Mr. Francis is the Human Resource Manager of a Private Limited Company

1.	Mr. Francis is the Human Resource Manager of a Private Limited Company. He has observed that the employees’ performance level has declined. As a result, efficiency is low and has affected the organizational objectives. He is of the opinion that employees should be imparted some training to enhance their performance. (a) Suggest on-the-job training by explaining its major techniques that would increase the level of productivity of employees.(b) Suggest any two evaluation systems that Mr. Francis may use to judge the performance of employees after training.
Answer» (a) On-the-job training provides first hand job, knowledge and experience under actual working conditions. However, the noise of the work place may distract the attention of trainees and they may find at difficult to concentrate on learning. Some major techniques used for on-the-job training are given below: 1. Job instruction training (JIT): This is the most popular form on the job training. It is also known as step-by-step training. (a) Preparing the trainees by telling them about the job. (b) Presenting the instructions, giving the necessary information. (c) Letting the trainees try out the job. (d) Observing try out and providing necessary assistance and follow up. 2. Apprenticeship training: Under thismethod, the trainees learn by working with those who are already skilled in their jobs. People who want to enter skilled-traders are required to undergo apprenticeship training. 3. Job rotation: This method involves the movement or transfer of the trainees from one job to another, basically of similar nature, either in same department or different departments. The trainee get job knowledge and gains experience in different assignments. (b) The two systems are: 1. Employee ranking: Under this system the superior compares an employee with all other employee in the group on the basis of their job performance. The best employee is given the first rank, the second best the second rank and so on. All employee are ranked on overall basis. 2. Critical incidents method: In this method, the rater is required to record some exceptional events and the behaviour of each employee during such events. Employees are rated on the basis of whether their behaviour was proper or not. Scores are assigned to the extent to which the behavior was considered satisfactory.

Mr. Francis is the Human Resource Manager of a Private Limited Company. He has observed that the employees’ performance level has declined. As a result, efficiency is low and has affected the organizational objectives. He is of the opinion that employees should be imparted some training to enhance their performance. (a) Suggest on-the-job training by explaining its major techniques that would increase the level of productivity of employees.(b) Suggest any two evaluation systems that Mr. Francis may use to judge the performance of employees after training.

Answer»

(a) On-the-job training provides first hand job, knowledge and experience under actual working conditions. However, the noise of the work place may distract the attention of trainees and they may find at difficult to concentrate on learning. Some major techniques used for on-the-job training are given below:

1. Job instruction training (JIT): This is the most popular form on the job training. It is also known as step-by-step training.

(a) Preparing the trainees by telling them about the job.

(b) Presenting the instructions, giving the necessary information.

(d) Observing try out and providing necessary assistance and follow up.

2. Apprenticeship training: Under thismethod, the trainees learn by working with those who are already skilled in their jobs. People who want to enter skilled-traders are required to undergo apprenticeship training.

3. Job rotation: This method involves the movement or transfer of the trainees from one job to another, basically of similar nature, either in same department or different departments. The trainee get job knowledge and gains experience in different assignments.

(b) The two systems are:

1. Employee ranking: Under this system the superior compares an employee with all other employee in the group on the basis of their job performance. The best employee is given the first rank, the second best the second rank and so on. All employee are ranked on overall basis.

2. Critical incidents method: In this method, the rater is required to record some exceptional events and the behaviour of each employee during such events. Employees are rated on the basis of whether their behaviour was proper or not. Scores are assigned to the extent to which the behavior was considered satisfactory.

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