CU-MBA-SEM-III-Training & Development-Second draft

An example is when required to document a sales process, it can be structured as given below: a) Introduction b) How to use this manual c) Sales prospecting d) Making the first call e) Follow-Up email schedule f) Tips for closing deals over phone g) Routing customer complaints to the implementation team h) FAQs i) Further resources Here information is displayed and sequenced in the exact order that it occurs in the real world. A salesperson who wants to know about a specific aspect of a process, can easily skim through the table of contents to arrive at what he/she was seeking. Various other company methods can definitely be implemented. For example, it can be divided into “Sales Techniques”, “Team Communication”, “Emailing/Calling”, and “Prospecting”. A topical approach has been used here, however; it could even be organised alphabetically. The information contained in the training material should be segregated in a way that it proves to be beneficial for employees. Suppose the documentation of a sales process that is so sequential is not being done, then probably, a hierarchical or topical approach will be more suitable. Applying a Learning Management System can also aid with the problem of organising and tagging content in any specific way. This means it can be organised as required, - making it as easy as possible to find each bit of information.  Write for Quick Reading, Listening and Watching Now that clear goals for the training material have been set, including a detailed outline and plan for delivery, one can start to write. In the initial stages, it is acceptable to write all relevant information. At the editing stage, however, it is worth spending extra time and attention to be certain that trainees can easily learn from the training materials, whether, reading, listening or watching. 201 CU IDOL SELF LEARNING MATERIAL (SLM)

At times it is easy to miss this step when developing the training material because there are so many other aspects to think about. However, if employees are unable to quickly grasp and comprehend the content given in the training material, they are not going to be able to apply it in any situation. and that is contrary to the training objective. Hence when employees are busy there should be easy and quick access to information. How this information can be used in the best way is dependent on the method of delivery. Slide decks convey information in brief bullet points, without using full sentences always; a good way for information to be easily read. With videos, vast information can be presented quickly and hence it’s more conversational. When compiling a training manual, it is often easy to fall into the trap of being too wordy. There is a tendency to write in a rambling manner, incorporate too much information, or create poorly written documents that make it difficult or may take longer to understand. It’s also important to note that there is a significant improvement in the readability of training material when it is presented in the form of visuals. From text-based microlearning to live webinars, visuals can be incorporated into anything. Most people learn best when information is presented via visuals. This is a huge advantage, and hence to be used wisely.  Plan for Assessment Is there a way to know whether the training material is effectively educating the trainees? Using assessments is the only means to ascertain this. Assessments form a core part aspect in the development of training material and is administered after the training. Having an idea of how the assessment is can be hugely advantageous when training manuals and other materials are being designed. To put this idea into action, one needs to visualise how a successful assessment looks. Would it involve an employee showing their applied knowledge on a job? Or physical demonstration of their knowledge of a process? Answering multiple-choice questions, or teaching in a class? Once it is known how the learners will be assessed, it is important to ensure that the training moulds them to succeed. For example, the interview method may be chosen to assess the extent of learning on processes related to customer service. In such a scenario, a learning module on ways to communicate these processes to others might be included. This will not only enable the learners to understand the learning content but also adequately explain the same and pass the assessment. It’s important to remember that the job of the person who develops training material is not limited just to presenting information. It is also to aid trainees in learning and retaining knowledge such that it helps them do their jobs effectively thus preparing them for success.Care should be taken to ensure that learners understand the assessment process and 202 CU IDOL SELF LEARNING MATERIAL (SLM)

can pass the assessment as well as retain the learned information even beyond the training course.  Get Feedback There should be a continuous exchange of ideas with other people throughout this process. However, once the training material is completely developed, it’s important to consult with someone, read through everything, and get their feedback on areas of improvement. Its best to include feedback even after the material has been created and published. Dedicated feedback mechanisms and resources should be provided by the training sessions for learners to communicate content that was useful to them and those that were distracting. This information should be used continuously to update the training material. The training material being published does not guarantee that development is done. Better material can always be created. Digital delivery is of great help in this area. There is no need to reprint hundreds of pages of training manuals, just updating and uploading it on the Learning Management System is sufficient as it takes only a few seconds. It’s important to remember that development of training material is not a one-time activity rather it is an ongoing process. Of course, it is important when starting a training program, however, there can always be updates and improvements. Take some time out to read through the training material. Can a sentence be better worded, is it awkwardly worded? Should a useful resource link be added, or a screenshot updated? Make it a practice to regularly improve the training material. That way, when there is a need for developing an entirely new resource, one can realise the gaps and how the development process can be improved from the start. The following “do’s and don’ts” should always be kept in mind by a trainer during any learning session. DO’S  Prepare in advance. 203  Maintain good eye contact.  Involve participants.  Use visual aids.  Speak clearly.  Speak clearly and audibly. CU IDOL SELF LEARNING MATERIAL (SLM)

 Encourage questions.  End each session with a recap.  Link one topic to the next.  Encourage participation.  Write clearly and boldly.  Summarize  Logically sequence topics.  Ensure optimal time management.  Keep It Simple (K.I.S).  Give feedback.  Place visuals such that it can be seen by everyone.  Avoid distracting mannerisms.  Keep distractions at bay in the room.  Pay keen attention to participants’ body language.  Ensure that the group’s focus is on the task.  Communicate clear instructions.  Get confirmation that instructions are understood.  Simultaneously evaluate the process.  Be patient. DON’TS  Talk to the flip chart.  Obstruct visual aids.  Stand fixed to a spot—move around the room.  Screen out unnecessary comments and feedback (verbal and non-verbal) of the participants.  Read from curriculum.  Shout at participants.  Forget to be tactical.  Respond to questions based on unfamiliar facts.  Be rushed into answering.  Make the session oppressive.  Make a mess of the objective. 11.5 SKILLS FOR FUTURE TRAINERS Implications of Future Trends for Trainers’ Skills and Competencies A recent study found that the competencies and expertise included in the ASTD competency model are likely to be needed in the future. However, increased emphasis will also be placed 204 CU IDOL SELF LEARNING MATERIAL (SLM)

on the ability of trainers to use technology more effectively. Also, as companies become more global, they will need to adapt training methods and content to local cultures.  Matching preparing substance and strategies to the neighbourhood culture of the workforce.  Designing learning space, just as substance in innovation driven learning environments.  Use of sight and sound devices, including sound, video, webcasts, and live action.  Delivering and bundling preparing in various organizations for novices and experts.  Use of appraisals to decide students' learning styles.  Developing search-and-recognize methods so representatives can discover data and preparing when they need it.  Be a change specialist: Encouraging learning and keeping in contact with representatives, chiefs, and specialty units to distinguish what they need and making proposals in regard to apparatuses, cycles, or techniques that could help them work more effectively.  Developing and conveying discovering that is incorporated with the job.  Understand how online media can be utilized for learning, the constraints of web- based media, and capacity to present a business defence for it.  Identify the main driver of work and business problems.  Developing and delivering learning that is integrated with the job.  Understand how social media can be used for learning, the limitations of social media, and ability to make a business case for it.  Identify the root cause of job and business problems. Increased use of new technologies for training delivery and instruction The utilization of web-based media, cell phones, and other new advances will probably increment later on for a few reasons. In the first place, the expense of these advancements will diminish. Second, organizations can utilize innovation to all the more likely get ready representatives to serve clients and create new business. Third, utilization of these new advances can significantly lessen the preparation costs identified with carrying geologically scattered workers to one focal preparing area (e.g., travel, food, and lodging). Fourth, these innovations permit mentors to incorporate into preparing a significant number of the alluring highlights of a learning climate (e.g., practice, criticism, support). Fifth, as organizations utilize more unexpected representatives (e.g., seasonal workers and specialists) and offer more elective work courses of action (e.g., adaptable plans for getting work done and 205 CU IDOL SELF LEARNING MATERIAL (SLM)

telecommuting), innovation will permit preparing to be conveyed to any place and whenever. 6th, new innovations will make it simpler for preparing and execution backing to be available to students whenever and anyplace. There are numerous mechanical advances that will probably impact preparing conveyance and guidance. Wearable innovation is being utilized for purchaser applications. For instance, visitors at Walt Disney World wear Sorcery Groups that substitute for their park tickets, charge cards, and lodging keys. Enchantment groups connect to a telephone application (My Disney Experience), which tracks bunches visiting the recreation centre, permitting them to see the area of others in their gathering to orchestrate meeting places. Wearable groups, for example, Fitbit permit us to follow the number of steps, we walk every day; our pulse previously, during, and after exercise; and the number of calories we consumed. Shrewd eyewear permits pictures to be projected straightforwardly onto the retina of the eye. The innovation takes what can be appeared on a PC screen, lessens it, and undertakings it on the retina where it very well may be found in full tone. Wearables are simply starting to be created and utilized for preparing and execution uphold solutions. Wearableintelligence provides smart eyewear technology and camera technology that gives employees hands-free, voice-activated access to procedures and checklists; live access to experts using tablet computers that allow data and live video sharing; the opportunity to review best-practice videos before or during the performance of complex procedures and operations; and real-time notifications and alerts. The technology is currently being used in energy and health care administrator who may be chipping away at a far-off oil rig or a specialist in a clean working room can impart live video to specialists and get their recommendation expected to fix a wrecked valve or complete an operation, while staying zeroed in on the hardware or patient.Wearable technologies can also potentially be used to provide useful needs assessment data by tracking what tasks employees perform the most. . For instance, a gym could follow how long wellness coaches spend in their workplaces, working in the rec centre giving individual preparing, or leading gathering exercise classes. This helps supervisors and mentors recognize how habitually undertakings are performed, which is valuable data for figuring out what assignments and abilities ought to get the most consideration in preparing programs. Also, this information could be useful for evaluating if fitness trainers are spending too much time performing certain tasks, for example, administrative tasks in their offices. This could trigger further needs assessment to determine if this is a training problem. That is, wellness coaches might be investing more energy in regulatory assignments since they do not have the deals and relational abilities expected to collaborate with clients and 206 CU IDOL SELF LEARNING MATERIAL (SLM)

