Unit-3: On-boarding, Training, Development and Career Planning 12

On-Boarding- Meaning, Purpose of On-Boarding, Planning the On-Boarding program,

Problems faced in On-boarding; Training: Need for training, Benefits of training, Methods of
Training and Development; Evaluation of effectiveness of Training; Career Planning and
Development- Need for Career Planning; Types -Horizontal and Vertical Progression,
Technical, Managerial and Functional progression (Concepts only)

Introduction

On-boarding is the initial phase of integrating a new employee into an organization. It involves
introducing them to the company's culture, values, policies, and their specific job
responsibilities. An effective on-boarding program ensures that new hires feel welcomed,
prepared, and engaged, enabling them to quickly adapt to their roles and contribute
productively. Training is the ongoing process of improving employees' skills and knowledge.
It focuses on providing employees with the technical expertise and soft skills necessary to
perform their current roles efficiently. Training programs can be formal or informal, structured
or on-the-job, and are designed to address immediate job needs or organizational goals. By
investing in training, companies ensure their workforce remains competitive, adaptable, and
capable of handling evolving challenges. Development, on the other hand, is more focused on
the long-term growth of employees. It involves providing opportunities for skill enhancement,
leadership training, and personal growth that align with both the employee's aspirations and the
organization's future needs. Employee development promotes a culture of continuous learning
and career progression, boosting employee satisfaction and retention. Career planning refers to
the process through which employees identify their career goals and outline the steps to achieve
them. It involves setting clear objectives, exploring development opportunities, and aligning
personal goals with the company's growth trajectory. Career planning helps employees stay
motivated, feel valued, and achieve a sense of purpose within the organization.
Meaning

On-boarding is the process through which new employees are integrated into an organization.
It goes beyond simply introducing new hires to their job roles and work environment it is a
comprehensive process designed to help employees feel welcomed, supported, and well-
prepared for their new role.

On-boarding refers to the process of integrating a new employee into an organization, helping
them adjust to the company culture, understand their job responsibilities, and become familiar
with the tools and systems they will use. It is a comprehensive process designed to ensure that
new hires feel welcomed, supported, and prepared for their role within the company.

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PURPOSE OF ON-BOARDING

The purpose of on-boarding is to help new employees transition smoothly into their roles and
the organizational. Culture. It aims to ensure that employees are well-prepared, comfortable,
and confident in their new job. Here are the key purposes of on-boarding:

1: Introduction to Company Culture

2: Clarification of Job Expectations

3: Familiarization with Tools and Resources

4: Integration into the Team

5: Compliance and Legal Requirements

6: Increased Productivity

7: Higher Employee Retention

8: Reduction of Employee Anxiety

1. Introduction to Company Culture: On-boarding helps new employees understand the

organization's values, mission, and workplace culture, ensuring they feel connected to
the company's purpose and environment.
2. Clarification of Job Expectations: It ensures that new employees clearly understand
their job roles, responsibilities, goals, and performance expectations from the outset.
3. Familiarization with Tools and Resources: On-boarding provides new hires with the
necessary tools, technology, and resources to perform their jobs effectively, ensuring
they are equipped to succeed.
4. Integration into the Team: It promotes social connections by introducing new
employees to their colleagues and supervisors, fostering a sense of belonging and
teamwork.
5. Compliance and Legal Requirements: On-boarding ensures that new employees
informed about company policies, legal requirements, safety procedures, and other
compliance-related matters.
6. Increased Productivity: A structured on-boarding process helps employees become
productive more quickly by providing them with vith the knowledge and skills they
need to perform their tasks efficiently.

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 7. Higher Employee Retention: Proper on-boarding can improve job satisfaction and
employee engagement, leading to better retention rates as new hires feel supported and
valued.
8. Reduction of Employee Anxiety: On-boarding eases the transition into a new job,
reducing uncertainty and anxiety by clarifying expectations and providing support.
OBJECTIVES OF ON-BOARDING

Introduce the Company

Culture

Clarity Job Expectations

Build Relationship

Provide Necessary Tools

Ensure Compliance

• Introduce the Company Culture: Help new employees understand the

organization's values, mission, and work culture
• Clarify Job Expectations: Ensure employees understand their roles,
responsibilities, and how they contribute to the company's goals.
• Build Relationships: Facilitate connections between new hires and their
colleagues, supervisors, and other departments.
• Provide Necessary Tools: Equip employees with the resources, systems, and
information they need to perform their jobs effectively.
• Ensure Compliance: Inform new employees about company policies, legal
requirements, and safety procedure

PLANNING AN ON-BOARDING PROGRAM

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 1. Define the Objectives

2. Create a Structured Timeline

3. Design the Content and Activities

4. Assign Responsibilities and Key Contacts

5. Incorporate Feedback Mechanisms

6. Evaluate and Improve the Onboarding Process

7. Ongoing Support and Development

Planning an Onboarding Program is a crucial step in ensuring new employees have a

smooth transition into their roles and the organization. A well-planned onboarding
program helps improve employee engagement, satisfaction, and retention. Here's a
step-by-step guide to effectively planning an onboarding program:

[Link] the Objectives

What do you want to achieve with the onboarding process? Common objectives include:

a) Helping employees understand their role and responsibilities.

b) Familiarizing them with the company culture, policies, and procedures.
c) Providing the tools and training necessary for success.
d) Ensuring they feel welcomed and integrated into the team.

