CU-MBA-SEM-III-Learning and Development

2. Explain the statement “Learning management system results in delivering a positive environment inorganization but also have some constraints”. 3. Justify the statement - “The current proliferation of small computers, and advances in computerized instructionsystems, allow industries to consider computers a partial solution to their training needs”. 4. How E-learning solution can solve this problem? The new forms of work organizations have created lonely workplaces wherein there arenot enough experts to guide the junior employees for the development of their knowledge and skills. 5. Explain the procedure you will follow if you have to implement e-learning programme. B. Multiple Choice Questions 1. What is the type of turnover, which is in organization by disruptive leaves of employees? a. Functional turnover b. Dysfunctional turnover c. Voluntary turnover d. None of these 2. What is the term for training done in guidance of instructor on one place and having trainees at different locations? a. Tactile training. b. Instructor led training c. Distance training d. E- training 3. What is the term for time spent in organization while performing the particular job? a. Seniority b. Career maturity c. Career equity d. Non equity 4. Which one is the indicator of employee’s satisfaction in an organization? a. Complaint b. Employee ownership c. Grievance arbitration d. Grievance strike 201 CU IDOL SELF LEARNING MATERIAL (SLM)

5. What is the term for agreement, which stops the individual from competing the employer in the same business for specific period, after leaving the company? a. Competing agreement b. Non-compete agreement c. Implied contract d. None of these Answers 1-a, 2-c, 3-a, 4-a, 5-b 9.12REFERENCES References  Buckley, J., Brown, M., Thomson, S., Olsen, W. and Carter, J. (2015). Embedding quantitative skills into the social science curriculum. Manchester: International Journal of Social Research Methodology.  Corti, L. & Eynden, V. (2015). Learning to manage and share data: jump starting the research methods curriculum. International Journal of Social Research Methodology.  Hernández-Hernández, F. and Sancho-Gil, J. C. (2015). A learning process within an education research group: an approach to learning qualitative research methods. International Journal of Social Research Methodology. Textbooks  Naik, G.P. (2002). Training and Development – Text, Research and Cases. New Delhi: Excel Books.  Rao, P.L. (2001). Enriching Human Capital through Training and Development. New Delhi: Excel Books.  Vijayaragavan, K and Hansra, B. S. (2001).Training Management- A Manualfor Trainers. New Delhi: Ministry of Agriculture. Websites  www.cemca.org/e-learning_guidebook.pdf  www.emantras.com  www.studies-online.org/MGT413/.../Technology_and_training.ppt 202 CU IDOL SELF LEARNING MATERIAL (SLM)

UNIT 10– TRAINING DESIGN AND WORK ENVIRONMENT STRUCTURE 10.0 Learning Objectives 10.1 Introduction 10.2 Planning and Training Aids 10.3 Training and Development in India 10.4 Summary 10.5 Keywords 10.6 Learning Activity 10.7 Unit End Questions 10.8 References 10.0 LEARNING OBJECTIVES After studying this unit, you will be able to:  Examine about Planning and Training aids.  Identify Training in India.  Identify Development in India. 10.1 INTRODUCTION An expert's requirement for preparing helps and offices doesn't end after the culmination of his/her schooling years. Today proceeding with instruction is vital to keep up with and upgrade one's abilities and information. While most organizations and associations require proceed with instruction for master confirmation, people might seek after schooling to accomplish their own and expert objectives. Notwithstanding, other than instruction, preparing likewise works on ones' character, abilities and information. A preparation office ought to have adaptable and a high level learning air that is protected, solid and agreeable for all. It should have the option to give the space and gear needs of the preparation program. In numerous associations preparing offices programs are led much of the time. Besides, coaches ought to have different and advancing preparing approaches. In that capacity, adaptability in the structure's arrangement is significant for the achievement of a drawn out preparing program. 203 CU IDOL SELF LEARNING MATERIAL (SLM)

