Human Resource Development (HRD)

Definition

The part of human resource management that specifically deals with training and development of the employees. Human resource development includes training an individual after he/she is first hired, providing opportunities to learn new skills, distributing resources that are beneficial for the employee's tasks, and any other developmental activities. Human Resource Management (HRM)

Definition The administrative discipline of hiring and developing employees so that they become more valuable to the organization. Human Resource management includes (1) conducting job analyses, (2) planning personnel needs, and recruitment, (3) selecting the right people for the job, (4) orienting and training, (5) determining and managing wages and salaries, (6) providing benefits and incentives, (7)appraising performance, (8) resolving disputes, (9) communicating with all employees at all levels. Formerly called personnel management. Human resource planning is concerned with the flow of people into, through and out of the organization. HR planning involves anticipating the need for labor and the supply of labor and then planning the programmes necessary to ensure that the organization will have the right mix of employees and skills when and where they are needed. Forecasting the future can be very inexact science, so human resource planning may also include multiple scenerios and contingency plans.

Some Other Definitions:

HRP has been defined by Geisler (1967), As a process of forecasting, developing and controlling human resources in an enterprise. This process helps the enterprise to ensure that it has right number of people and the right kind of people at the right place at the right time performing tasks for which they are most effective.

Similarly Wilkstorm (1971) defines it As a process involving; forecasting of future requirements, inventorying the present resources and assessing the extent to which these resources are optimally utilized and also planning of necessary HR programmes.

Vetter defines it as the process by which management determines how the organization should move from its current manpower position to its desired manpower position.

Training and Development

Define training/development/managerial/executive development program Training is defined by Wayne Cascio as training consists of planed programs undertaken to improve employee knowledge, skills, attitude, and social behavior so that the performance of the organization improves considerably. Training is normally viewed as a short process. It is applied to technical staff, lower, middle, senior level management. When applied to lower and middle management staff it is called as training and for senior level it is called managerial development program/executive development program/development program. Objectives/purpose/goals of training and development Training is defined by Wayne Cascio as training consists of planed programs undertaken to improve employee knowledge, skills, attitude, and social behavior so that the performance of the organization improves considerably. The purpose of training and development can be explained as follows. 1. Improving quality of work force :Training and development help companies to improve the quality of work done by their employees. Training programs concentrate on specific areas. There by improving the quality of work in that area. 2. Enhance employee growth :Every employee who takes development program becomes better at his job. Training provides perfection and required practice, therefore employees area able to develop them professionally. 3. Prevents obsolescence :-

Through training and development the employee is up to date with new technology and the fear of being thrown out of the job is reduced. 4. Assisting new comer :Training and development programs greatly help new employees to get accustomed to new methods of working, new technology, the work culture of the company etc. 5. Bridging the gap between planning and implementation :Plans made by companies expect people to achieve certain targets within certain time limit with certain quality for this employee performance has to be accurate and perfect. Training helps in achieving accuracy and perfection.
6. Health and safety measures :Training and development program clearly identifies and teaches employees about the different risk involved in their job, the different problems that can arise and how to prevent such problems. This helps to improve the health and safety measures in the company.

Methods of training operating personnel/factory workers

Training is defined by Wayne Cascio as training consists of planed programs undertaken to improve employee knowledge, skills, attitude, and social behavior so that the performance of the organization improves considerably. There are different methods of training for operating personnel (factory workers). Training these workers becomes important because they handle equipment worth crores of rupees. The different methods can be explained with the help of following diagram. 1. On the job training method :In this method workers who have to be trained are taken to the factory, divided into groups and one superior is allotted to every group. This superior or supervisor first demonstrates how the equipment must be handled, and then the worker is asked to repeat whatever he has observed in the presence of the supervisor. This method makes it easy for the employee to learn the details about specific equipment. Once the worker studies the first equipment thoroughly the supervisor moves on to the next equipment and so on. 2. Apprenticeship training :-

In this method both theory and practical session are conducted. The employee is paid a stipend until he completes training. The theory sessions give theoretical information about the plant layout, the different machines, their parts and safety measures etc. The practical sessions give practical training in handling the equipment. The apprentice may or may not be continued on the job after training. 3. Vestibule training :In this method of training an atmosphere which is very similar to the real job atmosphere is created. The surroundings, equipment, noise level will be similar to the real situation. When an employee is trained under such conditions he gets an idea about what the real job situation will be like. Similarly when he actually starts doing the job he will not feel out of place. This method is used to train pilots and astronauts. In some places graphics are also used to create the artificial surroundings. This method involves heavy investment. 4. Job rotation :In this method the person is transferred from one equipment to the other for a fixed amount of time until he is comfortable with all the equipments. At the end of the training the employee becomes comfortable with all the equipment. He is then assigned a specific task.

