´TRAINING AND DEVELOPMENT
SHORT QUESTIONS
SECTION A ( COMPULSORY)
WRITE SHORT NOTE ON THE FOLLOWING
SHORT QUESTIONS
SECTION A ( COMPULSORY)
WRITE SHORT NOTE ON THE FOLLOWING
a.
INDUCTION
b. MANAGEMENT DEVELOPMENT
c.
SIMULATION
d.
TASK ANALYSIS
e.
FORMATIVE
EVALUATION
f.
EXPERIMENTAL
DESIGN
g. QUESTIONNAIRE
h.
ATTITUDE
SURVEY
i.
GROUP
ORIENTATION
´ SECTION B( LONG QUESTIONS)
I.
DISCUSS THE VARIOUS METHODS OF INDUCTION
TRAINING
II.
WRITE THE VARIOUS METHODS OF TRAINING EMPLOYEE
IN DETAIL
III.
HOW THE TRAINING PROGRAMS ARE DESIGNED AND
DEVELOPED?
IV.
DISCUSS THE TRAINING NEED ASSESSMENT PROCESS?
´ SECTION C
A.
TRAINING
PROGRAMS CAN BE EVALUATED ON THE BASIS OF SEVERAL FACTORS. DESCRIBE THESE
FACTORS IN DETAIL.
B.
WHAT DO YOU
UNDERSTAND BY TESTS? DESCRIBE VARIOUS STAGES IN DESIGINING TEST USED IN
COLLECTING DATA?
C.
QUASI-EXPERIMENTAL
DESIGNS ARE COMPLEX BUT THEY DO PROVIDE EVIDENCE OF CASUALTY? COMMENT ON THIS
STATEMENT BY EXPLAINING IMPORTANCE AND LIMITATION OF QUASI EXPERIMENTAL
TRAINING EVALUATION DESIGN?
D.
WHAT IS
TRAINING EVALUATION REPORT? DISCUSS THE GUIDELINES FOR WRITING TRAINING
EVALUATION REPORT?
´ INDUCTION
´ AN INDUCTION PROGRAMME IS THE PROCESS USED
WITHIN MANY BUSINESS TO WELCOME NEW EMPLOYEE TO THE COMPANY AND PREPARE FOR THE
ROLE. IT HELPS IN THE EFFECTIVE INTEGRATION OF THE EMPLOYEE INTO THE
ORGANIZATION.
´ EDWIN B FLIPPO,” IS THE WELCOMING
PROCESS TO MAKE THE NEW EMPLOYEE FEEL AT HOME AND GENERATE IN HIM THE FEELING
OF BELONINGNESS TO THE ORGANIZATION.
´ PROCESS OF INTRODUCING THE NEW COMER
TO THE ORGANIZATION
´ THE PURPOSE OF THE INDUCTION IS TO
WELCOME A NEW EMPLOYEE AND INFORM THEM TO THEIR TEAM AND COWORKERS, HELP THEM
TO UNDERSTAND THEIR WORK AND MAKING THEM AWARE OF POLICIES OF THE
ORGANIZATION.IT HELPS IN REDUCING THE ANXIETY AND CREATES A FEELING OF SENSE OF BELONGINGNESS.
´ MANAGEMENT DEVELOPMENT
´ MANAGEMENT DEVELOPMENT IS THE OVERALL CONCEPT
THAT DESCRIBES THE MANY WAYS IN WHICH ORGANIZATION HELP EMPLOYEES DEVELOP THEIR
PERSONAL AND ORGANIZATIONAL SKILLS.
´ MANAGEMENT DEVELOPMENT IS SYSTEMATIC PROCESS OF
IMPROVING MANAGERIAL PERFORMANCE. THE PURPOSE OF IT TO DEVELOP MANAGER’S
COMPETENCIES REQUIRED FOR CURRENT AND FUTUTRE JOB RESPONSIBILITIES.
´ IT FOCUSES ON BASIC, TECHNICAL SKILLS,
KNOWLEDGE, ATTITUDE AND CAPABILITIES OF MANAGERIAL EMPLOYEES TO ENHANCE THEIR
CURRENT PERFORMANCE AND FIT FOR FUTURE RESPONSIBILITIES.
´ CONDUCTED FOR MANAGERIAL EMPLOYEES AND IT IS
FUTURE ORIENTED AND PROACTIVE TO FUTURE JOB REQUIREMENT.
´ SIMULATION
´ SIMULATION IS A GENERIC TERM THAT REFERS TO AN
ARTIFICIAL REPRESENTATION OF A REAL WORLD PROCESS TO ACHIEVE EDUCATIONAL GOALS
THROUGH EXPERIENTIAL LEARNING.
´ TRAINING SIMULATION IS A VIRTUAL MEDIUM THROUGH
WHICH VARIOUS TYPES OF SKILLS CAN BE ACQUIRED. IT IS DONE TO IMPROVE BUSINESS
AWARENESS AND MANAGERIAL SKILLS.
´ SIMULATION IS AN IMITATION OF A REAL LIFE
PROCESSS IN ORDER TO PROVIDE A LIFE LIKE EXPERIENCE.