[Link] a Structured Timeline

Pre-Onboarding (Before Day 1)

*Send a welcome email with essential information, such as first-day expectations, company
resources, and dress code.

*Set up employee accounts, workstations, and equipment. Prepare necessary paperwork

(contracts, tax forms, benefits enrolment).

Day 1

Introduce the employee to the team and company leadership.

Provide an orientation session covering company culture, values, and policies.

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Give a tour of the office (physical or virtual), and explain key facilities and departments.

First Week

Provide job-specific training, including systems, tools, and tasks.

Set clear expectations for job performance and key objectives.

Schedule regular check-ins to address any questions or concerns.

First 30-90 Days

Provide continued support through training and feedback.

Assign a mentor or buddy to guide the employee.

Introduce them to different projects and cross-functional teams.

Gather feedback from the new hire and their team to assess progress.
3. Design the Content and Activities

Company Introduction: Share information about the company's history, mission, vision, and
values. Highlight key policies, benefits, and safety procedures.
Role-Specific Training: Develop training modules that cover job-specific tools, processes, and
expectations. Create interactive learning sessions, manuals, or e-learning courses.
Mentorship and Team Integration: Assign a mentor or buddy to help the new employee
adjust to their role. Organize team-building activities to foster relationships and collaboration.

Company Tools and Technology: Provide an overview of the systems, software, and tools the
employee will use. Conduct hands-on training sessions to ensure they are comfortable with the
technology.

4. Assign Responsibilities and Key Contacts

Onboarding Coordinator: Assign someone responsible for overseeing the entire onboarding
process. This could be an HR representative, manager, or a dedicated onboarding specialist.

Mentor/Buddy: Choose a current employee who can guide the new hire through the early
stages, answering questions and providing advice.

Managers and Team Leads: Ensure managers are involved in the onboarding process, setting
clear expectations and providing regular feedback

5. Incorporate Feedback Mechanisms

Surveys/Feedback Forms: Regularly collect feedback from the new hire on their onboarding
experience, starting from Day 1 through their first 90 days.

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Manager Check-Ins: Schedule frequent meetings between the new employee and their
manager to discuss progress, challenges, and expectations.

Adjust Based on Feedback: Use the feedback to improve and adjust the onboarding process
for future new hires.

6. Evaluate and Improve the Onboarding Process

Assess Program Effectiveness: Measure the success of the onboarding program through
employee engagement, productivity, and retention rates.

Review Employee Retention: Track how long employees stay after completing onboarding
and whether they feel supported.

Refine the Program: Based on employee feedback and performance data, refine onboarding
process to address any gaps or challenges.

[Link] Support and Development

Post-Onboarding Follow-Up: Continue supporting new employees after their formal

onboarding period. Schedule regular check-ins, performance reviews, and offer opportunities
for growth.

Offer Development Programs: Provide opportunities for continuous learning and career
development after the onboarding phase to ensure long-term employee engagement.

COMPONENTS OF ON-BOARDING

1. Pre-Onboarding

2. Orientation

3. Integration

4. Technology Setup

5. Evaluation and Feedback

1. Pre-Onboarding

Before the First Day: It includes activities like sending welcome emails, preparing
workstations, setting up accounts, and providing first-day schedules.

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 Paperwork and Compliance: Completing necessary administrative tasks such as signing
contracts, tax forms, benefits enrolment, etc.

[Link]

Company Introduction: New employees are introduced to the organization's history, culture,
mission, and key personnel.

Workplace Tour: Physical or virtual tours of the office space, introducing key locations,
departments, and safety protocols.

Role-Specific Training: Training related to the specific duties, tasks, and expectations of the
employee's role.

[Link]

Mentorship or Buddy System: Assigning a colleague or mentor to help guide the new
employee during the first few weeks or months.

Team Integration: Helping new employees meet their team members and understand how
they fit into the team's dynamic and goals.

Continuous Feedback: Offering regular feedback sessions to address any questions,

challenges, or concerns new employees may have.

[Link] Setup

Tools and Software: Providing access to necessary systems, tools, and software to ensure the
employee can begin working immediately.

Training on Internal Tools: Teaching how to use internal platforms, communication tools,
project management software, etc

5. Evaluation and Feedback

Post-On-boarding Evaluation: Collecting feedback from new employees on their onboarding

experience to assess effectiveness.

Follow-Up Check-ins: Regular follow-up to ensure employees are settling into their roles

and to address any issues or concerns that may arise.

BENEFITS OF EFFECTIVE ON-BOARDING

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 [Link] Retention Rates

2. Increased Productivity

3. Employee Engagement

4. Better Cultural Fit Reduced Turnover

5. Reduced Turnover

[Link] Retention Rates - Employees who experience a positive and thorough on-boarding
process are more likely to stay with the company long-term.
2. Increased Productivity - proper on-boarding helps employees become productive faster as
they understand their roles, tools, and expectations early on.

