HR04
Training & Development
Assignment – I
Assignment Code: 2015HR04A1 Last Date of Submission: 15th May 2015
Maximum Marks: 100
Attempt all the questions. All the questions are compulsory and carry equal marks.
Section-A
1. Explain the linkages of strategic planning to HRD-training, development and organization development (OD). How would you formulate training objectives using the strategic planning process? (10+10)
2. (i) Explain the various principles of learning and relate these to a training session scenario and the level of learning possible through these principles.
(ii) How would you use programmed learning and experiential learning techniques to train hospitality industry staff? Give your reasons. (10+10)
3. What are the methods of identifying training needs? What methods would be used if the training need analysis was limited to the organizational level in terms of attitude and work culture changes as a human process intervention? (10+10)
4. Discuss the attributes of a model trainer and the various training tasks the trainer is supposed to manage the training process. What would be the activities to be undertaken during (i) pre training, (ii) during training and (iii) post training process?
(8+12)
Section-B
Case Study: ‘DHATVIK’ Company
DHATVIK is in a very competitive metal products business. It employs 4,000 people. Because of the similarity in the product design and competitive prices with its competitors, it maintains its sales by emphasizing quality and service. About a year ago the company lost two of its major customers, who had been dissatisfied with manufacturing defects .After studying the problem, the company decided that its basic engineering was sound but carelessness and lack of quality consciousness on the part of production workers, inspectors, and manufacturing supervision were a prime cause of trouble. Accordingly, it introduced a Quality Control training program to solve the problem.
The Quality training course was given after working hours, from 7.00 to 9.00 p m each Wednesday for 10 weeks. Employees were not paid any additional amount to attend the sessions. Technically, attendance was voluntary; however, management intimated that employees who attended sincerely would have the fact recorded in their personnel records. This fact would be considered in future pay rise and promotions. The course was taught by a staff engineer from the quality control department. The course methodology mainly consisted of lectures, and at times movies on quality control and some inter active discussions were introduced. The course covered all theoretical and technical aspects and included use of control charts and other quality tools and techniques. The Course was open to all employees in the plant, including supervisors. Attendance in the early sessions averaged around fifty. Towards the end it declined to twenty four.
The training manager made the following comment at the conclusion of the course- “Ritesh (the instructor) did a good job of lecturing. He was informative and spiced his talks with humor at appropriate times. It was not his fault that attendance declined.”
Case Questions:
5. a. Do you think this training program was organized and administered properly? Support your answer with your arguments.
b. Evaluate the merits and demerits of the training approach followed to improve product quality.
HR04
Training & Development
Assignment – II
Assignment Code: 2015HR04A2 Last Date of Submission: 15th May 2015
Maximum Marks: 100
Attempt all the questions. All the questions are compulsory and carry equal marks.
Section-A
1. Design a two day Management Development Program on ‘Work Life balance’ for Government School principals under the Ministry of Education. Give reasons for the training method used in the sessions. How will you ensure their presence at the Government staff training college? (10+5+5)
2. (i) What are the training cost heads that you would consider for conducting a 5 day Executive Development program for a group of twenty junior level executives of an organization at the company’s on-site training institute? How would the benefits be evaluated? (10)
(ii) Discuss the training methods that could be used indicating both the advantages and likely disadvantages of these methods. (10)
3. A Management Development Program on Negotiation Skills has been planned in your company for finance, materials, marketing and HR executives. Design a training module. Identify the parameters for evaluating this training program. Create a feedback form that would be used on the last day of the training program. (10+10)
4. Why is evaluation of a training program a very critical part of training? What are the various techniques used for the evaluation of a training program? How effective according to you is the Kirkpatrick 4 level model? (7+7+6)
Section-B
Case Study
Given below is a training evaluation form designed by a company to gauge the training effectiveness of it programs.
Training Evaluation Form
Date: __________________
Title Locationoftraining:______________________________________________________________
Trainer: __________________________________________________
Instructions: Please indicate your level of agreement with the statements listed below.
Strongly agree Agree Neutral Disagree Strongly Disagree
1 The objectives of the training were clearly defined.
2 Participation and interaction were encouraged.
3.The topics covered were relevant to me
4.The content was organized and easy to follow
5.The material distributed were helpful
6. This training experience will be useful in my work
7. The trainer as knowledgeable about the training topics
8. The trainer was well prepared
9. The training objectives were met
10. the time allotted for training was sufficient
11. The training room infrastructure and facilities were adequate
Case Questions:
5. a. Does this form consider all levels of the Kirkpatrick model of training effectiveness evaluation? Elucidate with arguments. (10)
b. Add your suggestions to make the training evaluation more useful to the organization in terms of both short term and long term impact. (10)
Training & Development
Assignment – I
Assignment Code: 2015HR04A1 Last Date of Submission: 15th May 2015
Maximum Marks: 100
Attempt all the questions. All the questions are compulsory and carry equal marks.
