional Intelligence : an ability or capacity to perceive, assess, and manage the emotions of one’s self, and of others. Role of Emotions: Emotions play a critical role in organizations where there is a need for people to work in groups or teams. A leader who is strong in mind and thoughtful can perceive, observe and direct the emotions of the team members through proper channels. Such a leader is said to be “emotionally intelligent”. No! It is not about intelligence quotient but emotional intelligence. Empathy is the ultimate quality expected in leaders and managers rather than being rated high in the IQ scale.The capacity to perceive, scrutinize and manage one’s own emotions and that of others is one major factor of advantage in the concept of emotional intelligence. An emotionally intelligent person can institutionalize and manage change as well as make powerful decisions. Grooming of Human Mind and Skills: Human resource management throws up a real challenge to corporate organizations, where human minds and skills have to be groomed for the purpose of transcending their performance to remarkable levels in order to satisfy the production requirements. This is possible only when an organization has a leader who can draft and amalgamate the process of relationship management and skill development without a glitch for the benefit of the organization . Transformational leadership with constructive attitude and open approach is well appreciated and accepted by the worker force. What are the distinct features of emotional intelligence? High perception Being insightful Sensitive to the needs and requirements of the employees Self-control Self-awareness Open communication Empathy Change management skills Effective decision making Ever sanguine Instrumental in developing interpersonal skills Breaks the conventional rules Aggressive and daring in his approach Socially popular and easily gain acceptance Motivation driver The rational quotient behind emotional intelligence helps people to think and act smart even during nerve-racking situations.Emotional intelligence helps people to think and act in a logical manner in stressful situations that can divert their energy into positive thinking. A leader with high emotional intelligence can work efficiently with his team members. The spirit of exuberance from the leader acts as a positive signal and takes the pressure off the employees’ mind. It is this ability to identify and understand the emotions of people working under him makes him a comrade rather than a commando. Why EI is Necessary? Emotional intelligence is necessary for top level executives at management level to stand out and succeed. An ordinary employee who does mundane job everyday is expected to be technically sound and well-trained. The same criterion can never be applied to a manager or a chief executive who is bound to manage both formal and informal teams working under the same roof. Only persons who are emotionally sound can uphold the proceedings with dynamism and verve. By motivating human personnel you can get things done in a smooth manner: Give them a fresh start to prove themselves in case if they fail at the first attempt Anger management of self/others Channelize the emotions of self/others and create positive vibes Perceive the problems from various angles to get a complete picture Understanding the root of the problem Treating work as fun Thinking out of the box – parallel thinking and creative thinking must be encouraged amongst the employee group. People with high emotional intelligence are the ones needed in business community as big corporate organizations always find it difficult to manage human resource. The management has to devise a system that takes into account the intricacies of human mind and assigning right people to handle the perplexities....