persuade them to pursue individual training. Smart watches, such as the Apple Watch, could be used to provide training and help make sure employees complete it. For example, an employee’s smartwatch can deny them access to certain areas of a manufacturing plant until they successfully complete a required safety compliance course. PlayerLync, a training and development software company, has developed wireless tablet– based technology. This innovation contracts video and archives with coordinated, intelligent informing to miniscule sizes and conveys them rapidly and naturally, even in low- transmission capacity conditions. Expert and school sports groups have utilized the tablet- based innovation to create computerized playbooks and game planning video, including the mentors' remarks. This technology is beginning to be used in companies for training retail, construction, and restaurant teams. Augmented reality alludes to a live immediate or roundabout perspective on a physical, certifiable climate whose components are enhanced by PC produced sound, video, designs, or GPS information. Increased reality can permit a student to enter books, magazines, and preparing rooms and experience them in three- dimensional structure as, all things considered. An insightful specialist, for example, Apple's Siri can assist the student with exploring their learning experience. On-request learning and message sheets permit representatives to pick what they need to realize and to connect with their companions and specialists. Employees will be able to see job openings and career paths and have the freedom to choose courses to develop the skills and knowledge required for these opportunities. They can share and communicate with peers about what they find fun and challenging in their positions. Artificial intelligence will become even more humanlike and accessible at a lower cost. Amelia is a PC who gains from reading material, records of discussions, email chains, and different writings. However long the appropriate response is in the information she gets, she can take care of issues. She additionally can learn. Developers have attempted to furnish her with the human capacity to think. Amelia is now being tried at working in client call centres. Customer administration relies upon giving the correct response to a similar inquiry, paying little heed to who calls. Amelia can give the right answer in light of the fact that before dealing with her own, she has worked close by a human client care rep, tuning in to each help demand got and the appropriate responses given. Amelia computerizes errands however she isn't alive. However, she does have three emotional states—arousal, dominance, and pleasure—that are influenced by how customers communicate with her. These emotions affect her decision making in dealing with customers. Robots with man-made brainpower, for example, Amelia will probably give execution uphold progressively later on or altogether supplant workers in non-master dreary jobs. The Tin Can API (or Experience API) is a detail for learning innovation that makes it conceivable to gather information about a representative's or a group's on the web and up 207 CU IDOL SELF LEARNING MATERIAL (SLM)

close and personal learning encounters. The Tin Can Programming interface permits the assortment of information situated in the truth that learning happens wherever utilizing various devices and strategies, including re-enactments, virtual universes, genuine games, social joint effort, and through certifiable encounters and formal preparing programs. At the point when a worker takes part in learning, the Tin Can Programming interface sends articulations as a student, an activity, and an action, for example, \"I did this\" to a Learning Records Store. The Learning Records Store (LRS) gathers and stores the entirety of the learning encounters as proclamations that can be coordinated and introduced in a significant manner. LRSs can speak with one another, permitting information about learning exercises to be effectively shared across organizations. Additionally, LRSs can be gotten to by learning the board frameworks and detailing instruments. Representatives can have their \"own storage spaces,\" which incorporate their own learning history. Empowered gadgets can consequently send Tin Can Programming interface articulations when learning is continuous and completed. The LRS can be used to show the relationship between learning experiences and business outcomes such as sales, revenue, customer satisfaction, safety, and employee engagement. For example, Devereux is a non-profitbehavioural health-care Company that provides services for individuals with emotional, developmental, and educational disabilities. Devereux wanted to improve treatment outcomes for individuals served by enhancing employee performance. A LRS created by Watershed permitted this by following the encounters that happen to representatives during preparing just as during execution observing at work and relating that experience information to this present reality results of people served. The utilization of games and portable learning is probably going to increment as organizations look to make preparing fun, expand the learning experience, and appeal to recent college grads' and other students' assumptions that learning is speedy, incorporates short intelligent exercises, is accessible readily available, and permits them to ask their friends inquiries, share encounters, and look for advice. Several studies of business and learning pioneers have discovered that organizations not right now utilizing games for preparing are thinking about utilizing them in the following not many years and versatile learning is relied upon to contribute fundamentally to how their organizations learn later on. The gamification experience may incorporate progressed reproductions that students can investigate in a three-dimensional environment. Increased use of just-in-time learning and performance support Companies are moving away from courseware and classes as a presentation improvement technique and are rather receiving genuine execution uphold that is accessible during the work interaction. In the nick of time learning (or installed learning) alludes to discovering 208 CU IDOL SELF LEARNING MATERIAL (SLM)

that happens at work depending on the situation; it includes coordinated effort and non- learning innovations, for example, microblogs, and it is incorporated with information management. Embedded learning may become increasingly prevalent in the future because companies can no longer have employees attend classroom instruction or spend hours on online learning that is not directly relevant to their current job demands. Formal training programs and courses will not disappear but will focus more on the development of competencies that can benefit the employee and the company over the long term, whereas embedded learning will focus on providing the learning that the employee needs to complete key job tasks. Embedded-learning products include task-specific, real-time content and simulation that are accessible during work, as well as real-time collaboration in virtual workspaces. Recent, fast reception of remote innovation is interfacing representatives straightforwardly to business measures. For instance, radio recurrence distinguishing proof chips are embedded in items like apparel, tires, and mechanical parts. These chips contain data that is radiated by means of radio waves to workers handling handheld remote gadgets. The gadget, the undertaking setting, and the presentation climate are contradictory with study hall or courseware-based adapting however with execution uphold. Learning is a business cycle that is coordinated with a few other business measures. Learning is normal because of coordinated effort with representatives and machines in the work interaction. Workers can be furnished with ongoing execution uphold through correspondences with specialists and through robotized coaching. More learning will become just-in-time, using mobile devices such as notebooks and tablets such as the iPad. As a result, instead of having to complete specific training classes, learning functions will focus on setting standards required to achieve accreditation, create systems to allow employees to meet accreditation standards, and track completion of standards. To accomplish accreditation may include having explicit professional adventures, noticing a specialist level worker, contributing substance for aiding peers and less experienced representatives learn, and passing a test. There is another sort of student arising, the \"social cyborg,\" who incorporates informal organizations into the manner in which they think, learn, and take care of issues. As Facebook and other social networking sites and smartphones with communications and Internet access continue to spread and evolve, employees will spend more time on computers and online playing games, working, and connecting to friends and work associates using e- mail and text. \"Social cyborgs\" are now pervasive among the millennial age who anticipate that companies should oblige their need to get to the most recent apparatuses and 209 CU IDOL SELF LEARNING MATERIAL (SLM)

advancements at work including tablets and cell phones, Truly Basic Partnership (RSS) channels, and person to person communication sites. This means that training, development, and learning functions will need to adjust their assumptions about how and where we learn. Design and development strategies based on individual learners who learn alone and without technology will continue to become obsolete. Representatives will anticipate that training and development should incorporate recreations, games, and augmented reality, which will turn out to be more reasonable than they are today. For instance, specialists are creating wearable gadgets that permit the utilization of hand signals to collaborate with climate and contact focal points that go about as a PC show. Likewise, students will anticipate that training and development should utilize web-based media, just as discovering that is conveyed when it is required as opposed to during a booked course. A new set of learning strategies will need to be adopted, including learning environments that include online mentoring and collaborative learning platforms. This means that companies will need to consider how, when, and for which employees to use social media such as Facebook and Twitter, as well as mobile devices for learning. Social networking platforms will be part of learning management systems. This will permit supervisors to figure out which learning content is in most interest and take content created by interpersonal organization benefactors and use it in conventional instructional classes. Not utilizing or denying the utilization of web-based media will presently don't be an alternative to draw in, spur, and hold skilled representatives (and clients!). All things considered; organizations should build up arrangements in regard to the utilization of social media. Increased emphasis on capturing and sharing intellectual capital and social learning Companies that perceive the essential benefit of turning into a learning organization and are worried about the deficiency of important information on the grounds that their gen X-er representatives are resigning will keep on looking for approaches to turn workers' information (human resources) into a common organization resource. As stressed before \"Essential Preparing,\" preparing capacities will zero in on learning, with an accentuation on representative preparing and improvement and the administration and coordination of Hierarchical learning. Sharing information and adding to the organization's scholarly capital will turn out to be more normal as communitarian long range interpersonal communication innovation and Web 2.0 apparatuses simplify this to execute. The ascent of shrewd mentors and on-request learning advances will make associations with data quicker, more current and precise, and all the more effectively adjustable to representatives' necessities and work. More teams and groups of employees will make use of social media and Web 2.0 tools to share links and content with each other, participate in discussions, collaborate, and create learning content. 210 CU IDOL SELF LEARNING MATERIAL (SLM)

Social learning refers to learning with and from others. We can gain from others in eye-to-eye communications happening in homerooms, gatherings, and gathering gatherings, just as internet utilizing web-based media like Twitter, sites, and interpersonal organizations like Facebook. Possibly, through sharing thoughts, data, and encounters, we can procure more with others than we can alone. For example,EMC overhauled its cooperation stage and incorporated its intranet to help representatives learn, offer, and access organization news. Inside about fourteen days of the overhaul, 20,000 additional workers utilized the stage. Likewise, the quantity of records made has expanded more than 500%, 200% more conversations were made, and there has been more than 100% expansion in answers to discussion. Tata Consultancy Administrations Restricted gives representatives a social learning application known as Knome. Almost 50% of Goodbye Consultancy representatives effectively partake on Knome, framing networks to complete work and examining thoughts. The expanding utilization of new innovations to convey preparing and to store and impart information implies that mentors should be innovatively proficient. That is, they should comprehend the qualities and shortcomings of new innovations and execution issues, for example, beating clients' protection from change. Also, many companies have created positions such as knowledge manager or chief information officer, whose job is to identify reliable knowledge and make sure it is accessible to employees. Increased emphasis on speed in design, focus on content, and use of multiple delivery methods Because of new innovation, coaches are being tested to discover better approaches to utilize instructional plan. Movements are occurring in who is driving the learning (from the educator to the worker), just as where learning is occurring (from work environment to versatile learning). For example, trainers need to determine the best way to design an effective training course for a smartphone. Despite the use of new technology for learning, the fundamental questions remain: Why is training occurring? Who is the audience? What resources are necessary so that employees can learn what they need to know? As examined prior, the customary preparing configuration model has been scrutinized for a few reasons. To start with, it is a direct methodology driven by topic specialists (SMEs). Second, the instructional framework configuration model uses a normal, bit by bit approach that accepts that the preparation content is steady. Third, given the quickened interest for preparing to be conveyed in the nick of time, customary preparing takes excessively long. Fast instructional plan (Free) is a gathering of procedures that permits preparing to be fabricated all the more rapidly. Free alters the preparation configuration model, which comprises of necessities examination, plan, advancement, usage, and assessment. There are 211 CU IDOL SELF LEARNING MATERIAL (SLM)