3. Employee Engagement - On-boarding programs that focus on culture, support, and

communication contribute to higher employee engagement and job satisfaction.

4. Better Cultural Fit Reduced Turnover - on-boarding helps new employees align with the
company's values and culture, improving team dynamics and work environment.

5. Reduced Turnover - effective on-boarding can decrease turnover by addressing the

potential causes of early resignation such as feeling unprepared, unsupported, or disconnected
from the team.

PROBLEMS FACED IN ON-BOARDING

➢ Lack of Clear Structure: Unorganized or inconsistent on-boarding processes.

➢ Poor Communication: Insufficient communication between HR, managers, and
employees.
➢ Lack of Engagement: On-boarding programs that fail to engage or connect new hires.
➢ Inefficient Technology: Problems with outdated or poorly integrated technology tools.
➢ Failure to Address Company Culture: Not emphasizing the company's values and
culture.
➢ Inadequate Role-Specific Training: Lack of detailed training for specific job
responsibilities.
➢ Limited Support or Mentoring: Insufficient guidance and mentoring for new hires.

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 ➢ Remote On-boarding Challenges: Difficulties with integrating remote employees into
the team.
➢ Lack of Follow-Up: Absence of continued support and feedback after on-boarding.
➢ Disconnection from Team or Vision: New employees feeling disconnected from their
team or company goals.
TRAINING

Training is a systematic and planned process designed to develop employees’ knowledge,

skills, attitudes, and abilities according to the needs and objectives of an organization. It is
tailored to align with the organization’s goals and policies and aims to improve employees’
performance in their current roles or prepare them for future responsibilities. Training involves
learning structured and programmed behaviors, applying knowledge in practice, and
understanding rules and procedures that guide effective job performance. Ultimately, it
enhances individual contribution and helps the organization achieve its objectives more
efficiently.

Meaning
Training is the process of maintaining and developing the required skills in an employee so as
to enable him/her to maintain and/or improve the performance. Training is the human resource
development sub-function. Every organization spends more time and money to provide training
to the employees for better performance.

Definition

According to Edwin B. Flippo, "Training is the act of increasing the knowledge and skill of
an employee for doing a particular job".

According to Michael J. Jucius, "The term training is used here to indicate only process by
which the aptitudes, skills and abilties of employees to perform specific jobs are increased.

According to Dale Yoder, "Training is the process by which manpower is filled for the
particular jobs it is to perform."

According to Beach, "Training is the organised procedure by which people learn knowledge
and skills for definite purpose."

Needs of Training

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 1 Skill Gaps

2. Technological Advancements

3. Process Updates

4. Employee Development

5. Performance Improvement

6. Adaptation to Change

7. Compliance and Safety

8. Customer Satisfaction

9. Retention and Motivation

10. Competitiveness

1. Skill Gaps: Address gaps between current and required skills for job performance.
2. Technological Advancements: Train employees to use new tools and technologies
effectively.
3. Process Updates: Educate employees on new procedures, policies, or workflows.
4. Employee Development: Support career growth and prepare for future roles
5. Performance Improvement: Enhance productivity and reduce inefficiencies.
6. Adaptation to Change: Help employees adjust to organizational changes and
transformations.
7. Compliance and Safety: Ensure adherence to legal, regulatory, and safety standards.
8. Customer Satisfaction: Improve service quality and client handling skills.
9. Retention and Motivation: Boost employee engagement and satisfaction by
investing in their growth.
10. Competitiveness: Keep the organization competitive by maintaining a skilled
workforce.

OBJECTIVES OF TRAINING

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 Improved Performance

Skill Development

Knowledge Enhancement

Performance Improvement

Career Growth

Adaptability

Employee Motivation

Reduced Transfer

Better Quality of Work

Compliance and Safety

Skill Development: Equip employees with job-specific and technical

Knowledge Enhancement: Provide updated knowledge on industry trends and processes.

Performance Improvement: Boost individual and team productivity and effectiveness.

Career Growth: Prepare employees for higher responsibilities and leadership roles.

Adaptability: Enable employees to manage organizational and technological changes.

Employee Motivation: Enhance job satisfaction and engagement through learning

opportunities.

Quality Assurance: Ensure adherence to standards and reduce operational errors.

Safety Compliance: Educate employees on workplace safety protocols.

Teamwork: Foster better communication and collaboration among team members.

Organizational Alignment: Align employee skills with company goals to achieve objectives.

Benefits of Training
1. Improved Performance: Enhances employees' efficiency and effectiveness.

2. Skill Enhancement: Develops job-specific and advanced skills.

3. Increased Productivity: Boosts overall organizational output.

4. Adaptability: Prepares employees to handle changes and new challenge.

5. Employee Satisfaction: Promotes job satisfaction and motivation.

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6. Reduced Turnover: Increases employee retention by providing growth opportunities.