Section-A
1. Explain the linkages of strategic planning to HRD-training, development and organization development (OD). How would you formulate training objectives using the strategic planning process? (10+10)
2. (i) Explain the various principles of learning and relate these to a training session scenario and the level of learning possible through these principles.
(ii) How would you use programmed learning and experiential learning techniques to train hospitality industry staff? Give your reasons. (10+10)
3. What are the methods of identifying training needs? What methods would be used if the training need analysis was limited to the organizational level in terms of attitude and work culture changes as a human process intervention? (10+10)
4. Discuss the attributes of a model trainer and the various training tasks the trainer is supposed to manage the training process. What would be the activities to be undertaken during (i) pre training, (ii) during training and (iii) post training process?
(8+12)
Section-B
Case Study: ‘DHATVIK’ Company
DHATVIK is in a very competitive metal products business. It employs 4,000 people. Because of the similarity in the product design and competitive prices with its competitors, it maintains its sales by emphasizing quality and service. About a year ago the company lost two of its major customers, who had been dissatisfied with manufacturing defects .After studying the problem, the company decided that its basic engineering was sound but carelessness and lack of quality consciousness on the part of production workers, inspectors, and manufacturing supervision were a prime cause of trouble. Accordingly, it introduced a Quality Control training program to solve the problem.
The Quality training course was given after working hours, from 7.00 to 9.00 p m each Wednesday for 10 weeks. Employees were not paid any additional amount to attend the sessions. Technically, attendance was voluntary; however, management intimated that employees who attended sincerely would have the fact recorded in their personnel records. This fact would be considered in future pay rise and promotions. The course was taught by a staff engineer from the quality control department. The course methodology mainly consisted of lectures, and at times movies on quality control and some inter active discussions were introduced. The course covered all theoretical and technical aspects and included use of control charts and other quality tools and techniques. The Course was open to all employees in the plant, including supervisors. Attendance in the early sessions averaged around fifty. Towards the end it declined to twenty four.
The training manager made the following comment at the conclusion of the course- “Ritesh (the instructor) did a good job of lecturing. He was informative and spiced his talks with humor at appropriate times. It was not his fault that attendance declined.”
Case Questions:
5. a. Do you think this training program was organized and administered properly? Support your answer with your arguments.
b. Evaluate the merits and demerits of the training approach followed to improve product quality.
HR04
Training & Development
Assignment – II
Assignment Code: 2015HR04A2 Last Date of Submission: 15th May 2015
Maximum Marks: 100
Attempt all the questions. All the questions are compulsory and carry equal marks.
Section-A
1. Design a two day Management Development Program on ‘Work Life balance’ for Government School principals under the Ministry of Education. Give reasons for the training method used in the sessions. How will you ensure their presence at the Government staff training college? (10+5+5)
2. (i) What are the training cost heads that you would consider for conducting a 5 day Executive Development program for a group of twenty junior level executives of an organization at the company’s on-site training institute? How would the benefits be evaluated? (10)
(ii) Discuss the training methods that could be used indicating both the advantages and likely disadvantages of these methods. (10)
3. A Management Development Program on Negotiation Skills has been planned in your company for finance, materials, marketing and HR executives. Design a training module. Identify the parameters for evaluating this training program. Create a feedback form that would be used on the last day of the training program. (10+10)
4. Why is evaluation of a training program a very critical part of training? What are the various techniques used for the evaluation of a training program? How effective according to you is the Kirkpatrick 4 level model? (7+7+6)
Section-B
Case Study
Given below is a training evaluation form designed by a company to gauge the training effectiveness of it programs.
Training Evaluation Form
Date: __________________
Title Locationoftraining:______________________________________________________________
Trainer: __________________________________________________
Instructions: Please indicate your level of agreement with the statements listed below.
Strongly agree Agree Neutral Disagree Strongly Disagree
1 The objectives of the training were clearly defined.
2 Participation and interaction were encouraged.
3.The topics covered were relevant to me
4.The content was organized and easy to follow
5.The material distributed were helpful
6. This training experience will be useful in my work
7. The trainer as knowledgeable about the training topics
8. The trainer was well prepared
9. The training objectives were met
10. the time allotted for training was sufficient
11. The training room infrastructure and facilities were adequate
Case Questions:
5. a. Does this form consider all levels of the Kirkpatrick model of training effectiveness evaluation? Elucidate with arguments. (10)
b. Add your suggestions to make the training evaluation more useful to the organization in terms of both short term and long term impact. (10)
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