This course is addressed to those who would be Co-ordinators of Training and also Trainers, including line persons responsible for development of personnel. Hence the course aims to have students understand the issues in managing the Learning and Development function at the individual and organizational levels.
The course is designed such that the students will also become aware of the basic skills to help them design, develop and implement training programs in an organization.
2. Student Learning Outcomes (typically 3-5 bullet points)
· To be able to know and understand the Principles of Learning · To be able to understand the basics in planning and designing Learning programs in an organization by – - Identifying Learning needs - Setting Learning outcomes - Designing the program - Evaluate the learning and development outcomes · To be able to know the methods of implementing a Learning program
3. Required Text Books and Reading Material
LEARNING AND DEVELOPMENT - SUGGESTED READINGS
Training for Development -Rolf P. Lynton & Udai Pareekh
Secrets of a successful Trainer - Lambert
The Manager as an Instructor - Broadwell
Managing the Training Process - Mike Wills
Introduction to Training - Penny Hacken
Handbook of Training & Development - Steve Truelove
Everything you ever needed to know about training -Kaye Thorne & David Mackey
Bottom- Line Training - Donald J. Ford
Employee Training & Development - N. Ramaswami
Active Training - Mel Silberman & Carol Auerbach
Mapping a winning Training Approach - Joe B. Wilson
Effective Training- Systems,Stragtegies and Practices - P. Nick Blanchard & James W. Thacker
4. Tentative Session Plan
5. Evaluation
Project 20%
Quiz 1 10%
Quiz 2 10%
Presentation 1 5 %
Presentation 2 5 %
Presentation 3 20%
End Term 30%
PERFORMANCE MANAGEMENT
The field of Human Resource Management (HRM) is one that is being increasingly recognized and accepted as one of the most vital contributors to total organizational growth and effectiveness. Organizations acknowledge that their employees are a primary source of competitive advantage. Managing their performance and developing it so that organizational goals are met becomes one of the key focus areas for any organization. Moreover, these are processes for which a line manager is as much accountable as the HR manager. It is the line manager who has to deliver results by managing the performance of his/her team or workgroup and by ensuring that there is continual development of the individual. Thus, Performance Management is an important area for the organization that contributes directly towards the healthy growth of the individualemployees inconsonance with the organization.
The course will help students understand the Performance management process and its linkage to other organizational functions. The course uses a case study and experiential mode to help students gain insight into the different aspects of performance management systems, challenges that exist in that area and processes to build effective systems aligned with the strategic goals of the organization.
2. Student Learning Outcomes
· To enable participants to understand the role of Performance Management in the Organizational process. · To gain an insight into the complexities in the field of Performance Management · To understand the different components of Performance management processes · To practice the skills needed in Performance management
· Aguinis, Herman, (2009), Performance Management, (2e). Pearson Publications. · Additionallyarticles from research/ professional journals and chapters from different books will be circulated in soft or hard copy form.
- MBO - Balanced Score Card
5. Evaluation:
· Mid Term Exam 35% · End Term exam 35% · Assignments 15% · Project work 20% Created By: Alora Kar on 10/29/2014 at 11:16 AM Category: EmbA-14T-IV Doctype: Document