two significant standards in Free. One is that instructional substance and cycle can be grown autonomously of one another. The second is that assets that are committed to plan and conveyance of guidance can be redistributed as proper.Design includes everything that happens before the training experience; delivery is what happens during the training experience. For example, if a company has limited resources for training delivery, such as large groups of trainees and a tight schedule, extra time should be allocated to the design process. For model, learning inclinations make it hard to build up a preparation program that expands learning for all representatives. Thus, if conceivable, preparing substance can be offered through books, manuals, audiotapes, tapes, and online learning It may also be possible to combine some steps of the design process, such as analyses and evaluation. For example, knowledge tests and other evaluation outcomes may be based on task analysis and other needs analysis results. There is no need to conduct separate analyses of training needs and learning outcomes. If the client is convinced that there is a training need and if the trainer can quickly confirm this need, then there is no reason to conduct a full needs analysis (e.g., new regulations that affect business transactions in financial services, or product changes). Job aids such as checklists, worksheets, and performance support tools can be provided to employees based on the results of a task analysis to identify activities and decisions needed to complete a procedure. Job helps can be picked to help representatives complete the strategy and preparing can be given to show workers how to utilize the work help. The highlight remember is that utilization of a preparation configuration measure (or instructional plan measure), as talked about prior, ought not be deserted. Or maybe, later on, mentors will additionally create Free strategies to diminish the time and cost and to expand the effectiveness of preparing plan to meet business needs more readily. Managers are requesting instructional classes that are more limited and that emphasis just on the fundamental substance. Preparing divisions will be required to lessen the quantity of courses and projects that are offered without straightforwardly tending to a business issue or execution issue. SMEs utilized as mentors will be relied upon to zero in their introductions on data that is straightforwardly applicable to learners. Courses and classes that occur more than a few days or half-days should be retooled to be more open and individualized. Bass & Partners, P.C., is a law office that has practical experience owing debtors recovery. In the obligation recuperation business, workers invest a large part of the energy on the telephone. Bass furnishes representatives with Pieces, smaller than usual preparing recordings that take three to twelve minutes to watch. The recordings are accessible to workers on interest. After they complete the recordings, workers take short tests to evaluate their learning. Different organizations are requesting that learners complete more pre class tasks 212 CU IDOL SELF LEARNING MATERIAL (SLM)

and are utilizing more post course work helps. The development of focused content will become easier because of blogs and podcasts that allow training content to be developed without programming languages such as Hypertext Markup Language (HTML). Content- developed authoring tools will likely continue to become more user-friendly. More companies will consider using massive open online courses (MOOCs) for training (MOOCs are discussed earlier.MOOCs are an alluring preparing conveyance strategy since they give reliable learning and permit representatives to learn through cooperation, seeing through recordings, and tuning in to subject specialists. Learning can happen whenever or wherever workers can get to the online course; qualifications, authentications, or advanced identifications can be utilized as motivating forces for finishing the course. Given the increased popularity of notebooks and tablets, new types of apps for learning will continue to be developed. These probably will incorporate applications identified with finding specialists, the preparation scheduler, retirement organizers, and the improvement exercises chooser. For example, the Assessment and Development Group International has developed apps to help increase coaching success and facilitate behavioural change, engage and retain employees, and improve sales and customer relationships. Utilizing a cell phone, the Mentor application permits clients to distinguish their connection style (driver, insightful, expressive, and steady). A chart of colleagues' cooperation styles is created, and training strategies explicit to each style are given. The app also suggests how to modify behaviour and be more responsive to team members and a question-and-answer exercise to help address specific issues that may occur during coaching. Increased emphasis on performance analysis: big data and learning for business enhancement Because of an expanding centre around adding to the organization's upper hand, preparing offices should guarantee that they are viewed as both aiding the business capacities (e.g., advertising, money, creation) address their issues and adding to in general business objectives and the “bottom line.” This means that you understand the business enough to ask the right questions to develop an appropriate learning solution. Such questions might include how success will be measured and why the company has not thus far seen desired results. The role of the learning professional is to understand business challenges and consistently work to fill employee performance gaps. To enhance the business means that learning professionals have to be aligned with the business and take responsibility for the relationship and the business outcomes from learning solutions, have an agreed-upon business outcome thatis included in the learning function and business performance plan, attend business staff meetings and network with internal customers, and identify as a partner with the business with the joint goal of improving performance. 213 CU IDOL SELF LEARNING MATERIAL (SLM)

Consider how companies in three different industries expect training to influence their bottom line. The training offered at TRX, a company that provides transaction processing and data integration services, is expected to have a direct influence on boosting customer satisfaction scores and agents’ productivity. Metrics such as hours of training delivered are not as important as showing how training is contributing to customer service, productivity, and profitability. Supply-chain training for Coca-Cola must be tied in some way to the company’s three-year business plan or it will not be supported. At Ho-Piece Gambling club in Wittenberg, Wisconsin, the overseer of preparing invests energy teaching chiefs on how the preparation unit enhances the business. One of the chief's greatest difficulties is persuading first-line administrators to help move of preparing. The preparation chief has discovered that clarifying Kirkpatrick's assessment model (response, learning, conduct, results) to the bosses causes them to comprehend that preparation is a cycle, not an occasion, and that they assume a significant part in deciding the achievement or disappointment of training. Training departments must shift the focus from training as the solution to business problems to a performance analysis approach. A presentation investigation approach includes distinguishing execution holes or inadequacies and analysing preparing as one potential answer for the specialty units (the clients). Training departments will need to continue instructing managers to consider all potential causes of poor performance before deciding that training is the solution. Helpless worker execution might be because of helpless administration, wasteful advancements, or obsolete innovation instead of insufficiencies in ability or knowledge. Three ways that training departments will need to be involved are (1) focusing on interventions related to performance improvement, (2) providing support for high-performance work systems, and (3) developing systems for training administration, development, and delivery that reduce costs and increase employees’ access to learning. Training departments’ responsibilities will likely include a greater focus on systems that employees can use for information (such as expert systems or electronic performance support systems) on an as-needed basis. This need is driven by the utilization of unforeseen representatives and the expanded adaptability important to adjust items and administrations to address clients' issues. For example, companies do not want to spend money to train employeeswho may be with the company only a few weeks. Instead, through temporary employment agencies, companies can select employees with the exact skill set needed. Training departments need to provide mechanisms to support the temporary employees once they are on the job and encounter situations, problems, rules, and policies they are unfamiliar with because they are not yet knowledgeable about the company. As was examined more organizations are endeavouring to make elite working environments due to the efficiency acquires that can be acknowledged through this kind of plan. Superior 214 CU IDOL SELF LEARNING MATERIAL (SLM)

work necessitates that representatives have the relational abilities important to work in groups. Superior work frameworks likewise expect representatives to have significant degrees of specialized abilities. Workers need to comprehend factual interaction control and the Total Quality Management (TQM) philosophy. Employees also must understand the entire production and service system so that they can better serve both internal and external customers. As more companies move to high-performance work systems, training departments will need to be prepared to provide effective training in interpersonal, quality, and technical skills, as well as to help employees understand all aspects of the customer- service or production system. Business competitiveness can be realized by quick change, speed in delivery, and reductions in costs and time constraints. LPL Financial utilizations an ability advancement committee, made out of organization pioneers from across the organization's utilitarian territories, to assess new learning and mentioned learning dependent on its ability methodology. The gathering meets once every month to guarantee that learning is given by the learning office just when it is essential.Because the council includes only senior-level managers, it helps align learning with the business strategy and outcomes. For learning to be approved, it has to support both the business and the employees. Establishing the talent council has helped get company leaders more involved in developing an overall business learning strategy and managers encourage employees to use available learning resources and programs for development. Just-in-time learning is many companies’ answer to quick learning and the quick application of learning to the business. La Quinta’s Q-Tubes are short, e-learning courses. The Q-Tubes use conversational language to make trainees feel as if they are being trained by their peers or a team leader. Each Q-Tube includes a knowledge check and provides feedback. Training completion rates have increased 92 percent for general managers and 484 percent for team members since the Q-Tubes were introduced. American Express plans its learning ways around conduct results and accentuates the significance of how students take part in learning, not exactly what they should realize. A learning way as a rule incorporates workshops, peer learning, and hands on learning. Likewise, American Express underscores showing representatives how to best partake in exercises to amplify their learning. Because the direction in training is away from learning as the primary outcome and more toward learning as a way to enhance business performance, companies will continue to purchase learning management systems (LMSs) that provide training administration, development tools, and online training. LMS is moving from its historical emphasis on providing and track training to a broader focus on talent management. This means that LMS will include more career planning tools that will connect employees with many different development resources, including mentors, skills requirements for jobs, potential mentors, and competency models. LMS can also include performance evaluations that can be used by 215 CU IDOL SELF LEARNING MATERIAL (SLM)

employees and managers to identify skill gaps. Also, there will be increased demand for LMS software that includes learninganalytics, or analysis tools, that can track learning activity and costs and can relate learning results to product revenues or sales goals. Today, most companies own their own software and hardware and keep them on site in their facilities. However, distributed computing permits organizations to rent programming and equipment, and representatives don't have the foggiest idea about the area of PCs, information bases, and applications that they are utilizing (this is known as being in the \"cloud\"). Cloud computing refers to a computing system that provides information technology infrastructure over a network in a self-service, modifiable, and on-demand. Clouds can be delivered on-demand via the Internet (public cloud) or restricted to use by a single company (private cloud). Cloud computing gives companies and their employee’s access to applications and information from smartphones and tablets rather than relying solely on personal computers It additionally permits gatherings to cooperate recently, can make representatives more beneficial by permitting them to all the more effectively share records and data, and give more prominent admittance to huge organization databases. From a learning point of view, this implies that devices for directing labour force examination utilizing measurements on getting the hang of, preparing and advancement projects, and web-based media and coordinated effort apparatuses like Twitter, online journals, Google reports, and YouTube recordings will be all the more effectively open and accessible for use. Distributed computing additionally can make it simpler for representatives to get to formal preparing programs from an assortment of merchants and instructive foundations. At long last, the cloud can be utilized to store learning information in a \"stockroom\" (like Redshift), which makes it effectively accessible for investigation of patterns and expectations of business results. Later on, the arising revenue in gathering and utilizing enormous information identified with picking up, preparing, and advancement will proceed to grow. As discussed earlier, big data involves collecting data about user’s activities, analysing or mining the data to identify patterns and trends, and understanding how these patterns and trends link to business goals and outcomes. Big data can be useful for understanding what training methods best deliver what needs to be taught and identifying how employees learn, who the experts and leaders are in social networks, and what type of instruction will lead to positive reactions from learners and results. For example, Intrepid Learning’s e-learning programs include a “tile.” The “tile” is provided at the beginning of the program to explain how the different parts of the e-learning module fit together. Through tracking who has read the tile, Intrepid was able to determine that 80 percent of learners who read the “tile” completed the program, compared to a 10 percent completion rate for learners who did not read it. Saba’s data analytics platform tracks performance 216 CU IDOL SELF LEARNING MATERIAL (SLM)