Planning fruitful preparing programs requires not just an exhaustive comprehension of the preparation issue, yet in addition a very much expressed meaning of the outcomes to be accomplished and an idea out arrangement for accomplishing those outcomes. Plans an arranging movement which with regards to preparing, alludes to the system for breaking down a preparation issue, characterizing the proposed result, deciding how to introduce the substance to students to accomplish those results, fostering the instructional class as per the plan, carrying out the course, assessing its adequacy and concocting follow-up exercises. It is an itemized sketch for what you will do, why you will do it, and the most ideal approaches to arrive at your preparation targets. At the plan stage the preparation administrator needs to characterize motivation behind the preparation, and the intended interest group, decide members' adapting needs, characterize preparing objectives and destinations, layout preparing content, foster educational exercises, plan the program, decide preparing assessment models, create follow-up exercises for the preparation occasion and set up the composed preparing plan. The plan of a preparation mediation is a perplexing movement with numerous factors and essentials. Frequently, a creator can fail to focus on that load of factors and the basic presumptions about what is fixed and what can be changed. Innovation has become an essential device for business, exchange, and preparing. Henceforth, many preparing programs are particularly wanted to work on a learner's capacity with new hardware and advances. At times, innovation has additionally changed the best approach to convey guidelines: from live mentor drove projects to self-coordinated learning and preparing programs. Accordingly, distance picking up utilizing telecom instruments like web, satellites, and tapes, is extremely normal. In this way, it helps students across the globe to apply, in the courses that are far off from the purpose in preparing. 10.2 PLANNINGAND TRAINING AIDS The adequacy of a coach is controlled by the degree and variety of ability the person has in speaking with the learners. The coach utilizes different guides to make his instructing and preparing powerful. The preparation helps are strong to learning. They ought to be cautiously and specifically utilized and contextualized to make showing learning viable. These days, visual and general media helps are broadly utilized in preparing programs. Visual and sound guides offer the coaches one of a kind chances to build the adequacy and clearness of thoughts communicated to learners. There is a platitude that \"the most ideal way to a man's heart is through his stomach, yet the most ideal way to his mind is through his eyes and ears\". Hence, utilization of visual and varying media supports instructing and preparing programs can't be disregarded. 204 CU IDOL SELF LEARNING MATERIAL (SLM)

For the suitable decision of visual and general media helps, the going with centres are basic to be recalled.  Decide what you need to say.  How significant are visual and general media helps for what you need to say.  Outline the topic, point by point.  Use visual and general media helps judiciously to outline those focuses.  Keep general media helps prepared prior to conveying the talk. The fundamental standards in choosing visual and general media helps are given underneath.  Who is your audience? The following considerations have to be made while dealing with the nature of trainees i. Age level of the trainees. ii. Educational background of the trainees. iii. Experience of the trainees. iv. Inquisitiveness of the trainees. v. Knowledge level of the trainees.  The help should be not difficult to see the size of visual and general media help should be of standard size and not minuscule. Plus, it should be set in such way, with the goal that it is noticeable to the whole crowd. The learners should be situated such that the show is effortlessly seen.  Easily justifiable: the thoughts communicated through the visual and varying media helps ought to be effectively reasonable by the learners. The charts and pictures utilized in the visual should be clear and reasonable.  Easy to deal with: the mentor should be prepared in taking care of the general media helps. Huge and massive showing helps can be off-kilter to deal with and hard to ship.  Explain each thought in turn: the visual and general media helps utilized in clarifying topic, need to cover a solitary thought at a time. There might be more than one thought in a subject yet a visual or general media showing up in the screen should attempt to clarify just a single thought at a time. For different thoughts, more than one visual guide might be utilized.  Attractive and clean: to be viable, visual guides ought to be slick, clean, and brilliant. The following are some important visual aids.  Blackboard  Charts 205 CU IDOL SELF LEARNING MATERIAL (SLM)