5. Classroom method :In this method the training is given in the classroom. Video, clippings, slides, charts, diagrams and artificial modules etc are used to give training.
Methods of training for managers/methods of development/managerial development/executive development

Training is defined by Wayne Cascio as training consists of planed programs undertaken to improve employee knowledge, skills, attitude, and social behavior so that the performance of the organization improves considerably. Various methods are used to train personnel for managerial level jobs in the company. These methods can be explained with the help of following diagram.
On the job method :-

On the job method refers to training given to personnel inside the company. There are different methods of on the job training. Job rotation :-

This method enables the company to train managerial personnel in departmental work. They are taught everything about the department. Starting from the lowest level job in the department to the highest level job. This helps when the person takes over as a manager and is required to check whether his juniors are doing the job properly or not. Every minute detail is studied. 1. Planned progression :In this method juniors are assigned a certain job of their senior in addition to their own job. The method allows the employee to slowly learn the job of his senior so that when he is promoted to his senior job it becomes very easy for him to adjust to the new situation. It also provides a chance to learn higher level jobs. 2. Coaching and counseling :Coaching refers to actually teaching a job to a junior. The senior person who is the coach actually teaches his junior regarding how the work must be handled and how decisions must be taken, the different techniques that can be used on the job, how to handle pressure. There is active participation from the senior. Counseling refers to advising the junior employee as and when he faces problems. The counselor superior plays an advisory role and does not actively teach employees. 3. Under study :In this method of training a junior is deputed to work under a senior. He takes orders from the senior, observes the senior, attends meetings with him, learns about decision making and handling of day to day problems. The method is used when the senior is on the verge of retirement and the job will be taken over by the junior. 4. Junior board :In this method a group of junior level managers are identified and they work together in a group called junior board. They function just like the board of directors.
Off the job training method :-

Off the job training refers to method of training given outside the company. The different methods adopted here are 1. Classroom method :The classroom method is used when a group of managers have to be trained in theoretical aspects. The training involves using lectures, audio visuals, case

study, role play method, group discussions etc. The method is interactive and provides very good results. 2. Simulation :Simulation involves creating atmosphere which is very similar to the original work environment. The method helps to train manager handling stress, taking immediate decisions, handling pressure on the jobs etc. An actual feel of the real job environment is given here. 3. Business games :This method involves providing a market situation to the trainee manager and asking him to provide solutions. If there are many people to be trained they can be divided into groups and each group becomes a separate team and play against each other. 4. Committee :A committee refers to a group of people who are officially appointed to look into a problem and provide solution. Trainee managers are put in the committee to identify how they study a problem and what they learn from it. 5. Readings :This method involves encouraging the trainee manager to increase his reading related to his subject and then ask him to make a presentation on what he has learned. Information can be collected by trainee manager from books, magazines and internet etc. Training procedure/process of training :Training is defined by Wayne Cascio as training consists of planed programs undertaken to improve employee knowledge, skills, attitude, and social behavior so that the performance of the organization improves considerably. Every company has a specific training procedure, depending upon its requirements. A general training procedure is explained below along with diagram 1. Determining training needs of employee :In the very 1st step of training procedure, the HR department, identifies the number of people required training, specific area in which they need training, the age group of employee, the level in organization etc. in some cases the employee may be totally new to the organization. Here the general introduction training is required. Some employees may have problems in

specific areas; here the training must be specific. This entire information is collected by HR department. 2. Selecting target group :Based on information collected in step 1 the HR department divides employee into groups based on the following. Age group i. The area of training ii. Level in the organization iii. The intensity of training etc. 3. Preparing trainers :Once the employees have been divided into groups, the HR department arranges for trainers. Trainers can be in house trainers or specialized trainers from outside. The trainers are given details by HR department, like number of people in group, their age, their level in organization, the result desired at the end of training, the area of training, the number of days of training, the training budget, facilities available etc. 4. Preparing training packages :Based on the information provided by trainers, he prepares entire training schedule i.e. number of days, numberof days, number of sessions each day, topics to be handled each day, depth of which the subject should be covered, the methodology for each session, the test to be given foe each session, handout/printed material to be given in each session.

5. Presentation :-

On the first day of training program the trainer introduces himself and specifies the need and objective of the program and then actually stars the program. The performance of each employee is tracked by the trained and necessary feedback is provided. 6. Performance :At the end of training program the participants reports back to their office or branches. They prepare report on the entire training program and what they have learned. They the start using whatever they have learned during their training. Their progress and performance is constantly tracked and suitable incentives are given if the participant is able to use whatever he has learned in training. 7. Follow up :At the end of training program the participants reports back to their office or branches. They prepare report on the entire training program and what they have learned. They the start using whatever they have learned during their training. Their progress and performance is constantly tracked and suitable incentives are given if the participant is able to use whatever he has learned in training.