ratings, succession planning activities, and learning data. It tracks what information employees are accessing, identifies the topics they are posting, and identifies who they are connecting with. It provides social graphs that visually display employees who are the centre of social networks and most influential. The system is linked to an intelligent search engine that recommends learning activities. The system can also be linked tofinancial systems and other business data. JPMorgan Chase is including employee attendance at compliance training as one of several factors (the other factors include violating personal trading rules and going over market-risk limits) used in trying to predict which employees may be likely to violate government regulations or company policy. The increased use of big data will be aided by the development of more user-friendly ways for data to be accessed, analysed, and the results displayed. For example, Looker is a start-up company that provides web-based business intelligence platform presenting data in a dashboard format. Increased use of stakeholder-focused learning, training partnerships, and outsourcing training Earlier discussed the importance of making learning, training, and development strategic by ensuring that it supports the business strategy and the needs of different stakeholders, including managers, employees, and customers. The emphasis on strategic learning influencing different stakeholders will continue in the future as learning professionals and companies recognize that competitive advantage can come from developing internal human capital and providing learning services to customers. This helps develop and retain a satisfied, skilled, and innovative workforce and attract, keep, and satisfy customers. For example, STIHL produces outdoor power equipment including chain saws, blowers, trimmers, and edger. STIHL has manufacturing facilities for its equipment, which are sold through over eight thousand power equipment retailers. STIHL only sells its products through dealers, so helping them satisfy customers is critical for the business. Customers include homeowners, professionals, landscaping and utility companies, the military, government agencies such as the U.S. Forest Service, and emergency first responders. This means that learning programs need to include not only STIHL’s employees, but also retail dealers and their customers. STIHL provides its employees learning programs in technical areas such as manufacturing and engineering as well as leadership development. If there are open seats in its training courses, STIHL’s training and development department allows smaller companies to send their employees to its technical and leadership courses at a low cost. The fees help reduce some of the expenses of STIHL’s training department. At the retail level, STIHL provides training programs that help dealers understand how to sell and service the equipment. For example, STIHL has a certification program for service technicians, which must be renewed every three years. The certification focuses on training the technicians to diagnose problems, provide the correct repairs, and communicate to customers how to care for their equipment. STIHL iCademy is a web-based program that 217 CU IDOL SELF LEARNING MATERIAL (SLM)

dealers can access. It covers topics such as troubleshooting, in-store marketing, selling skills, and customer service. STIHL also has a training seminar for high school and college instructors of small engine repair classes, which teaches students how to service products. In addition, to ensure that customers correctly and safely use equipment, STIHLprovides training programs for professional landscaping tree services, public utilities, firstresponders, and the military. Also, consumers who use STIHL equipment can access blogs and YouTube videos on the company’s website. As discussed earlier, the demographic, global, and technological changes are creating a skills gap that presents challenges for companies in the United States and around the world. Also, the current education-to-employment system is not preparing students and adults for the twenty-first-century economy. Barriers between business and educational institutions make it difficult for many employees to update their skills and knowledge that they need for their current jobs or preparation for jobs in another career. To cope with the skills gap, we will likely see more business, education, and community partnerships working on rebuilding education to employment systems. The objective of these organizations is to assist people with getting ready higher-expertise and higher-wage occupations and draw in new organizations to the territory by coordinating worker retraining, rudimentary through secondary school vocation training programs, profession foundations, and advanced education programs into a deep-rooted learning framework. A lifelong learning system can provide better opportunities for more people to develop the talent needed to suit multiple jobs and careers that they will likely hold during their lifetimes. Also, due to an increased urgency to find ways to eliminate unemployment, underemployment, and meet skill gaps, federal, state, and local governments probably will provide more economic incentives for retraining employees, including tax credits and tax breaks for companies to invest in training and the spread of lifelong learning accounts. Lifelong Learning Accounts (LiLAs) refer to an account for education to which both the employee and company contribute. The employee keeps the account even if they leave the company to pay for additional education at vocational schools and colleges and universities. For example, Walmart Stores donated $16 million in grants to seven non-profit groups (Achieving the Dream, The ACT Foundation, Dress for Success, Goodwill Industries, Jobs for the Future, McKinsey Social Initiative, and the National Able Network) to try to improve the skills of more than twelve thousand entry-level workers in retail and related industries such as transportation and distribution.38 The non-profits will work with government agencies and employers to develop training programs. For example, achieving the Dream will use its grant to create training programs at four community colleges. The Brose Group, a German manufacturer of systems such as seat structures for car makers and suppliers, is actively involved in the Michigan Advanced Technical Training Program. The program uses classroom learning and on-the-job training to prepare students for jobs in 218 CU IDOL SELF LEARNING MATERIAL (SLM)

mechatronics, which requires electrical, mechanical, and electronic competencies. The program is a partnership between the Michigan Economic Development Corporation, two community colleges, and eleven businesses located in Michigan. Brose partnered with the community to identify the necessary skills and competencies, create courses that would develop the competencies, and build a course curriculum. Programapplicants are required to provide a résumé and complete a test designed to measure theirskills in reading, writing, math, and English as a second language. Most participants are from high schools and colleges, but the program is open to all Michigan residents. Brose, like the other companies who are participating in the program, pay for students’ full cost of tuition and an hourly wage for time they are working on the job. Brose sponsors four students who will rotate between jobs and all three of the company’s Michigan locations. After successfully completing the program, participants receive an advanced associatedegree and a guaranteed job. They are required to work for two years at their sponsoring company. We discussed several reasons for companies to outsource their training. Two main reasons were that employees need to learn specialized new knowledge and that companies want to gain access to best practices and cost savings. External suppliers may be consultants, academics, graduate students, or companies in the entertainment and mass communications industries. External suppliers can be partners or be sole providers of training services. The key decision for companies will not be whether to outsource but rather how much training to outsource. Trainers and other learning experts should distinguish re-appropriate suppliers who can convey powerful preparing arrangements, especially in innovation-based learning arrangements in which they do not have the inside mastery to create in house. McKesson, a health-care services company, was providing customers with face-to-face instructor-led training on one of its products, an evidence-based clinical decision support system. However, customers began to negotiate to remove training from their contracts. They were dissatisfied with the quality of the program and lost productivity and disruption that occurred because their employees had to leave their jobs to attend training. McKesson recognized that the training was important, but that changes were necessary. McKesson could not redesign the program in-house because it lacked a centralized learning function with all of the skills necessary to do so. They outsourced most of the design of the new training to Aptara, a training provider specializing in content development, learning strategies, and digital conversion. 11.6 SUMMARY  Overall, it takes a certain set of attributes to become an effective trainer.  These skills and qualities will help the organisation identify trainers that can take a 219 CU IDOL SELF LEARNING MATERIAL (SLM)

tour on the best practices of learning and development.  The relationship will not always be that straightforward. However, planning for the assessment in advance rather than later is better when developing the training material or manuals.  The training material can be structured in many ways, but, generally, a task or job- based system is best. This type of approach builds on the learner's already existing knowledge resulting in a document that can be as ready reference anytime.  Start with the overall objective of the training program if it has been missed out. What is the ultimate goal? When the objective has been recognised, based on that, specific goals can be written for training material development.  Traditionally, the trainer’s role was limited just to imparting training in an enclosed and conservative classroom setting.  The role of the trainer is pivotal from start to finish of the training.  Instructors and trainers must know how to use Learning Management Systems.  Instructors and trainers must have good communication skills.  For clear understanding, it is desirable to have fixed learning outcomes or goals. 11.7 KEYWORDS  Communication requires undivided attention, encouraging discourse, and the capacity to communicate considerations, sentiments, and thoughts plainly, succinctly, and compellingly.  Critical thinking is a type of investigation that assesses an issue to shape a judgment that is consistent and thoroughly examined. It doesn't acknowledge all contentions and ends on presumptive worth. Or maybe, it requires seeing the proof that is included to help a contention or end. The abilities that involve basic reasoning incorporate logical reasoning, liberality, critical thinking, and choice making.  Career Advising is proficient direction for settling on employment and occupation choices. It might incorporate illustrating required advancement options.  Career Development is an arranged cycle of association between an Organization and a person that permits the representative to develop inside the Company.  Case Study is a learning technique where a genuine or imaginary circumstance is introduced for examination and issue solving. 220 CU IDOL SELF LEARNING MATERIAL (SLM)

11.8 LEARNING ACTIVITY The Case of Mohan’s Indoctrination. A case study in Human Relations involving employee Training, with questions for you to answer. When the Polar Refrigerator Co. switched over from batch spray-painting to a continuous automatic-spray line, the number of painters were reduced from 23 to 5. All the dislodged painters were set in different positions inside the plant. One of the 18 uprooted painters, Jagdish, was relegated to the cupboard division to get familiar with the work of a class B spot-welder. When Jagdish reported to the cabinet department, Mohan, his new supervisor, said to him, “I don’t know whether you’ll stay here for long. We are a little slow now, and we really do not need an extra welder. But in the meantime, I’ll see that you get a bench to sit upon.” So, for the first few days, all Jagdish did was stand around and watch the other welders. Finally, at the end of the week, Mohan told Jagdish “I’ve got news for you, work is picking up in our department and we’ll be able to put you to work for real on Monday.” On Monday, Mohan assigned Jagdish to a welding machine. It was quite a simple rig. All the operator needed to know was how to slide a metal refrigerator panel into a jig, clamp on the holding mechanism, and punch an electric switch. The welding was done automatically. When the weld had been done, an air blast automatically ejected the panel onto a moving belt. “Here,” said Mohan to Jagdish, “watch me do this operation. It is as easy as ABC. A moron could do this job if he would just learn these three steps. In fact, I sometimes think a moron would be better at it than a normal person.” Mohan demonstrated the three steps very slowly to Jagdish. As he did each step, he explained what was happening. After he had repeated the operation a half dozen times, he got up from the machine and said to Jagdish, “Now you try it.” Jagdish did it right the first time he tried. With Mohan standing by, he welded 20 panels without mishap. “There,” said Mohan, “I told you there was nothing to it. You’ll be able to do this job in your sleep.” That was the last time he saw and spoke to Jagdish until Friday. Between Monday morning and Friday, these things happened to Jagdish: The air ejection mechanism jammed twice, and he had to get a co-worker to show him how to free it. Several panel sheets came to him that looked slightly shorter than the others, but he welded them just the same and sent them ahead to the next operation. On Friday, as he was sliding a sheet into the machine, a sharp edge caught the fleshy part of his thumb and ripped a one-inch gash in it. That was when Mohan found time to talk to Jagdish again. Questions: 1. How do you think Jagdish feels about his new job and his new boss? ………………………………………………………………………………………………… …………………………………………………………………………………………………. 221 CU IDOL SELF LEARNING MATERIAL (SLM)

2. In what way were the incidents that happened to Jagdish between Monday morning and Friday afternoon related to his training? ………………………………………………………………………………………………… …………………………………………………………………………………………………. 11.9UNIT END QUESTIONS A. Descriptive Questions Short Questions 1. Explain briefly Increased emphasis on capturing and sharing intellectual capital and social learning. 2. Explain briefly Increased emphasis on speed in design, focus on content, and use of multiple delivery methods. 3. Explain briefly Increased emphasis on capturing and sharing intellectual capital and social learning. 4. Explain briefly Increased use of just-in-time learning and performance support. Elaborate on the skills of trainers for effective training. 5. How can an effective instructor establish and maintain credibility while training the trainers? Long Questions 1. Elaborate on the skills of trainers for effective training. 2. Discuss do and don’ts for a successful trainer. 3. How should the training material be developed for training? 4. How does a trainer prepare for a training? 5. What are the skills required for a future trainer? B.Multiple Choice Questions 1. Which form of non-verbal communication should not be used during the initial investigation stage of the trainer-client relationship? a. Sitting 1.5 to 4 feet away from the client b. Sitting with arms crossed c. Mirroring the client's posture, gestures, and tones d. All of these 222 CU IDOL SELF LEARNING MATERIAL (SLM)