 Flip Charts  Film Strips  PowerPoint presentations  Overhead Projectors  Posters  Models Audio Aids The phonograph, recording device, CD, MP3 and DVD players and radio are a portion of the usually utilized sound guides. These strategies are generally not utilized in study hall circumstance. Learners are approached to pay attention to radio projects identified with a particular subject being communicated either on the public or territorial channels. A few perspectives needed to be given contemplations are:  Encourage the students to pay attention to the radio program routinely regarding the matter.  Encourage them to relate with the telecom station and express their perspectives, requirements and assessments.  Supply learners with tapes and urge them to tune in by utilizing their tape players. Advantages i. The learning is reinforced. ii. Talks by specialists serve the educational purposes. Limitations i. Many people lack radio set. ii. The audio players may not be available with all trainees. iii. The audio quality is not always good. Audio-Visual Aids An old Chinese maxim says, \"In the event that I hear, I neglect, on the off chance that I see, I recollect, on the off chance that I do, I know\". This maxim sufficiently upholds the conviction that consultation alone isn't sufficient in the learning interaction. One should see and do, alongside the consultation to acquire understanding. Lately, TV is broadly utilized in the showing preparing program. The Educational Television (ETV) has made showing preparing intriguing and student focused. Kinder suitably commented, \"TV has in a real sense caught the country. Its extension has been considerably more emotional than that of radio or 206 CU IDOL SELF LEARNING MATERIAL (SLM)

the car. It has become a significant piece of our lifestyle, to such an extent that it is hard to say whether it is an extravagance or a need.\" Plus, its utilization in the homeroom circumstance, the telecom of gathering conversation, talks and board conversations on various topics has re-upheld learning. More tasteful said that when TV exercises are given creative mind, understudies are invigorated to dynamic investment, so, when TV instructing is at its best; it makes an unmistakable commitment to the organizations. As per Tyler, the utilization of TV to instructive foundations can be named follows:  Total television teaching.  Supplemented television teaching.  Television supplementing classroom.  Television as a teaching aids Sinhala told that, \"general media materials supply a substantial reason for theoretical reasoning; they lead to significant ideas towards advanced by significant partners. Henceforth, they offer the best counteractant accessible for the infection of word for word.\" Dale dependent on his examination work enjoys featured the accompanying benefits of general media materials. i. They supply a substantial reason for applied reasoning and subsequently diminish negligible word reactions of understudies. ii. They make learning long-lasting. iii. They offer a relativity of involvement, which invigorates self-movement with respect to students. iv. They foster a congruity of thought; this is particularly valid for movies. v. They add to development of significance and subsequently to jargon advancement. vi. They give encounters not effortlessly got by different materials and add to the proficiency, profundity and assortment of learning. Some of the guiding principles for the effective use of TV are given below. i. The TV program ought to be displayed after the talk conversation on the point. ii. The students should be advised about the substance to be displayed in the TV. iii. Discourage conversation during the running of TV program. iv. Keep TV in such a spot with the goal that each member can serenely see it. v. It is better, if a different room is saved for general media. 207 CU IDOL SELF LEARNING MATERIAL (SLM)