7. Better Quality of Work: Ensures higher accuracy and fewer errors.

8. Compliance and Safety: Reduces risks by ensuring adherence to regulations and safety
protocols.

Importance of Training
Training is the foundation of sound management because it makes employees more effective
and productive. It is closely connected with all managerial activities and forms an integral
part of the overall management programme. Continuous training is necessary to adopt new
techniques, improve outdated methods, and respond to technological and organizational
changes.

Training helps employees grow within the organization, increase their skills, earning power,
and job security. It improves attitudes, promotes cooperation, builds loyalty, and reduces
conflicts, grievances, absenteeism, and turnover. For management, training ensures higher
quality standards, better delegation of authority, and overall organizational efficiency. Since
the workforce is a valuable asset, continuous training is essential for the organization’s
growth and success.

1. Increased Productivity

2. Higher Employee Morale

3. Less Supervision

4. Less Wastage

[Link] adaptability

6. Reduced Turn Over and Absenteeism

7. Employee Development

8. Health and Safety

9. Obsolescence Prevention

10. Personal Growth

Increased Productivity

Training improves the performance of employees. Increases skill and efficiency results in
better quantity and quality of production. A trained worker will handle machines carefully
and will use the materials in an economical way.

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Higher Employee Morale

A trained worker derives happiness and job satisfaction from his work. He feels happy when
his performance is up to the mark. This also gives him job security and ego satisfaction. The
employees will properly look after a worker who performs well. Allthese factors will improve
employee's morale.

Less Supervision

The degree of supervision required to a trained worker will be less. He will not be dependent
upon the supervisor and may carry on his work himself. On the other hand, an untrained
worker will need constant watch and he will require the guidance of the supervisor very
often. A trained worker will be most disciplined and independent. He will not like any type of
interference in his work and may not give any opportunity for the supervisor for complaint.

Less Wastage
Untrained workers may waste more materials, damage machines and equipment and may
cause accidents. Accidents generally occur due to deficiency in the operation and not in the
machine. A trained worker will know the art of operating the machine properly. He will also
use the material and other equipment a systematic way causing less wastage. The control of
various wastages will substantially reduce the manufacturing cost.

Easy Adaptability

The technological advancements will require new approach to work. The methods of work
are constantly undergoing a change. This will necessitate the adaptability of workers to
changing work environment. A trained worker can be more adaptable to the changing work
environment, than an untrained employee. The present workers can easily learn new work
techniques with little bit of guidance.

Reduced Turn Over and Absenteeism

Labour turnover and absenteeism are mainly due to job dissatisfaction. When a worker is
properly trained, he will take keen interest in his job and can derive satisfaction from it. A
satisfied person may not like to leave the job and try at a new place. Training helps reducing
labour absenteeism by increasing job satisfaction among them.

Employee Development

Training also helps in the development of employees. It first helps in locating talent in them
and then developing it to the maximum. The adaptability of a worker helps him in working
on new and improved jobs. If a worker learns fast then he will be able to develop his talent
and improve performance. Training gives him the opportunity to show his work also.
Health and Safety

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Proper training can help prevent industrial accidents. A safer work environment leads to more
stable mental attitudes on the part of employees. Managerial mental state would also
improve, it supervisors know that they can better themselves through company-designed
training programmes.

Obsolescence Prevention

Training programmes foster the initiative and creativity of the employees and help to prevent
manpower obsolescence, which may be due to age, temperament or motivation or the
inability of a person to adapt him to technological changes.
Personal Growth

Employees on a personal basis gain individually from their exposure to education experience.
In wider awareness, an enlarged skill, and enlightened altruistic philosophy, and make
enhanced personal growth possible.
METHODS/TECHNIQUES OF TRAINING

On the job off the job

Coaching Role playing
Under study Programme Case study
job rotation
Sensitivity Training
Special Projects
Juniors board committee Simulation
Appreciate Training Vestibule Training
JIT (job instruction training) Conference Method
Programmed Instruction
1. On-The-Job Training

On-the-Job training is the heart and soul of all training in business and industry. OJT
sometimes called "Shop Training" is the most universal form of employee development. This
is the traditional method of learning, which is designed to maximize learning while allowing
the employee to perform his job under the supervision and guidance of a trained worker or
instructor, providing him practical application and making principles and concepts of learning
meaningful and realistic. This is the most effective method of development applicable at all
levels to a wide range of semiskilled, skilled and technical jobs, as well as supervisory and
management development programmes. There are several types of on-the-job training. The
prominently deployed in use under On-the-Job training are:
Coaching

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The trainee is placed under a particular supervisor who functions as a coach in training the
individual. The supervisor provides feedback to the trainee on his performance and gives
some suggestions for improvement. Often the trainee shares some of the duties and
responsibilities of the coach and relieves him of his burden. A limitation of this method is that
the trainee would not have the freedom to express his ideas.
Understudy Programme

In this method, an individual works as an 'assistant to' 'deputy to' the senior manager so that
eventually the deputy can assume full responsibilities and duties of the job held by the senior
manager. In this method, the trainee learns by experience and observation. The main
advantage of this method is that the training is conducted in practical and realistic situations.