2. Who is developing the training material for training? a. Jobber b. Worker c. Manager d. Trainer 3. The trainer should be ___________. a. Motivational b. Flexible c. A good listener d. All of these 4. Which of these skills are required as a trainer? a. Organizational skill b. Technological skill c. Both A and B d. None of these 5. Trainer provides ___________to the trainees. a. Training material b. Social manner c. Spiritual knowledge d. Guidance Answers: 1 d) 2 d) 3 d)4 c) 5 a) 11.10REFERENCES Textbooks  Raymond, “Employee Training and Development”  Philips, J.J (2004), “Handbook of Training Evaluation and Measurement Methods”  Diwevidi Harsh; Ladiwal Ona (2014), “Training Practices in Indian Companies” Reference Books 223 CU IDOL SELF LEARNING MATERIAL (SLM)

 Blanchard, P. Nick, James W. Thacker and V. Anand Ram, Effective Training: Systems, Strategies, and Practices, Dorling Kindersley (India) Pvt. Ltd.  Rolf, P., and UdayPareek, Training for Development, Sage Publications Pvt. Ltd.  Julie Dirksen, 2015, Design for How People Learn,Pearson Education. Websites  https://www.gofluent.com  https://www.outlife.in/experiential-learning.html  https://www.yourarticlelibrary.com/  www.economicsdiscussion.net 224 CU IDOL SELF LEARNING MATERIAL (SLM)

UNIT - 12: CAREER PLANNING AND 225 DEVELOPMENT I STRUCTURE 12.0 Learning Objectives 12.1 Introduction 12.2 Career Planning 12.2.1 Steps for Successful Career Planning 12.2.2 Key Factor for Effective Career Planning 12.3 Career Management 12.3.1 Benefits of Career Management 12.3.2 Career Management Model 12.4 Career Development 12.4.1 Objectives of Career Development 12.4.2 Career-Development Stages 12.4.3 Career Development – Limitations 12.5 Summary 12.6 Keywords 12.7 Learning Activity 12.8 Unit End Questions 12.9 References 12.0 LEARNING OBJECTIVES After studying this unit, student will be able to:  State the career planning and development.  Explain the key factors of career planning. CU IDOL SELF LEARNING MATERIAL (SLM)

 Identify benefits of career management.  Analyse career management model.  Define the objectives of career development.  Explain the stages of career-development. 12.1 INTRODUCTION The processes taking place in the modern world increased the mobility of workers, as they were guided by new principles and interests. No one entering any job thought that they would go all his way in it. After acquiring a certain level of knowledge and skills, usually, everyone starts as a specialist in a given company and faces opportunities for growth hierarchy. This, of course, depends on the qualities of the individual himself, but also on some objective conditions in the company, which limits or provides prerequisites and conditions for career growth. When an individual gets the chance for proficient advancement in the organization, they become roused to accomplish high work results, build up their latent capacity, and recognize goals for self-realization. The absence of an inspirational mentality towards the profession improvement of the staff prompts misfortunes for the organization - it loses its great representatives. Organizations need to connect significance to HR, as their improvement implies accomplishing long haul goals. One of the ways to reach mutual satisfaction between employers and employees is by planning the human resources career. Many people ask themselves what they need to do to make a career. What is the area in which they would best perform? What actions should they take to advance in their professional growth? What is the basis for evolving in the Company’s career hierarchy? What is the probability of staying on the current job, and is it possible to start a new career at a later stage? The answers to these and other questions provide the basic steps that ensure career advancement. A career is a set of positions that a person has held in his professional life, which enriches the experience of the individual and ensures his growth in the profession. The sequence of activities, including education, training, gaining professional experience determines the career path. It is related to the opportunities for holding a higher position in the future. Career planning is an interaction wherein individual abilities, characteristics, information, inspiration, and different qualities are realized. Data about open positions and decisions is gathered. Explicit objectives are set through an arrangement for making progress in the 226 CU IDOL SELF LEARNING MATERIAL (SLM)

profession. Vocation improvement is a progression of exercises pointed toward building up, creating, succeeding, and enhancing a career. Proper career planning is based on the definition of professional goals - the future positions to which a person aspires on the path of his career. For certain individuals, moving these positions includes creating primer plans and procedures, others depend on their karma, however despite the fact that it helps now and again, the correct training, experience, capacities, and their legitimate improvement are essential conditions to make and vocation development. A person who plans to achieve career goals does better. The process helps people to realize their potential according to their abilities and to be more satisfied if, thanks to planning, they succeed in achieving the set goals. According to the purported \"Cone-molded\" model of E. Sparkle, the profession creates in three directions:  Vertically - when raising and lowering.  Radial - while expanding or diminishing the volume of responsibilities.  Peripheral - moving to another useful area. 12.2 CAREER PLANNING Career planning is an ongoing process in which the emphasis is given on professional goals and identifying ways for getting those by means of conducting self-evaluation, market research, and continuous learning. It is an important exercise to manage career successfully. 12.2.1 Steps for Successful Career Planning  Self-assessment: The first step to successfully plan one’s career is to understand own interests, strengths, weaknesses, and goals. Begin by asking self the following questions: a) What do I enjoy doing? b) What motivates me? c) What am I good at? What are the things I am bad at? d) What kind of lifestyle do I want in the future? e) What are my personal Goals? f) What are my biggest achievements and failures? g) What qualifications and experience do I have? h) What do I want to be known for? 227 CU IDOL SELF LEARNING MATERIAL (SLM)

 Market Research: Once own interests and strengths have been discovered, it is time to figure out what is out there. Make a list of job profiles that align with the Goals, interests, and strengths. Conduct a thorough research about market trends and read Company reviews to get details about salary, work culture, growth opportunities, and so on Initiate talk with professionals from various fields to get a first-hand information on the reality of the market trend. To get more information, conducting informal interview session would provide a better understanding over the market. The purpose of conducting interview is to collect information regarding job or career prospects. Job shadowing is about observing an employee while doing the job. The observation period could last from an hour to a week. Therefore, get in touch within the professionals available in the loop. Prepare a list containing various job roles which are very useful and better to pursue. Once this list is developed, then ask yourself the below questions as ready reckoner: a) Does the job provide something exciting to me to pursue? b) Will this job assist in attaining my career goals? c) Which industry I am very comfortable to work? d) What kind of job roles I can handle better? e) Do I have the right qualifications and potential to match to the expectation of job requirements? To get answers to the above questions, market research is conducted so that a right decision can be made to pursue a career. Once an individual gets answers to the above, then he/she should follow the next step.  Identify the Gap: As per the list containing desired job roles, note down the contextual skills and experience required for each one including the need of resources. Then try to find out the gap between the availability and what is required to get jobs. It could be skill gaps or experience gaps or qualification gaps or the combination of all for some jobs. Get access to professionals to get an overall idea on the necessary qualifications, experience and skillset.Nonetheless, one can go through the job descriptions from online sources.  Fill the gap: Once a person identifies the gap between what he/she has and what extra he or she needs for the selected careers, then the need is to start filling the gap. For example, an individual or employee needs to learn a software language, then he or she can join online courses to get the skills. Otherwise, he or she can contact some companies offering internship program to get some experience. Resultantly, the concerned employee would get aware of the exact job roles. 228 CU IDOL SELF LEARNING MATERIAL (SLM)

Some aspirants can opt for joining course in colleges or institutions providing course matching to the job requirements. Actually, there is no age limit to learn and change the career track. For instance, an aspirant requires an MBA degree to scale up the career, then he or she should enrol in a suitable Business school. Therefore, the need is to get aware of the reality of the job scenario. However, all the aspirants might not have the leverage to leave the job for pursuing MBA. In this case, correspondence course or online classes can be preferred.  Make a Choice: One has all the options in hand. Now it is time to narrow down to a specific one.Estimate the costs need to be incurred for individual job roles. Then one should decide on the basis of his/her interests and goals, and the potential to meet the job expectation.If the person is a fresher or just completed a couple of years in job, then it is better to look up to two to three options.Therefore, the requirement is to do proper research and evaluation on the job one wants to pursue. Once it is determined to pursue a job, then only one can scale up the ladder of job career confidently.  Create an Action Plan: Once an employee narrows down to a specific career goal, then the need is to initiate right action to achieve the selected goal.It reflects employee’s aspiration or aim and where he or she foresees to be in the near future. Hence the effort should be developing a career plan to achieve within a limited time period and ensure the chosen career is achievable. There are various steps involved in planning the job or career goals. It could be enrolling in a writing course, preparing a cover letter and updating the resume. These all are part and parcel of attaining the job goals. Develop a schedule to complete all these in steps. Then one has to review the tasks he/she completed so far. If required, he or she can opt for improvisation.  Review Choices: In the dynamic world, market and individual goals are subjected to change from time to time.Hence pay emphasis on career plan and make the best decision after making do evaluation.One may opt for acquiring new skills or altering the career path all together. Therefore, make a wise decision on the basis of which career goal that would likely to give happy and keep an individual stable in professional growth. 12.2.2 Key Factors for Effective Career Planning  Keep Updated: Since career planning is an ongoing process; one has to review it at regular intervals as per the trend in the market.  Keep Options Open: If one doesn’t find the desired job in his/her nearby location, then one should be ready to explore new cities or metropolis.  Be Realistic: Always take into cognizance of personal circumstances and resources available at hand. 229 CU IDOL SELF LEARNING MATERIAL (SLM)

 Network: Get connected to professionals within the known networks. Because one might need guidance and support at some point of time from the perspective of job career.  Switch Career: Be ready to switch career if not satisfied with the present role. Age is not a matter. If one feels switching to another job, then he/she must go for it without any hesitation. After all, it is one’s happiness in pursuing the career.  Find a Mentor: Try to get in touch with somebody who can play the role of a mentor. Because one wants to bring positive changes in career, and this is where the mentor can guide to get benefitted in the long run. Otherwise, one can approach a career counsellor. It appears that the concerned individuals in this regard should do a lot of homework to shape their career. However, at the end it yields positive results. Hence the focus is to start planning and initiate the necessary steps in this respect. 12.3 CAREER MANAGEMENT \"Lifelong, self-monitored process of career planning that involves choosing and setting personal goals and formulating strategies for achieving them\". Career Management is an ongoing process that enables employees to have proper understanding on career skills. These skills can be better utilized within the company as well as after leaving the firm. Hence there is no ned to the process of career management thereby one should invest the resources to get the expected career goals. Career management is never a one-time affair. Rather a perennial process under which one has to learn the skill of adapting to the changes as required for the 21st Century. The tactics involving career management might vary from one individual to another. However, broadly the focus is on two key investment assets. They are personal lifelong learning and network of professional relationships. 12.3.1 Benefits of Career Management Career M=management services are beneficial for both the company and the individual.  Developing representatives who will go the additional mile and comprehend the advantages of building an association with their employer.  Reaping the awards of a labour force that has been given the devices expected to use their strengths.  Increasing workers' confidence by assisting them with imagining their vocation inside a company.  Supporting HR Chief who should draw in, hold, create and fire employees. 230 CU IDOL SELF LEARNING MATERIAL (SLM)