vi. Keep generator set prepared, so that if there should be an occurrence of burden concealing, the general media correspondence isn't interfered vii. Initiate conversation after the finish of the TV program. viii. Use of shading TV will make educating preparing fascinating. Advantages  It makes teaching-training interesting.  It is more useful for illiterate and less literate trainees.  Learning is reinforced. Limitations  It is expensive.  It is difficult to get TV cassettes on all issues.  Its use is conditional on the availability of electricity or a generator. 10.3 TRAINING AND DEVELOPMENT IN INDIA Nonetheless, preparing is viewed as required, yet the actual significance of it is being misconstrued in term as a normal movement as opposed to giving it in an advocated way. The issues are:  Trainers frequently disregard the substance of the program, which should be all around organized into fragments or segments. A large portion of the preparation programs have been comprehensive of stories and the board games and different recordings on fish throwing fish onto then individual laborers interesting and mixing yet neglects to command the notice of the members for long as the majority of the substance is observed to be immaterial to the centre work. Notwithstanding, many firms follow the preparation needs dependent on the Training Need Identification Process, however the substance of the program has practically no association significance to the work and their designations depended on preparing need recognizable proof interaction (TNI).  Trainers ought to comprehend the essential need of their end clients. It is normal felt that preparation is a custom directed as a piece of educational program of the representatives or it has just to get a change the mind-set by breaking the dreariness of the standard work. Beginning a program without feeling that it can prompt a disappointment. Regarding it as an occasion or festivity can depict from the essential plan. As per Eduardo oh, an educator of authoritative brain science of the University of Central Florida and program chief at the Institute of Simulation and Training ,who has read corporate preparing program for over twenty years, says that organization 208 CU IDOL SELF LEARNING MATERIAL (SLM)

don't examine well with respect to the preparation needs and after the program there is no development.  Most of the preparation granted is based without passing judgment on the type and tweaking the conveyance system to suit, best case scenario, so the learning objective is the main expertise of the mentor. Frequently mentors direct preparing programs in an UN invigorating learning climate by not considering certain realities like individuals who are being prepared and who are not knowledgeable with the interaction. Coaches don't zero in on truth, information and conduct signs of the member. Workers have an egotistical method of achievement when going to preparing program, which is a damaging outlook.  Training meetings ought not be exclusively focussed on talks and messages in homeroom climate rather they ought to have relaxed social events with rewards and conversations on the issues is far superior. The pre-bundled programs consistently are organized ones, which probably won't work out positively for every one of the members. Thusly, the one-size-fits-everything arrangement can turn into a significant oddball in a preparation climate.  Most of the mentors actually really like to take on a similar force point show organ meetings which would neglect to work. In contemporary reality where mobiles, tablets and the web, learning have advanced to E-learning and M-learning modules to remain on top of the current necessities.  Training is considered as a momentary drive and there is regularly no compelling administration apparatus to pass judgment on the viability of preparing bestowed to the member. The mentor ought to be a specialist who can effectively convey. It is in every case better to depend the obligation of the program to a mentor. Regularly mentors surpass with respect to checking legitimacy of the program.  Transfer of preparing: Though preparing has gotten more predominant, it isn't generally compelling. Numerous associations invest critical measure of energy cash on preparing, still it is just 10% of learning moves to work execution. Move of preparing is most significant part of estimating the viability of preparing program. As Kirkpatrick has likewise affirmed that, the transferor preparing to the work is one of the critical models for assessing the adequacy of any conventional preparing program. 209 CU IDOL SELF LEARNING MATERIAL (SLM)

Figure 10.1: Training anddevelopment 10.4 SUMMARY  Training configuration is a preparation plan, which includes three exercises in particular, expressing preparing destinations, distinguishing learning exercises just as systems, and sequencing.  Finding the harmony between something over the top a lot little data is the way to planning the best preparing framework for your organization.  The plan of the hierarchical preparing and advancement plan ought to be utilized as broad manual for achieve explicit objectives.  An appropriately planned preparing program helps the learning, advancement and improvement of the presentation of individual representatives, which eventually brings about authoritative improvement of execution.  The imperative contemplations for planning of the powerful preparing program are appropriate Organizational environment for preparing.  The viability of preparing configuration relies on preparing administrator's schooling and involvement with general, explicit information on association, work area, and execution issue.  Transfer of preparing is most significant part of estimating the adequacy of preparing program. 210 CU IDOL SELF LEARNING MATERIAL (SLM)