Job Rotation

Job rotation method involves transferring the trainee from one job to the other within the
department on a systematic basis. If the trainee is systematically moved from on job to other
would expose him to other fellow member's working situation and also would come to know
the kind of problems faced in doing the job.

Special Projects

In this method, the trainee may be asked to perform a special assignment so that he would in
a position to acquire knowledge and also learn the work procedure. Sometimes, the
management may create a task force consisting of trainees representing different functions in
the organization. The setting up of the task force not only helps the trainees in acquiring
knowledge about the special assignment but also enables them to develop team spirit.

Committees and Junior Boards

A Committees and Junior Boards which are also called 'multiple management' are important
methods of training. The trainee by becoming a member of the committee gets an opportunity
to interact with experienced managers and to know many problems of the organization and
the viewpoints of different managers can also be used for the purpose of managerial
development. The members in the junior boards deliberate upon the same problem faced by
the company Board of Directors.

Apprentice Training

Apprenticeship training is the most commonly used method, especially when proficiency in
job is the result of a relatively long training period of 2 years to 3 years for persons of
superior ability and from 4 years to 5 years for others. A major part of training time is spent
on-the-job productive work. Each apprentice is given a programme of assignments according
to a predetermined schedule, which provides for efficient training in trade skills.
Job Instruction Training (JIT)

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 The JIT method requires skilled trainers, extensive job analysis, training schedules and prior
assessment of the trainee's job knowledge. It involves listing all necessary steps in the job
each step is also listed. The actual training follows a four-step process, beginning with:

a) The preparation of the trainee for instruction. This includes putting him at case,
emphasizing the importance of the task and giving a general description of job duties
and responsibilities.
b) Presentation of the instructions giving essential information in a clear manner. This
includes positioning the trainee at work site, telling and showing him each step of the
job, stressing why and how each step is carried out as it is shown.
c) Having the trainee try out the job to show that he has understood the instructions, if
there are any errors they are corrected.
d) Encouraging the question and allowing the trainee to work along and the trainer
follows up regularly. The JIT method provides immediate feedback on results, quick
correction of errors. And provision of extra practice when required. However, it
demands a skilled trainer and can interfere with production and quality.

Advantages of On-the-Job Training

The main advantages of on-the-job training are as follows:

The trainee learns on the actual equipment is use and in the true environment of his job. He
therefore, gets a feel of the actual production conditions and requirements.

The trainee learns the rules, regulations and procedures by observing their day-to-day
applications. He can, therefore, be easily sized up by the management.

It is highly economical since no additional personnel or facilities are require for training.

It is most appropriate for teaching the knowledge and skills which can be acquired in a
relatively short period, say, a few days or weeks.

This type of training is a suitable alternative for a company in which there are almost as many
jobs as there are employees.

Disadvantages of On-the-Job Training

This is due to such reasons as the inability of the experienced employee to import skills to
the trainee, the breakdown of the job for the purpose of instructions, and the lack of
motivation on the part of the trainee to receive training.

Learners are often subjected to distractions of a noisy shop or office. Further, the other
drawback is the low productivity, especially when the employee is unable to fully develop his
skills.

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However, this training is generally given in a large number of organizations and is suitable
for all levels of operatives, supervisors and executives, for it needs no schools, and the
employee's contribution adds to the total output of the enterprise.

Job rotation involves the movement of the trainee from one job-to another. The trainee
receives job knowledge and gains experience from his supervisor or trainer in each of the
different job assignments.

Off-the-Job Training

Under this method of training, the trainee is separated from the job situation and his situation
is focused upon learning the material related to his future job performance. Since the trainee
is not distracted by job requirements, he can place his entire concentration on learning the job
rather than spending his time in performing it. There is an opportunity for freedom of
expression for the trainees.

Role Playing

It is defined as a method of human interaction that involves realistic behaviour in imaginary

situations. The method of training involves action, doing and practice. The participants play
the role of certain characters such as the production manager, mechanical engineer,
superintendents, maintenance engineers, quality control inspectors, foreman and workers and
like. This method is generally used for developing inter-personal relation and interactions. In
role-playing, trainees act out a given role as they would in a stage play. Two or more trainees
are assigned parts to play before the rest of the class. These parts do not involve any
memorization of lines or any rehearsals. The role-players are simply informed of a situation
and of the respective roles they have to play. Sometime after the preliminary planning, the
situation is acted out by the role players. Role-playing primarily involves employee-employer
relationships-hiring, firing, discussing a grievance procedure, conducting a post-appraisal
interview or disciplining a subordinate or a sales man making a representation to a customer.

Advantages of Role Playing

(a) Learning by doing is emphasized.

(b) Human sensitivity and interactions are stressed.

(c) The knowledge of results is immediate.

d) Trainee interest and involvement tend to be high.

e) It is a useful method to project the living conditions between learning in the classroom and
working on a job and creating a live business situation in the class room.
f) It develops skills and ability to apply knowledge, particularly in areas like human relations.
g) It brings about desired changes in behaviour and attitudes.