 Developing the understanding needed to expand worker responsibility and satisfaction.  Gaining employee support for the implementation of critical business objectives and strategies.  The board administrations increment representatives' inspiration and commitment towards their employer.  Identifying workers' abilities, interests and profession objectives.  Offering employees, the opportunity to explore new work possibilities.  Developing a personalized career action plan.  Providing an individual with follow-up tactics to ensure that the objectives are in line with the career goals. 12.3.1 Career Management Model A model is a picture or representation of reality. The career management model consists of a few important components: Fig 12.1 Career Management Model Career Exploration 231 CU IDOL SELF LEARNING MATERIAL (SLM)

Career exploration is the collection and analysis of information regarding career-related issues. One should be aware of his/her own talent, interest, values, the importance of work in life, about alternative jobs inside or outside the company. Career exploration promotes awareness. Most individuals don't have any acquaintance with themselves. \"Know thyself'- is one of the significant messages recommended by the incredible logician Socrates. They may overestimate qualities in specific zones and judge themselves to be more skilled than they truly are. There are two types of career exploration- self-exploration and environmental exploration. Career exploration should enable an individual to become more fully aware of himself and his environment. Self-exploration Self-exploration can provide a greater awareness of personal qualities. A person ought to gain insight, for example, into his/her values, interests, and talents in both his/her work and non- work lives. He/she ought to turn out to be more mindful of occupation choices, their necessities, and openings and hindrances in the environment. People may come to have a profound comprehension of the exercises they like or abhorrence, the test they need from their positions. Self-investigation gives data about qualities, shortcomings, gifts, and limitations. It can likewise give a superior comprehension of the equilibrium of work, family and relaxation exercises that best suit a favoured lifestyle. Self-awareness or self-assessment involves identifying and understanding one’s interests, skills, and values as a foundation for career decision making, planning, and action. Assessing and getting interests, abilities, and qualities is the initial phase in distinguishing the correct profession path. There is a big difference between getting a job and pursuing a sought-after career Examination has shown that people who pick professions that are firmly lined up with their inclinations, abilities, and qualities will in general be more fulfilled in their positions and appreciate more noteworthy vocation success. The self-assessment process is important, not only in pursuing the first internship or job after college but also throughout life as one moves forward in the career span. 232 CU IDOL SELF LEARNING MATERIAL (SLM)

Environmental Exploration It helps a person learn more about some aspects of the environment. Environmental investigation incorporates kinds of occupation, sorts of ventures, vital abilities, and occupation options inside a given Organization or elective future positions, experience expected to move from current line position to a staff position, Organization choices and effect of family on profession decisions. There are many benefits of career exploration on career management: a. Enhanced awareness of self and environment b. More aware of yourself and chosen career c. Helps to develop occupational goals d. People develop more extensive career strategies and perform more effectively in job-interview situations e. More aware of themselves and the world of work  Awareness Exploration increases awarenessexact view of an individual's own characteristics and attributes of his/her significant climate. Awareness is a focal idea in Profession Development. An exhaustive consciousness of self and climate permits an individual to fix vocation Objectives and strategies.  Goal Setting People set profession objectives to look after inspiration, have something to anticipate and make progress. Effective career goals follow the S.M.A.R.T. model. i.e., they are Specific, Measurable, Achievable, Realistic and are Timebound. Greater awareness of self and environment can help the individual choose a career goal to pursue. A profession objective is an ideal vocation related result that an individual means to accomplish. The objective might be to accomplish the situation of aide plant chief in a predefined timeframe, to move into a venture designing position. Career objective should be explicit and concrete to build up a powerful system to accomplish the objective. The vocation objective of an individual is to get speedy promotion. Career objectives including an advancement require cautious arranging and execution. The worker should decide a timetable and may have to finish extra advances, for example, 233 CU IDOL SELF LEARNING MATERIAL (SLM)

finishing extra work errands, building up a working relationship with individuals from another office and refreshing a resume. The additional tasks the employee must complete prior to earning a promotion, are short-term Goals, and the promotion is a long-term Goal. It is essential to write one sentence about a career Goal or objective in the resume. Career objective is a significant piece of a resume. This assertion encourages the business to know the rationale in a task, so they can decide if the objective is in accordance with their organization and the position available. e.g., the profession objective of Sonia, an MBA understudy of the board Office, is \"To seek after an exceptionally compensating vocation, looking for a task in testing and sound workplace where I can use my abilities and information productively for Hierarchical growth\".  Strategy Development A system is an arrangement picked to achieve an ideal future, like the accomplishment of an objective or answer for an issue. A vocation system is a grouping of exercises intended to assist a person with accomplishing a lifelong Objective. A profession technique is an organized way to deal with creating abilities, apparatuses, and assets in an organization, which will empower individuals to explore their vocation 'venture' successfully. The foundation of a reasonable objective or set of objectives can encourage the turn of events and usage of a vocation strategy. Many organizations create unequivocal vital plans that empower them to seek after their objectives successfully. Experts distinguish various types of methodologies that representatives can use to improve their odds of vocation success. The primary systems are, e.g., capability in the current work, broadened work association, advancement of abilities through preparing, opportunity improvement, advancement of steady connections (coaches, supporters, and friends), picture building, and hierarchical politics.  Strategy Implementation 234 CU IDOL SELF LEARNING MATERIAL (SLM)

Strategy implementation set forth plainly is the interaction that sets strategies and procedures in motion to arrive at objectives. The usage of a sensible system can create progress toward the expressed profession goal. It is significant that you give need and time to executing your vocation activity plan, to guarantee you accomplish your ideal results and focus on a deep-rooted learning methodology to remain employable. Some steps a person may need to take to implement his/her action plan: a. Seek advice from supervisor regarding ways to implement the action plan and fill any gaps in skills and experience, b. Engage in short term development training to develop identified skills, c. Enrol to do a more formal study, d. Investigate hidden opportunities both within and outside the company explore how to develop good networks inside and outside the company. e. Know how and when to haggle on compensation or conditions and focus on a long-lasting learning procedure to remain employable.  Feedback Feedback is a reaction towards the sender about a message. The execution of a Profession System can give valuable criticism to the individual. This input can empower the individual to assess his/her career. Great supervisors know that motivating employees is about more than charisma and vision.Great chiefs realize that rousing workers is about more than mystique and vision. To help employees perform their best, a great manager will provide feedback-the right kind, at the right time. When an effective feedback is delivered, both positive and negative, employees are able to develop their skills and maximize their performance.To check the viability of vocation progress, an individual should have criticism. The achievement of a vocation objective is affirmed by input. There are a few hints for viable input. Criticism ought to be explicit, convenient and sincere.  Career Appraisal Whether or not a person is making progress toward a goal, the implementation of a career strategy can provide useful feedback to the person. This feedback, in conjunction with feedback from other work and non-work sources, can allow a person to appraise his/her career. Career Appraisal is the cycle by which individuals procure and use vocation related criticism to decide if their goals and methodologies are proper. Profession evaluation allows an individual to screen the course of a vocation, addresses versatile, and input elements of career management.Thecareer appraisal process may lead to a re-examination of career goals. The extra data got from profession examination turns into another instrument for career 235 CU IDOL SELF LEARNING MATERIAL (SLM)

appraisalthat proceeds with the career management cycle.e.g., an employee discovers that he/she has performed poorly on the newly acquired managerial portions of the job. This appraisal might lead him/her to consider changing the goal; he/she may no longer wish to enter management. Or one may retain the goal but revise the strategy. One might choose to pursue a graduate degree in management. The career management cycle is a problem-solving process. It is also known as the decision-making process. It is essential to gather information so that individuals can become aware of themselves and the world around them. Goals are established, plans are developed and implemented, and feedback is obtained to provide more information for ongoing career management. 12.4 CAREER DEVELOPMENT Recently, career development has come to be viewed as a method for meeting both Authoritative and representative necessities, instead of exclusively addressing the requirements of the organization as it had done in the past. Therefore, companies perceive career development as a means to avoid job burnout like situation, facilitating career related information to all the employees, enhancing the quality of work environment and fulfilling action goals as determined. Simply put, ‘Providing employees an opportunity to grow’, to employees who are delivering the best performance. As per the statement by Middlemist, Hill and Greer, \"Career Development is a process of planning the series of possible jobs one may hold in a company over time and development strategies designed to provide necessary job skills as the opportunities arise\". 12.4.1 Objectives of Career Development  Fostering Better Communication in Company:The prime target to plan a career development system is for guaranteeing better correspondence among all the workers and staff in a company.It advances correspondence at all degrees of organizations for instance supervisor and representative and administrators and top administration. Legitimate correspondence is the backbone of any organization and helps in addressing a few major issues.  Assisting with Career Decisions:A career development framework helps the two representatives and supervisors to settle on their individual profession choices. With this framework around, they have the influence to assess their expert abilities and capabilities and have better comprehension over their objectives and future desires. It encourages them with a bearing so they can zero in on accomplishing their drawn-out vocation goals. 236 CU IDOL SELF LEARNING MATERIAL (SLM)

 Better Use of Employee Skills: A career development system helps company in making better use of employee skills. Since managers know their skills and competencies, they put them at a job where they will be able to produce maximum output.  Setting Realistic Goals: Another major objective of career development system is to set forth realistic goals and their outcome. Thus, it provides an insight to employees and company that whether the realistic goals can be achieved or not.  Creating a Pool of Talented Employees: One of the significant objectives for any company is to have talented employees discharging their responsibilities in various capacities. It is sought for the reason to fulfil the perennial requirement of staffing and career development for the future.  Enhancing the Career Satisfaction: Companies mostly give emphasis on designing a suitable career development system with an aim to enhance the career satisfaction needs of employees. Organisations better aware of the fact that if they have to prosper and remain competitive in their business, then they have to retain the pool of talents.Because the talented pool of employees has to discharge duties at the higher echelons of the hierarchy. Hence career requirements and expectations matter to a company.  Feedback: Feedback is highly essential for a company from every aspect. For instance, a concerned company has implemented certain policy. Then how far the policy is conducive to company and employees must be assessed. This can be done only through getting feedbacks from the employees and staff. Similarly, managers have to prepare performance report on the basis of feedbacks. By doing so, managers are aware of what is the reality and what is the expectation. Stages of Career Development The career path of each person can be divided into several stages. Each stage of the career gets influenced with factors like knowledge, preference, and professional occupation.People change their careers from time to time and hence view the careers accordingly with respect to their stages of working lives.A few changes happen due to the fact of the aging process. And some changes as and when people get growth opportunities in due course of time. The prominent stages of the career cycle could be categorised as growth, exploration, establishment, maintenance, and decline.  Growth Stage: The growth stage roughly starts from birth to the age of 14. During this period, an individual gets aware of a self-concept, when he/she interacts with others.Basically, this is the stage an individual is able to create his or her identity.  Exploration Stage: When it comes to the exploration stage, it takes place for those in the age group of 15 to 24.This is the stage in which an individual makes serious decision identifying the best occupational alternatives. The concerned person makes 237 CU IDOL SELF LEARNING MATERIAL (SLM)