MARKETING
Marketing is used to identify the customer, satisfy the customer, and keep the customer. With the customer as the focus of its activities, marketing management is one of the major components of business management. There are numerous advantages you can extract from the marketplace if you know how. And the marketing plan is an excellent tool for identifying and developing strategies for extracting these advantages. Business Advantages

identifies needs and wants of consumers determines demand for product aids in design of products that fulfill consumers needs outlines measures for generating the cash for daily operation, to repay debts and to turn a profit identifies competitors and analyzes your product's or firm's competitive advantage identifies new product areas identifies new and/or potential customers allows for test to see if strategies are giving the desired results

Business Disadvantages

identifies weaknesses in your business skills leads to faulty marketing decisions based on improperly analyzed data creates unrealistic financial projections if information is interpreted incorrectly identifies weaknesses in your overall business plan

Product: It is the tangible object or an intangible service that is getting marketed through the program. Tangible products may be items like consumer goods (Toothpaste, Soaps, and Shampoos) or consumer durables (Watches, IPods). Intangible products are service based like the tourism industry and information technology based services or codes-based products like cell phone load and credits. Product design which leads to the product attributes is the most important factor. Price: The price is the simply amount a customer pays for the product. If the price outweigh the perceived benefits for an individual, the perceived value of the offering will be low and it will be unlikely to be adopted, but if the benefits are perceived as greater than their costs, chances of trial and adoption of the product is much greater. Place: Place represents the location where a product can be purchased. It is often referred to as the distribution channel. This may include any physical store (supermarket, departmental stores) as well as virtual stores (e-markets and e-malls) on the Internet. This is crucial as this provides the place utility to the consumer, which often becomes a deciding factor for the purchase of many products across multiple product categories. Promotion: This represents all of the communications that a marketer may use in the marketplace to increase awareness about the product and its benefits to the target segment. Promotion has four distinct elements: advertising, public relations, personal selling and sales promotion. A certain amount of crossover occurs when promotion uses the four principal elements

together (e.g. in film promotion). Sales staff often plays a major role in promotion of a product.

People are crucial in service delivery. The best food may not seem equally palatable if the waitress is in a sour mood. A smile always helps. Processes are important to deliver a quality service. Services being intangible, processes become all the more crucial to ensure standards are met with. Physical evidence affects the customers satisfaction. Often, services being intangible, customers depend on other cues to judge the offering. This is where physical evidence plays a part.

The 4Ms
by Michael Klein on December 11, 2009 Every marketer seems to have at least some understanding of the 4 Ps of marketing: price, place, product and promotion. However, there is another less used framework the 4 Ms that can provide value to the marketer wishing to gain some efficiencies while increasing effectiveness of their programs. Outlined in Briggs and Stuarts What Sticks: Why most advertising fails and how to guaranteed yours succeeds, the 4Ms serve as a four step checklist: 1. 2. 3. 4. Who is your audience and what MOTIVATES them to take action? What MESSAGE are you sending to your audience? What is your audiences MEDIA appetite feed them (theyre hungry). How do you MAXIMIZE your investment in marketing?

Research Though I am talking about market research here, Im not talking about MARKET RESEARCH (accompanied by drums and cymbals4-R Marketing is not a market research firm, so we don't offer full-on research services. However, there are any number of amateur research strategies that we can help you with. Examples of cost- and time-effective research strategies include: Customer surveys (online, telephone, paper) Interviews (customers, vendors, partners) Secondary research (web research, library search) Recognition Awareness of your firm in the markets you serve is a necessary ingredient for success. A completely distinct marketing disciplinebrandingdeals with a large part of the recognition component. However, like market research, small to medium firms cant usually afford the services of a dedicated branding consultant, and instead try to create recognition through several different methods, including: Company name and logo Brochure Web site Advertising Trade show exhibits Branded merchandise Reputation

A good reputation is important to any business, but it is a service firms lifeblood. Because there is no tangible product involved, the firms reputation is a key indicator of the quality and trustworthiness of its wares in the markets perception. Word of mouth (or an electronic equivalent) figures largely in the reputation component. Customer stories and testimonials help spread the word. Publications in various forms (conferences/symposia, media articles, selfpublished white papers) can be distributed electronically and in hard copy through multiple channels. Relationship Another common-sense component of any marketing effort, the firms relationships with its customers, suppliers, employees, and the community at large are very important to its ability to succeed. People buy from people they have good relationships with. No matter how much press you get, how slick your web site and brochures are, or how eloquent you are when public speaking, if you dont have excellent relationships with your customers, employees, partners, and suppliers, you might as well just pack it in. Activities that fall into the relationship component are specialized versions of activities in the recognition and reputation components. Examples of pursuits that enhance relationship are: Employee newsletter Sales training tools and materials for channel partners Social events for customers (holiday party, hospitality suite at a trade show/conference) Company-supported participation by firm employees in professional organizations Online portals that share documents and other artifacts with constituents Co-authorship of papers and presentations with customers and/or partners