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Case Study

It is a written description of an actual situation in business which provokes in the reader, the
need to decide what is going on, what the situation reality is or what the problems are, and
what can be done. Taken from the actual experiences of organizations, these cases represent
attempt to describe, as accurately as possible, real problems that managers have faced.
Trainees study the case to determine the problems, analyze causes, develop alternative
stimulating discussions among participants, as well as excellent opportunities for individuals
to defend their analytical and judgmental abilities.

Advantages of case study method

(a) Master the facts; become acquainted with the content of the case.
(b). Define the objectives sought in dealing with the issues in the case.

(c) Identify the problems in case and uncover their problem causes.

(d) Develop alternative courses of action.

(e) Screen the alternatives using the objectives as the criteria.

(f) Select the alternative that is most in keeping with the stated objectives.

(g) Define the controls needed to make the action effective and

(h) To role play the action to test its effectiveness and find conditions that may limit it.

Disadvantages of case study method

(a) It may deferent into a mere dreary demonstration of dusty museum-pieces, if it is taught
only from books at developing centres of learning.
(b) Instructions in the methods of analysis may be given due importance. It may suppress the
critical faculties of mediocre trainees, and the habit of bunking by analogies may
develop.

Sensitivity Training

Sensitivity training uses a small group of trainees, usually fewer than 12 in a group. They
meet with a passive trainer and gain insight into their own and others behavior. Meetings
have no agenda, are held away from workplaces, and questions deal with the 'here and now'
of the group process. The objective for such a type of training is to provide the participants
with increased awareness of their own behaviour and how others perceive them.

Simulation
A simulator is any kind of equipment or technique that duplicates nearly as possible the
actual conditions encountered on the job. Simulation then, is an attempt to create a realistic
decision-making environment for the trainee. Simulation presents likely problems situations

MS DEVI KUMARI RAI M ASSISTANT PROFESSOR ST FRANCIS COLLEGE KORAMANGALA

and decision alternatives to the trainee. For example, activities of an organization may be
simulated and the trainee may be asked to make a decision in support to those activities. The
results of those decisions are reported back to the trainee with an explanation of what would
have happened had they actually been made in the workplace.

Vestibule Training

In this method, actual work conditions are simulated in a classroom. Vestibule training also
called classroom training which is often imparted with the help of the equipment and
machines which are identical with those in use in the place of work. A primary advantage of
vestibule training is that it relieves the employee from the pressure of having to produce
while learning. Material files and equipment which are used in actual job performance are
also used in training. This type of training is commonly used for training personnel for
clerical and semi-skilled jobs. The duration of this training ranges from days to a few weeks.
The emphasis is on learning skills required by the job. Of course, the cost of duplicate
facilities and a special trainer is an obvious disadvantage.

Advantages
(i) As training is given in a separate reason, distractions are minimized.
(ii) A trained instructor who knows how to teach can be more effectively utilized.
(iii) The correct method can be taught without interrupting production.
(iv) It permits the trainee to practice without the fear of supervisors' or co-workers'
observation and their possible ridicule.

Disadvantages

(i) The splitting of responsibilities leads to organizational problems.

(ii) An additional investment in equipment is necessary, through the cost may be reduced
by getting some productive work done by trainees while in the school.
(iii)This method is of limited value for the jobs which utilize equipment which can be
duplicated.
(iv) The training situation is somewhat artificial.
(v) However, when the number of trainees is large, vestibule schools are generally
utilized, but when the member is small, on-the-job training is preferred.

Conference Method

In the directed discussion, the trainer guides the discussion is such a way that the facts,
principles or concepts are explained. In the training conference, the instructor gets the group
to pool its knowledge and past experience and brings different points of view to bear on the
problem. In the seminar conference, answer is bound to question or a solution to a problem.
For this, the instructor defines the problem, encourages and ensures full participation in the
discussion. It is the method in training the clerical, professional, and supervisory personnel.
This method involves a group of people who pose ideas, examine and share facts, ideas and

MS DEVI KUMARI RAI M ASSISTANT PROFESSOR ST FRANCIS COLLEGE KORAMANGALA

data, test assumptions, and draw conclusions, all of which contribute to the improvement of
job performance.

Advantages

The conference is ideally suited for the purpose of analyzing problems and issues and
examining them from different viewpoints. It is an excellent method for the development of
conceptual knowledge and for reducing dogmatism and modifying attitudes because the
participants develop solutions and reach conclusions, which they after willingly accepts.

Disadvantages

It is limited to a small group of 15 to 20 persons, because larger groups often discourage the
active participation of all the conferees.

It is usually slow because all those desiring to speak on a point are generally allowed to do
so. Consequently, irrelevant issues easily creep in.

Programmed Instruction

Programmed instruction involves a sequence of step which is often set up through the central
panel of an electronic computer as guides in the performance of a desired operation or series
of operation. This method is expensive and fine consuming.

Advantages

Trainees learn at their own pace. Instructors are not a key part in learning.

The materials to be learned are broken down into small units.

Immediate feedback is available.

Active learner participation takes place at each step in the programme.