 Visual and sound guides offer the coaches extraordinary freedoms to build the adequacy and lucidity of thoughts communicated to students.  The coach utilizes different guides to make his educating and preparing powerful.  Transfer of preparing is most significant part of estimating the adequacy of preparing program.  The preparing helps are strong to learning.  Keep general media helps prepared prior to conveying the talk.  Training is considered as a transient drive and there is frequently no compelling administration instrument to pass judgment on the adequacy of preparing bestowed to the member.  Training has gotten more pervasive; it isn't generally viable. 10.5 KEYWORDS  Training Climate -A preparation environment is a mix of climate, tone, sentiments and insight for preparing program.  Training Design -It is a point by point sketch for what you will do, why you will do it, and the most ideal approaches to arrive at your preparation goals.  Apprentice Training -The preparation program in which new workers follow the lead of unpractised representative to master new abilities and to figure out how to work appropriately in the work.  Person Analysis- Individual examination is a period of preparing needs investigation coordinated at recognizing which people inside an association ought to get preparing and what preparing they ought to get. An individual examination distinguishes people who are not gathering the ideal presentation necessities or objectives.  Task Analysis -An assignment examination is an interaction of distinguishing what abilities and exercises should be educated. 10.6 LEARNING ACTIVITY 1. Explore the situations when case study method can be used as a training tool and explains the advantages and limitations of this method? ___________________________________________________________________________ ___________________________________________________________________________ 2. How training and development in India can impact workforce productivity and company’s profitability? 211 CU IDOL SELF LEARNING MATERIAL (SLM)

___________________________________________________________________________ ___________________________________________________________________________ 10.7 UNIT END QUESTIONS A. Descriptive Questions Short Questions 1. Discuss on the designing of the training programme is a systematic process. 2. What is the positive reward of designing the training and development? 3. What is Audio Aids? 4. Explain Audio-Visual aids. 5. What are limitations of audio- visual aid? Long Questions 1. What do you understand by designing of the training programme? Discuss briefly thepre-requisites of designing of the training programme? 2. State the significant considerations during designing the training and development. 3. Explain the importance of time management in the process of designing the training programme. 4. Discuss the training and development process in India? What are the advantages and limitations? 5. Describe the planning and training aids in details. B. Multiple Choice Questions 1. Which is a result of training and development and more positive attitudes towards profit orientation? a. Decision b. Attitude c. Profitability d. None of these 2. Which of the prevention is possible through training and development while it helps in improving the health and safety of the organization? a. Quality b. Morale c. Image d. Obsolescence 212 CU IDOL SELF LEARNING MATERIAL (SLM)

3. Which is correct for statement -Training and development helps in optimizing the utilization of human resource? a. True b. False c. Sometimes true sometimes false d. Not sure 4. Which electronically carries both a picture and a sound track? a. Videotapes b. Overhead projectors c. Posters d. Flipcharts 5. Why Flipcharts are useful? a. Help the speaker proceed through the material b. Convey information c. Provide the audience with something to look at in addition to the speaker d. All of these Answers 1-c, 2-d, 3-a, 4-a, 5-d. 10.8 REFERENCES References  Hesse-Biber, S. (2015). The problems and prospects in the teaching of mixed methods research. International Journal of Social Research Methodology.  Hesse-Biber. S. (2010).The Sage Handbook of Grounded Theory. London: Sage.  Howard, C. & Brady, M. (2015). Teaching social research methods after the critical turn: challenges and benefits of constructivist pedagogy. International Journal of Social Research Methodology. Textbooks  Aggarwala, T. (2007). Strategic Human Resource Management. Oxford University Press. 213 CU IDOL SELF LEARNING MATERIAL (SLM)

 Reddy, B. R.(2009). Effective Human Resource Training and Development Strategy. HimalayaPublishing House.  Lewthwaite, Sarah and Nind, Melanie (2016). Teaching Research Methods in the Social Sciences: Expert Perspectives on Pedagogy and Practice. British Journal of Educational Studies. Websites  https://www.slideshare.net/Lugadhere/training-need-assesment-program  https://www.slideshare.net/WelingkarDLP/training-needs-assessment-analysis  https://www.researchgate.net/publication/281175392 214 CU IDOL SELF LEARNING MATERIAL (SLM)