attempt to get the occupational alternatives and makes an assessment that whether he or she can cope with the new opportunity with his/her interests and abilities in terms of education, experience and professional work.  Establishment Stage: The establishment stage is very crucial for an individual in the age group of 25 to 44 from the perspective of work lives. It is expected that an individual gets a suitable occupation during this stage thereby engages in the contextual activities to establish himself/herself in his/her career. In this period, the individual assesses his/her personal capabilities ambitions against his/her initial career occupation.  Maintenance Stage: People in the age group of 45 to 65 make transition from the sub-stage of stabilization to the maintenance stage. Further, in the maintenance stage, the individual curves a niche in the professional world thereby most efforts are channelized in maintaining the career path.  Decline Stage: One has to go through the retirement stage one day for sure. Therefore, this stage is also known as decline stage because the individual prefers to have reduced work responsibility due to decline in the potential to perform. This is the reason, the employees nearing to retirement age starts adjusting frequently to accommodate themselves with the working environment. Career development of an employee is directly proportional to support from the top management. If the management personnel at the top level makes commitment, then only an employee can expect the desired career growth. Employees too be provided feedback with regards to their efforts for career development. Otherwise, an employee finds it hard to sustain and progress in his/her career.Nonetheless, career development doesn’t ensure success. However, without it, employees can’t prepare themselves whenever any such job opportunity arises. Development Planning Systems Companies’ development planning systems (also known as development planning processes) vary in the level of sophistication and the emphasis they place on different components of the process. Steps and responsibilities in the development planning system are shown below: 238 CU IDOL SELF LEARNING MATERIAL (SLM)

Figure 12.2: Steps and Responsibilities in the Development Planning Process Self-assessment refers to the use of information by employees to determine their career interests, values, aptitudes, and behavioural tendencies. It often involves psychological tests such as the Myers-Briggs Type Indicator (MBTI, a type of personality assessment described later in the chapter), the strong-campbell interest inventory, and the self- directed search. The Strong-Campbell helps employees identify their occupational and job interests; the Self- Directed search identifies employees’ preferences for working in different types of environments (like sales, counselling, and landscaping). Tests may also help employees identify the relative values they place on work and leisure activities. Through the assessment, a development need can be identified. This need can result from gaps between current skills and/or interests and the type of work or position the employee wants. For example, employees at PEMCO Mutual Insurance company use online self-assessments to assess their current skills and identify the skills and competencies they want to acquire. Employees use information obtained from this assessment to meet with managers of the departments that need the skill sets the employees intend to acquire to discuss how they will get the skills.Reality check alludes to the data representatives get about how the organization assesses their abilities and information and where they fit into the organization's arrangements (potential advancement openings, horizontal moves). Generally, this data is given by the representative's administrator as a feature of the presentation examinationSome companies also use the 360-degree feedback assessment, which involves employees completing a self-evaluation of their behaviours or competencies and their managers, peers, direct reports, and even customers also providing evaluations of them. It is not uncommon for managers to hold separate performance appraisals and development discussions. This is done because performance appraisal and development discussions have different objectives. Discussing performance and development in the same meeting is difficult because they have different objectives. Execution evaluation conversations are centred around a worker's work execution during a characterized timeframe (like a half year or a year) and generally include a 239 CU IDOL SELF LEARNING MATERIAL (SLM)

conversation of what monetary impetuses or boosts in compensation the representative can hope to get because of execution. Improvement conversations don't include pay or rewards. They centre around the worker's range of abilities or skills, how to create them, and the chief and the representative recognizing and conceding to sensible short-and long-haul advancement objectives (duties or places that the worker can achieve).For example, at BKD, an accounting and consulting firm, employees frequently move between tax, auditing, and consulting projects. They need a way to track their skills so that they could determine how to achieve their career goals such as moving from a generalist to becoming a tax expert for the health-care industry. To provide feedback on their skills, project leaders use behavioural checklists that provide ratings such as “exceptional,” “needs improvement,” or “developing.” The checklists are given to employees who can then schedule a meeting with the project leader to get more specific feedback about the ratings as well as development recommendations. The development recommendations might include taking a course, seeking a coach or mentor, or networking with managers in areas the employee is interested in working in. Goal Setting alludes to the interaction of workers growing short-and long-haul improvement destinations. These objectives generally identify with wanted positions, (for example, turning out to be team lead inside three years), level of expertise application (utilize one's planning abilities to improve the unit's income issues), work setting (move to corporate promoting inside two years), or expertise securing (figure out how to utilize the organization's human asset data framework). These objectives are typically talked about with the supervisor and composed into an advancement plan. An improvement plan for an item supervisor is talked about below. Development designs typically incorporate portrayals of qualities and shortcomings, profession objectives, and advancement exercises for arriving at the vocation objective. An effective development plan focuses on development needs that are most relevant to the Company’s strategic objectives. Consider Just Born’s Career Development Process (CDP), which is utilized by representatives to recognize their profession way inside the organization and prepared themselves for their next position. The improvement plan includes recognizing both short-and long-haul profession objectives. Workers focus on two objectives to help them progress in their vocation. Just Conceived gives a competency word reference on the organization's intranet that can be utilized for distinguishing improvement needs. The CDP gives the two workers and their chiefs the chance to examine future vocation designs and turns into a rude awakening by raising assumptions and expanding execution guidelines. Representatives start the CDP by first characterizing future occupation interests, distinguishing work encounters that help plan for the future work and building up the drawn- out profession objective. The CDP is talked about with the employee’s manager. The manager can support the CDP or suggest changes. If employees’ future job interests are outside their current department, the interests are communicated to the manager of that department. 240 CU IDOL SELF LEARNING MATERIAL (SLM)

Action Planning During this stage, workers complete an activity plan. An activity plan is a composed procedure that representatives use to decide how they will accomplish their short-and long- haul vocation objectives. Activity plans may include any one or blend of advancement approaches talked about later in the section, (for example, selecting courses and classes, getting extra evaluation, acquiring new position encounters, or finding a tutor or mentor). The advancement approach utilized relies upon the necessities and formative goal. Approaches to Employee Development Four approaches are used to develop employees: formal education, assessment, job experiences, and interpersonal relationships. Many companies use a combination of these approaches. Figure blow shows the frequency of use of different employee development practices. Larger companies are more likely to use leadership training and development planning more frequently than smaller companies. In its Frontline Investment in Growing High-Potential Talent (FLIGHT) program, Asurion, a device insurance company, uses six- month rotational assignments to provide employees with an overall understanding of supply chain operations, mentoring and coaching opportunities with key leaders, and on-the-job and classroom training. Regardless of the approach used to ensure that development programs are effective, the programs should be developed through the same process used for training design: assessing needs, creating a positive development environment, ensuring employees’ readiness for development, identifying the objectives for development, choosing a combination of development activities that will help achieve the objectives, ensuring that the work environment supports development activities and the use of skills and experiences acquired, and evaluating the program. To determine the development needs of an individual, department, or company, an analysis of strengths and weaknesses needs to be completed so that appropriate development activities can be chosen. Many companies have identified key competencies for successful managers.Competencies can include knowledge, skills, abilities, or personal characteristics. IBM’s leadership development program focuses on nine practices that relate to three values, dedication to client success, innovation that matters for the company and the world, and trust and personal responsibility in all relationships. The nine practices include sharing expertise, listening for need, putting the client first, restlessly reinventing, daring to create original ideas, and uniting to get it done. Prior to participating in a development program designed specifically for their level of management, aspiring managers complete an online self-assessment, as well as simulations and structured interviews to determine their development needs and readiness for a management role. Keep in mind that although much development activity is targeted at managers, all levels of employees may be involved in development. For example, most employees typically receive a performance appraisal (an activity that can be used for assessment) at least once per year. As part of the appraisal process, they are asked to complete individual development plans 241 CU IDOL SELF LEARNING MATERIAL (SLM)

outlining (1) how they plan to change their weaknesses and (2) their future plans (including positions or locations desired and education or experience needed). Next, we explore each type of development approach. Assessment Assessment includes gathering data and giving criticism to workers about their conduct, correspondence style, or abilities. The representatives, their companions, supervisors, and clients may give data. Appraisals are utilized for a few reasons. In the first place, evaluation is most regularly used to distinguish representatives with administrative potential and to gauge current chiefs' qualities and shortcomings. Evaluation is additionally used to distinguish supervisors with the possibility to move into more significant level leader positions, and it tends to be utilized with work groups to recognize the qualities and shortcomings of individual colleagues and the choice cycles or correspondence styles that repress the group's productivity. Assessments can help employees understand their tendencies, needs, the type of work environment they prefer, and the type of work they might prefer to do.35 This information, along with the performance evaluations they receive from the company, can help employees decide what type of development goals might be most appropriate for them (e.g., leadership position, increase scope of their current position). Popular assessment tools include personality test and inventories, assessment centres, performance appraisal, and 360-degree feedback systems. 12.4.3 Limitations of Career Development Even if there is a proper career plan in place, employees come across certain career issues.  Dual Career Families: There has been a surge among the female employees aspiring for career orientation. This leads to increase in the dual career families. As a result, one of the members of the family might face the transfer problem. Naturally, it becomes complicated for women employees in an organisation which in turn might lead to other employees at the disadvantage stage.  Low Ceiling Careers: There are certain careers that have limited scope for improvement. Hence employees even if having good career plans and development remain deprived of getting promotions.  Declining Career Opportunities: With the advancement of technology and economic costs involved, career opportunities for some category of jobs reach a saturation stage.In this scenario, there is no option but switch to another job. Take the examples those working in the capacity of statistician, they have witnessed decline in their career growth due to computerisation. Therefore, statisticians have to acquire the latest skills for operating the computer. Still, the employees encounter a lot of career related issues due to the fact of family, life stage involving career and the need of changing jobs from time-to-time. 242 CU IDOL SELF LEARNING MATERIAL (SLM)