Disadvantages
The impersonality of instructional setting.

An advanced study is not possible until preliminary information has been acquired.

Philosophical and attitudinal concepts and motor skills cannot be taught by this method.

The cost of creating any such programme is very great.

EVALUATION OF EFFECTIVENESS OF TRAINING

MS DEVI KUMARI RAI M ASSISTANT PROFESSOR ST FRANCIS COLLEGE KORAMANGALA

 Participant Feedback

Knowledge Retention

Skill Application
Performance Improvement

Behavioural Changes

Business Impact

Return on Investment (ROI)

Employee Engagement

Completion Rates

Gap Reduction

Career Planning

Career planning is the process of identifying an individual’s career goals and planning the
steps needed to achieve them. It involves understanding one’s skills, interests, and abilities
and choosing suitable education, training, and job opportunities to build a successful career.
It helps a person make clear decisions about their professional future and achieve long-term
career growth.

Needs for Career Planning

Clarity and Direction

Personal Growth and Development

Better Decision Making

Increased Motivation and Job Satisfaction

Work- Life Balance

Professional Advanvement

Adaptation to changing Job Marlets

Increased Job Security

Networking and Mentorship

Financial Planning

MS DEVI KUMARI RAI M ASSISTANT PROFESSOR ST FRANCIS COLLEGE KORAMANGALA

1. Clarity and Direction

Career planning helps individuals gain a clear understanding of what they want to achieve in
their professional life. When people set career goals, they can focus their efforts in a specific
direction instead of feeling confused about their future. This clarity makes it easier to choose
the right education, training, and job opportunities.

2. Personal Growth and Development

Career planning encourages individuals to continuously improve their skills, knowledge, and
abilities. By identifying their strengths and weaknesses, people can work on developing new
competencies that help them grow both personally and professionally.

3. Better Decision Making

When a person has a clear career plan, it becomes easier to make important decisions related
to education, training, and employment. Career planning helps individuals evaluate different
opportunities and choose the option that best supports their long-term goals.
4. Increased Motivation and Job Satisfaction

Having clear career goals motivates individuals to work harder and stay committed to their
tasks. When people see progress in their career path, they feel more satisfied and confident in
their work.

5. Work–Life Balance
Career planning helps individuals organize their professional responsibilities along with their
personal life. By setting priorities and managing time effectively, they can maintain a healthy
balance between work and personal commitments.

6. Professional Advancement
A well-planned career path helps individuals identify opportunities for promotion and career
growth. With proper planning, they can acquire the necessary qualifications and experience
needed to move to higher positions in their profession.

7. Adaptation to Changing Job Markets

The job market keeps changing due to technological advancements and economic conditions.
Career planning helps individuals stay prepared by upgrading their skills and adapting to
new trends and job requirements.

8. Increased Job Security

People who plan their careers carefully are more likely to remain valuable employees. By
continuously improving their skills and staying relevant in their field, they can reduce the
risk of unemployment.

MS DEVI KUMARI RAI M ASSISTANT PROFESSOR ST FRANCIS COLLEGE KORAMANGALA

9. Networking and Mentorship

Career planning encourages individuals to build professional relationships with mentors,

colleagues, and industry experts. These connections can provide guidance, support, and
opportunities for career growth.

10. Financial Planning

A clear career plan helps individuals estimate their future income and manage their finances
effectively. It allows them to plan savings, investments, and other financial goals based on
their career progress.

Importance of Career Planning

1. Clarity and Direction

Career planning helps individuals clearly understand their career goals and the path they
need to follow to achieve them. It provides direction by helping people identify suitable
education, training, and job opportunities that match their interests and abilities. With a clear
plan, individuals can focus their efforts on achieving specific career objectives.

2. Motivation and Drive

When individuals set clear career goals, they feel motivated to work harder and improve
their performance. Career planning acts as a driving force that encourages people to develop
their skills, gain experience, and stay committed to their professional growth.

3. Increased Job Satisfaction

Career planning helps individuals choose careers that match their interests, talents, and
values. When people work in jobs that suit their abilities and preferences, they are more
likely to feel satisfied, confident, and happy in their work.
4. Professional Growth
Through career planning, individuals can identify opportunities for learning and
development. They can pursue higher education, training programs, or skill development
courses that help them grow professionally and achieve promotions or better job
opportunities.

5. Better Decision Making

Career planning helps individuals make informed decisions regarding their education,
training, and career options. By evaluating different opportunities and understanding their
long-term goals, people can choose the best options for their future.

6. Work–Life Balance
A well-planned career allows individuals to manage their professional responsibilities along
with their personal life. Career planning helps people set priorities and organize their time
effectively, which supports a healthy balance between work and personal commitments.

MS DEVI KUMARI RAI M ASSISTANT PROFESSOR ST FRANCIS COLLEGE KORAMANGALA

Common Career Planning Tools

1. SWOT Analysis
SWOT analysis helps individuals evaluate their Strengths, Weaknesses, Opportunities, and
Threats. By understanding these factors, a person can identify areas for improvement and
make better career decisions.