UNIT 11 – TRAINING EVALUATION STRUCTURE 11.0 Learning Objectives 11.1 Introduction 11.2Considerations for Designing Evaluation Models 11.3 Principles of Training Evaluation 11.4 Process of Training Evaluation 11.4.1 Evaluation at the Beginning 11.4.2 Evaluation during the Training 11.4.3 Evaluation at the End of the Training 11.4.4 Use of Evaluation Findings 11.5 Summary 11.6 Keywords 11.7 Learning Activity 11.8 Unit End Questions 11.9 References 11.0 LEARNING OBJECTIVES After studying this unit, you will be able to:  Identify designing models.  Examine the principles of training evaluation.  Illustrate the process of training evaluation. 11.1 INTRODUCTION Preparing is perhaps the main necessities in any business for which the organizations will contribute their assets. Normally, the results are to be estimated. Associations can't oversee what they don't quantify. Along these lines, set up the right execution measures for every single key venture. Hierarchical assumptions for preparing have moved significantly. Preparing assessment is the orderly cycle of examining if preparing projects and drives are powerful and proficient. Coaches and human asset experts use preparing assessment to survey if representative preparing programs are lined up with and meet the organization's 215 CU IDOL SELF LEARNING MATERIAL (SLM)

objectives and goals. Preparing assessment fundamentally assists with the revelation of preparing holes and openings in preparing workers. It gathers data that can assist with deciding enhancements in preparing projects and assist mentors with choosing if certain projects ought to be suspended. Preparing assessments ordinarily cover questions like \"Was the point examined at the right degree of intricacy for your experience?\" and \"Did the facilitator exhibit a decent comprehension of and viably conveyed the program material?\" among others. The preparation assessment measure is fundamental to survey preparing adequacy, assist with further developing generally speaking work quality and lift representative resolve and inspiration by drawing in them in the advancement of preparing programs. Assessment of preparing gives thorough input on the worth of the preparation programs and their adequacy in accomplishing business objectives. It assists the administration with bettering comprehend and recognize expertise holes to investigate the ideal results of preparing programs. It additionally helps the association to-  Identify issues and work on the general cycles of preparing programs;  Analyse the adequacy of preparing materials and different instruments;  Determine the required administration skills to take care of basic issues;  Support persistent change in vocation advancement; and  Assess the general preparing experience of the members. The most articulated change is another and overwhelming defence of the expense of preparing dependent on Return on Investment (ROI) and authoritative effect. This progress has-been driven by the cutthroat idea of the global economy and coming about changes in hierarchical construction, which produce level, slenderer, and less authoritative expense places. What's more, preparing experts are being approached to accomplish more and assume a significant part in the system of the association. The capacity to create and apply information is an upper hand and wellspring of new items, administrations, and income. Preparing assessment ought to be attached to the motivation behind evaluation. It is estimated against a scope of assumptions on when to see the viability of preparing for workers and the business. Consider time-frames like examination, transformation, application, and accomplishment to plan an interaction of what results are not out of the ordinary at those levels. Assessment of preparing can be performed early, mid, or year's end contingent upon the motivation behind assessment. Normally, early and mid-year assessments are performed to shape the preparation program and the educating approach. It helps address any issues and make upgrades inside the current program. While the yearly assessments measure the 216 CU IDOL SELF LEARNING MATERIAL (SLM)