 Downsizing/Delayering of Careers: Factors such as business process reengineering, business environment and technological changes compel the Business firms to go for a restructuring the organisations by means of delayering and downsizing. Downsizing activities result in firing some employees and degrading some other employees. These activities necessitate the company to provide training and to provide climate for job sharing. 12.5 SUMMARY  Career planning is an ongoing process for the entire job lifespan. Therefore, keep reviewing the career plan update as per the market trend.  One can start career planning irrespective of age. If a person is not satisfied with the present career, it is better to switch the job to a new organisation or industry without any second thought.  Career management involves both structured planning and the active management choice with respect to professional career.  There is a difference between career development and training. The former requires extensive focus, long duration and broader scope to shape the career.On the other hand, thegoal of training aims at enhancing performance; as far as the goal of development is concerned, it is about enriching experience and the potential of workers.  When an evaluation is made to assess the progress, one gets aware that changes initiated by life coach highly matters to attain the career development goals. It has been observed that younger generation find it hard to manage their professional career thereby go along with the career trends. When there is a need of career upliftment, one should not waste time and seek help from life coaches who are instrumental in intervening to give much needed boost in the career.  Companydevelopment is about the ability of tracking the progress of employees and to ensure whether it is as per the legal compliance or not.  In the fierce competitive environment of business, Career development should be taken into consideration as a key Business strategy. 12.6 KEYWORDS  Content Management System (CMS) is a computer software system that supports the creation, company, and modification of digital documents and other content by multiple users for acompany's web content or digital assets.  Creative Thinking is a way of looking at problems or situations from a fresh perspective that suggests unorthodox solutions. Creative thinking can be stimulated by 243 CU IDOL SELF LEARNING MATERIAL (SLM)

an unstructured process such as brainstorming and by a structured process such as lateral thinking.  Data Collection is the act of gathering of all facts, figures, statistics, and other information for analyses and assessments; examples of data-collection methods or tools include questionnaires, interviews, and observations.  Employee Experience, sometimes called the employee journey, is the perspective employees have about acompany that is influenced by their workspace, communication, work-life balance, interactions with their teams and supervisor, the technology and tools they use, and many other touchpoints of their jobs.  Culture represents the collective assessment of a company based upon deeper, relatively enduring, often unconscious values, norms, and assumptions. 12.7 LEARNING ACTIVITY 1. Why should Companies be interested in helping employees plan their careers? What benefits can Companies gain? What are the risks? ………………………………………………………………………………………………… …………………………………………………………………………………………………. 2. Go to www.monster.com. Roll over to Career Tools. Review Career Snapshot, Career Benchmark, and Career Mapping. How are each of these tools helpful for career management? ………………………………………………………………………………………………… …………………………………………………………………………………………………. 12.8UNIT END QUESTIONS A. Descriptive Questions Short Questions 1. What is the importance of career management? 2. Describe the stages of career development. 3. What does self-assessment refer to? 4. What is the purpose of goal setting? 5. State the limitations of career development. Long Questions 244 1. Write steps for successful career planning. CU IDOL SELF LEARNING MATERIAL (SLM)

2. What are the benefits of career management? 3. Explain key factors for effective career planning. 4. Discuss career management model. 5. Explain objectives of career development. B.Multiple Choice Questions 1. Positions held by an individual throughout his/her work life are normally referred to as_______. a. Job b. Task c. Career d. None of these 2. Which of the following perspectives looks at the career of an individual from the future positions he is likely to hold? a. Subjective perspective b. Objective perspective c. Neutral perspective d. None of these 3. The factors that influence the selection of individuals’ career choices are usually referred to as______________. a. Career anchoring b. Career path c. Career goals d. Mentoring 4. Which of the following is used as a self-assessment technique by the employees? a. Strength and weakness balance sheet b. Likes and dislikes survey c. Type focus assessment d. All of these 5. A series of processes aimed at assisting the employees make informed career decisions is known as_______________. a. Career guidance 245 CU IDOL SELF LEARNING MATERIAL (SLM)

b. Career anchoring c. Mentoring d. Career goals Answers 1 c) 2 a)3 a)4a)5 a) 12.9REFERENCES Textbooks  Raymond Noe “Employee Training and Development”.  Philips, J.J (2004), “Handbook of TrainingEvaluation andMeasurement Methods”.  Diwevidi Harsh; Ladiwal Ona (2014), “Training Practices in Indian Companies”. Reference Books  Blanchard, P. Nick, James W. Thacker and V. Anand Ram, Effective Training: Systems, Strategies, and Practices, Dorling Kindersley (India) Pvt. Ltd.  Rolf, P., and UdayPareek, Training for Development, Sage Publications Pvt. Ltd.  Jonathan P. West, 2017, Career Planning, Development, and Management: An Annotated Bibliography, Taylor & Francis. Websites  https://www.gofluent.com  https://www.outlife.in/experiential-learning.html  https://www.yourarticlelibrary.com/  www.economicsdiscussion.net 246 CU IDOL SELF LEARNING MATERIAL (SLM)

UNIT - 13: CAREER PLANNING AND DEVELOPMENT II STRUCTURE 13.0 Learning Objectives 13.1 Introduction 13.2 Company Development 13.2.1 Characteristics of Organizational Development: 13.2.2 Importance of Organizational Development 13.2.3 The OrganizationalDevelopment Processes 13.3 Current Trends in Training and Development 13.4 Summary 13.5 Keywords 13.6 Learning Activity 13.7 Unit End Questions 13.8 References 13.0LEARNING OBJECTIVES After studying this unit, student will be able to:  State the basics of Organizational Development.  Importance and characteristics of Organizational Development.  Explain Organizational development processes.  Explore Current Trends in Training and Development. 13.1 INTRODUCTION Organizational advancement is a basic and science-based cycle that assists organizations with building their ability to change and accomplish more prominent viability by creating, improving, and supporting methodologies, structures, and processes. There are a few elements in the organizational development process.  Critical and science-based process. OD is an evidence-based and structured process. It is 247 CU IDOL SELF LEARNING MATERIAL (SLM)

not about trying something out and seeing what happens. It is about using scientific findings as input and creating a structured and controlled process in which assumptions are tested. Lastly, it is about testing if the outcomes reflect the intention of the intervention.  Build capacity to change and achieve greater effectiveness. organizational development is aimed at organizational effectiveness. It, therefore, has a number of (business) outcomes. These can differ between companies, but usually, they do include financial performance, customer satisfaction, organizational member engagement, and an increased capacity to adapt and renew the company. These are not always clear-cut. Sometimes it is about building a competitive advantage, in whichever way that is defined. We will explore these outcomes later in this article.  Developing, improving, and reinforcing strategies, structures, and processes. The last part of our definition states that organizational development applies to changes in strategy, structure, and/or processes. This implies a system-approach, where we focus on an entire organizational system. This can include the full company, one or more locations, or a single department. Organizational design has become more crucial over time. Today’s world is characterized by volatility, uncertainty, complexity, and ambiguity. This world requires new agility from companies, and organizational development is the means to that end. Globalization leads to a much greater interconnectedness and opens up companies to world-wide opportunities and threats. Competitiveness is the possibility that each organization has exceptional assets and skills that assist the organizations with winning in the commercial centre. This can be individuals (a business chief like Elon Musk, or the Google group), a creative item (SpaceX), predominant help (Four Seasons Inns), or culture (Zappos). It can likewise be the means by which responsive the organization is to changing business sector requests. In case you're the first to profit by a chance, for example, it might cement your income in the following five years. The goals differ as per company. Goals can incorporate expanding benefits, overall revenues, piece of the pie, moral or potentially social qualities, and the overall versatility (or dexterity) of the Organization. In the event that there would be one focal objective, it would be expanding the Organization's competitiveness. The goal of OD is to develop these aspects, as they can help a business win in the marketplace. This means that organizational development differs from the incidental change process. OD centres around building the organization's capacity to survey its present working and change it to accomplish its objectives. It is, accordingly, a consistent cycle, while change measures are frequently incidentally. This additionally underscores the pertinence of OD. In this world, change is turning into a steady factor. OD is a necessary way to deal with 248 CU IDOL SELF LEARNING MATERIAL (SLM)

guaranteeing this consistent change.On top of that, IT is redefining how traditional business models work, creating innovative companies with the ability to scale their services to a worldwide audience in the timespan of only a few years. Just a year after launching, Facebook hit one million registered users. A few years later, Snapchat hit 10 million active users in its first year. This exposes incumbents to disruption. Finally, business systems become better at measuring relevant data, changing the way success is measured. On top of that, advanced people analytics can help to further drive Organizational outcomes. 13.2 COMPANY DEVELOPMENT (OD) Organizational Development (OD) can be defined as an objective-based methodology used to initiate a change of systems in an entity. OD is achieved through a shift in communication processes or their supporting structure. Studying the behaviour of employees enables professionals to examine and observe the work environment and anticipate change, which is then used to accomplish sound OD. It is not a surprise that the unit of analysis for OD practitioners is company, which means that there is focus on developing company capability through alignment of strategy, structure, management processes, people, and rewards and metrics. \"Organizational Development is a long-term effort for improving a company’s problem- solving and renewal processes requirements, especially by resorting to effective and collaborative management of company culture having focus on the culture of formal work teams with the support of a change agent or catalyst and the application of the theory and technology of applied behaviour science, including the needs of action research”. - as per the statement by French and Bell. Further Burke expressed that \"Organisational Development is an arranged interaction of change in an organization's way of life through the use of social science, innovation, research and theory\". 13.2.1 Characteristics of Organizational Development  Organizationaldevelopment is an educational strategy for bringing a planned change.  It is related to real problems of the company.  Laboratory training methods dependent on experienced conduct are fundamentally used to bring change.  OD uses change agent (or consultant) to guide and affect the change. The role played by the change agent is to provide guidance to groups for enhancing the group processes instead of informing on what should be done.Change agents ease the 249 CU IDOL SELF LEARNING MATERIAL (SLM)

process of problem solving for the group thereby the concerned groups find it easy to solve their problems.  There is a good working rapport between change agents and the people who are subjected to change.  The effort of OD is to develop problem-solving capacity in terms of enhancing group dynamics and problem confrontation.  OD is usually a long-term approach that lasts somewhere between three to five years. It is meant with the purpose of scaling the company to the next higher level of functioning through improving the performance and to the satisfaction of members in an organisation.  OD is meant for a broad-based approach and describes numerous change programs. It is having concern with both changes in organisational design and organisational philosophies, including individual and group skills.  OD is known for its dynamic process. Hence it assists in recognising the goals involving the company change. Thus, the methods to attain them also go for a change.  OD uses systems thinking. It is on the basis of an open and the concept of adaptive systems.The company here is considered as an interrelated whole and no part of it can be made to change without influencing other parts.  OD is purely based on research. Therefore, a survey is carried out by the change agents to collect relevant data and evaluate them to make necessary decisions.  OD gives preference to use group processes instead of individual process. The effort is to boost group performance. 13.2.2 Importance of Organizational Development Increasing productivity and efficiency comes with many benefits. One of the best ways to encourage positive results in these metrics is by using a well-thought-out organizationaldevelopment structure.  Continuous Development: Entities that participate in organizational development continually develop their business models. Organizationaldevelopment creates a constant pattern of improvement in which strategies are developed, evaluated, implemented, and assessed for results and quality. Essentially, the process develops aconducive environment, where a company finds it easy to bring changes both internally and externally. The benefit of change is that it assists in encouraging periodic renewal.  Increased horizontal and vertical communication: of extensive legitimacy to organization development is viable correspondence, communication, and input in an 250 CU IDOL SELF LEARNING MATERIAL (SLM)