´ TASK ANALYSIS
´ TASK ANALYSIS IS THE ANALYSIS OF HOW A TASK IS
DONE INCLUDING A DETAILED DESCRIPTION OF BOTH MANUAL AND MENTAL ACTIVITIES,TASK
AND ELEMENTS.TASK DURATION,TASK FREQUENCY,TASK ALLOCATION.TASK
COMPLEXITY,ENVIRONMENTAL CONDITIONS ETC
´ FORMATIVE EVALUATION
´ EVALUATION LITERALLY MEANS THE ASSESSMENT OF
VALUE OR WORTH AND IT IS THE ACT OF JUDGING WHETHER OR NOT THE ACTIVITY TO BE
EVALUATED IS WORTHWHILE IN TERMS OF SET CRITERIA.
´ EVALUATION IS OF TWO TYPES: FORMATIVE
EVALUATION AND SUMMATIVE EVALUATION
´
FORMATIVE EVALUATION IS USUALLY CONDUCTED IN
THE EARLY STAGE OF A PROGRAMME AND ADDRESSES QUESTIONS ABOUT IMPLEMENTATION AND
ONGOING PLANNING AND IT HELP IN FINDING PROBLEMS EARLY AND THEY PROVIDE AN
OPPORTUNITY TO COLLECT BASIC DATA FOR FUTURE SUMMATIVE EVALUATION
´
IT IS USED FOR LEARNING AND THE MAIN INTENTION
OF A FORMATIVE EVALUATION IS TO FOSTER DEVELOPMENT AND IMPROVEMENT WITH AN
ONGOING ACTIVITY ( OR PERSON,PRODUCT,PROGRAM ETC)
´ FORMATIVE EVALUATION
´ IN FORMATIVE EVALUATION THE AUDIENCE ARE THOSE
INDIVIDUALS WHO DESIGN,DEVELOP AND DELIVER TRAINING AND IT PROVIDES INFORMATION
FOR DESIGNERS AND DEVELOPERS TO ENSURE THAT THE PROGRAM:-
•
MEETS OR EXCEEDS DEFINED QUALITY STANDARDS
•
PROVIDES A POSITIVE LEARNING IMPROVEMENT
•
MEETS STAKEHOLDER
´ EXPERIMENTAL OR RANDOMIZED DESIGN
´ ASSIGNMENT OF PEOPLE TO THE TRAINED
GROUP(EXPERIMENTAL/TRAINED GROUP)
´ AND TO THE UNTRAINED GROUP( CONTROL GROUP)
´ BY RANDOMLY ALLOCATING THE INTERVENTIONS AMONG
ELIGIBLE BENEFICIARIES,THE ASSIGNMENT PROCESS ITSELF CREATES COMPARABLE
TREATMENT AND CONTROL GROUPS THAT ARE STATISTICALLY EQUIVALENT TO ONE ANOTHER
GIVEN APPROPRIATE SAMPLE SIZE.
´ IT ESTIMATE THE DEGREE TO WHICH A TRAINING
PROGRAM HAS CAUSED TRAINEE PROFICIENCY ARE USED TO ESTABLISH IF THE
TRAINING PROGRAMME SHOULD BE ELIMINATED OR EXPANDED TO OTHER PARTS OF THE
ORGANIZATION.
´ QUESTIONNAIRE
´ QUESTIONNAIRE IS A RESEARCH INSTRUMENT
CONSISTING OF A SERIES OF A QUESTIONS ASKED TO INDIVIDUALS TO OBTAIN USEFUL
INFORMATION ABOUT A GIVEN TOPIC FROM RESPONDENTS. THE QUESTIONNAIRE WAS
INVENTED BY THE STATISTICAL SOCIETY OF LONDON IN 1838.
´ IT IS A MEANS OF ELICITING THE FEELING, BELIEFS,
EXPERIENCES, PERCEPTIONS OR ATTITUDES OF SOME SAMPLE INDIVIDUALS.
´ AS A DATA COLLECTING INSTRUMENT, IT COULD BE
STRUCTURED OR UNSTRUCTURED.
´ ATTITUDE SURVEY
´ THE TERM ATTITUDE IS DEFINED AS PSYCHOLOGICAL TENDENCY THAT IS EXPRESSED BY EVALUATING A PARTICULAR ENTITY WITH SOME DEGREE OF FAVOR OR DISFAVOR.
´ THROUGH ATTITUDE SURVEY PROVIDES AN
UNDERSTANDING OF HOW THE EMPLOYEES PERCEIVES THE ORGANIZATION AND WORK GROUPS.
´ AS ESSENTIAL COMPONENT OF ORGANIZATIONAL
TRAINING AND DEVELOPMENT IT PROVIDES A PICTURE OF THE ORGANIZATION’S NEEDS.
´ EMPLOYEE ATTITUDE SURVEY MEASURES THE EMPLOYEE
OPINION ON OR MOST OF THE ASPECTS OF JOB WORK PLACE:-
•
OVERALL SATISFACTION
•
CORPORATE CULTURE
• CAREER DEVELOPMENT
•
TRAINING
•
WORKING CONDITIONS
•
COMPENSATION ETC
´ ATTITUDE SURVEY
´ THE USE OF REGULAR ATTITUDE SURVEY CAN MAKE
AWARE OF POTENTIAL PROBLEMS IN ADVANCE TO TAKE THE CORRECTIVE ACTION.
´ USES OF EMPLOYEE ATTITUDE SURVEY INCLUDE:-
´ FOCUSING ON EMPLOYEE DEVELOPMENT
´ TRAINING NEED ASSESSMENT
´ EVALUATION OF TRAINING ETC
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