2. Career Assessment Tests

Career assessment tests help individuals identify their interests, personality traits, skills, and
abilities. These tests provide guidance about suitable career options that match a person’s
capabilities and preferences.

3. SMART Goals
SMART goals help individuals set clear and practical career objectives. SMART stands for
Specific, Measurable, Achievable, Relevant, and Time-bound, which ensures that career
goals are realistic and well-planned.

4. Professional Development Plans

A professional development plan is a structured plan that outlines the skills, training, and
experiences required to achieve career goals. It helps individuals continuously improve their
knowledge and abilities.

5. Mentorship
Mentorship involves guidance and support from experienced professionals. Mentors provide
advice, share knowledge, and help individuals make better career decisions based on their
experience.

Challenges in Career Planning

1. Uncertainty
The job market is constantly changing due to technological advancements and economic
conditions. This uncertainty can make it difficult for individuals to predict future career
opportunities.

2. Skill Gaps
Sometimes individuals may not possess the skills required for certain jobs or career
opportunities. Bridging this skill gap requires additional training, education, or experience.

3. Work–Life Conflict
Balancing professional responsibilities with personal and family commitments can be
challenging. Work–life conflict may affect career decisions and limit opportunities for
growth.
4. Lack of Resources
Limited access to education, training programs, career guidance, or financial support can

MS DEVI KUMARI RAI M ASSISTANT PROFESSOR ST FRANCIS COLLEGE KORAMANGALA

make career planning difficult for some individuals. Without proper resources, it may be
harder to achieve career goals.

EFFECTIVE CARRER PLANNING

• Stay Flexible: Be open to changes and adapt to new opportunities or challenges.

• Seek Feedback: Take suggestions from others to improve your performance and
growth.

• Focus on Lifelong Learning: Keep learning new skills and knowledge throughout
your career.

• Build a Personal Brand: Create a strong professional image and reputation.

• Set Realistic Milestones: Break big goals into small, achievable steps.
Career Development

Career Development involves the continuous process of acquiring new skills, Knowledge,
and experiences to grow professionally. It is a long term process that builds upon career
planning and adapts to changing job markets, technologies, and personal growth.

Aspects of Career Development

• Skill Development: Continuously improving your knowledge and abilities to stay
relevant in your field.

• Mentorship: Learning from experienced people who guide and support your career
growth.

• Networking: Building professional relationships that can open up new opportunities.

• Feedback and Self-Reflection: Understanding your performance through feedback
and improving by reflecting on your strengths and mistakes.
• Promotion and Advancement: Moving forward in your career through better roles,
responsibilities, and growth opportunities.

Steps to Integrate Career Planning and Development

• Set Clear Career Goals: Decide what you want to achieve in your career.

• Identify Development Needs: Understand the skills and knowledge you need to
reach your goals.

• Create a Personal Development Plan: Make a structured plan to improve and grow.

• Seek Mentorship and Networking Opportunities: Connect with the right people for
guidance and opportunities.

MS DEVI KUMARI RAI M ASSISTANT PROFESSOR ST FRANCIS COLLEGE KORAMANGALA

 • Monitor Progress: Regularly check how far you have progressed toward your goals.

• Stay Flexible: Be ready to adapt and make changes as needed in your career path.

Objectives of Career Planning

• Fostering Better Communication in Organization: Improves understanding
between employees and management.
• Assisting with Career Decisions: Helps individuals choose the right career path.

• Better Use of Employee Skills: Ensures talents are used effectively in the
organization.
• Setting Realistic Goals: Encourages practical and achievable career targets.

• Creating a Pool of Talented Employees: Develops skilled and capable workforce.

• Enhancing Career Satisfaction: Increases job satisfaction and motivation.

• Providing Feedback: Helps employees understand their performance and improve.

Types of Career Planning

Horizontal (Lateral) Progression: This involves moving to a different role at the same
level within the organization. It helps employees gain diverse skills, broader knowledge,
and exposure to different functions. Although there is no increase in position or salary
immediately, it improves overall experience and future growth opportunities.

Vertical (Upward) Progression: This refers to moving to higher positions in the

organizational hierarchy through promotions. It comes with increased responsibilities,
authority, status, and usually higher pay. This type of progression is common for
employees aiming for leadership or senior roles.

Technical Progression: In this type, an individual focuses on becoming a specialist or

expert in a particular technical field. Instead of moving into management, the person
gains advanced knowledge, certifications, and expertise. It is ideal for those who prefer
skill mastery over managing people.

Managerial Progression: This involves moving into roles that require managing teams,
making decisions, and leading projects. Employees develop leadership, communication,
and decision-making skills. It is suitable for individuals who are interested in guiding
others and taking responsibility for organizational outcomes.

Functional Progression: This type focuses on growth within the same department or area
of work, such as finance, marketing, or HR. The employee gains deeper knowledge and
specialization in a specific function. It helps in becoming highly skilled and efficient in a
particular domain.

MS DEVI KUMARI RAI M ASSISTANT PROFESSOR ST FRANCIS COLLEGE KORAMANGALA