accomplishment of the preparation programs and the exhibition of the teacher. It is generally utilized for yearly audits, employing, or advancement. 11.2 CONSIDERATIONS FOR DESIGNING EVALUATION MODELS An assessment configuration is a construction made to create an unprejudiced examination of an intercession's effect. There are a wide range of sorts of assessment plan. Here is an outline of the three principal types:  Experimental Design This includes arbitrarily relegating members to a treatment or control bunch. This kind of configuration is regularly viewed as the highest quality level against which other exploration plans are decided, as it offers an incredible method for assessing circumstances and logical results. Inside a clinical preparing setting, there might be moral issues with giving a preparation mediation to one gathering needing backing, and proverb another.  Quasi-experimental Design This doesn't have an arbitrary task segment, however may include contrasting a treatment bunch with a comparable gathering that isn't taking part in the intercession. Semi trial strategies are utilized to assess the impact of a treatment, strategy, or intercession when controlled investigations are not practical. This may be suitable to assess a mediation where members can't be haphazardly assigned to the intercession and noninterventionist gatherings. In any case, utilizing a benchmark group is probably not going to be doable in this particular setting, as it will be hard to frame a suitable examination bunch (for example a gathering coordinated in any remaining manners).  Non Experimental Design The vital element of a non-test configuration is that there is no benchmark group, frequently because of this not being conceivable in applied examination. This might be the most fitting plan for some, intercessions focusing on any distinctions in execution related with socioeconomics. No trial plans might incorporate: i. Pre and post-test configuration contrasts the circumstance after the mediation and the circumstance ahead of time and traits any distinction with the impacts of the intercession. This kind of configuration accepts that any distinction in the two perceptions will advise you in case there was a significant change throughout the time among them, and expects that any sure change was brought about by the mediation. A variety of the pre and post-test configuration is the time series plan, where the evaluator searches for changes after some time to decide patterns. ii. Post-test plan - the mediation bunch is seen at one point on schedule after the intercession. Evaluators might zero in on looking at reactions of subgroups dependent 217 CU IDOL SELF LEARNING MATERIAL (SLM)

on such attributes as age, sexual orientation, identity, spot of clinical capability, or level of openness to the mediation. iii. Case study-this is an information assortment strategy that depends on the assessment of a predetermined number of explicit cases, which the evaluator expects will be instructive about the effect of the program or intercession. Contextual analyses will in general be suitable where it's very hard to pick an example sufficiently huge to be genuinely relatable to the more extensive populace, or where the cases or ventures to be examined are probably going to be very perplexing. Coming up next are brief portrayals of the most usually utilized assessment (and exploration) plans.  One-time Design In utilizing this plan, the evaluator assembles information following an intercession or program. For instance, a review of members may be regulated get-togethers complete a studio.  Retrospective Protest Similarly as with the one-time plan, the evaluator gathers information at one at once for review of conduct or conditions before, just as after, the mediation or program.  One-Group Pre-test-Post-test Design The evaluator assembles information preceding and following the mediation or program being assessed.  Time Series Design The evaluator accumulates information preceding, during, and after the execution of an intercession or program. 11.3 PRINCIPLES OF TRAINING EVALUATION At this point, you have discovered that assessment of preparing is the way toward setting up a value or worth, legitimacy or greatness of the preparation. Rules ought to be founded on preparing destinations, its significance, unwavering quality, common sense and characterization. Measures ought to incorporate responses, learning (information, mentalities and expertise), results and profit from speculation (ROI). To accomplish the ideal outcomes, assessment must be founded on strong rules that incorporate the accompanying.  Clarity 218 CU IDOL SELF LEARNING MATERIAL (SLM)

The mentor or evaluator should be clear about the motivation behind assessment to set the guidelines and models of assessment. In addition, the individual should be clear about different destinations of preparing program both general just as explicit targets.  Objectivity All destinations ought to be assessed. The assessment ought to be reasonable, liberated from a predisposition or subjectivity. Objectivity is the trait of a decent coach. Objectivity requires: i. Measurable principles of evaluation ii. Designing legitimate and dependable examination instruments iii. Detailed examination and understanding of information to approve need of assessment.  Reliability Abstract investigation of assessment information can't deliver dependable outcomes. The instruments utilized in assessment should be dependable, ought not go amiss, and ought to guarantee sureness taking everything into account. i. Irrespective of the technique used to assemble the information ii. When rehashed by a similar coach iii. When deciphered by some other individual. Typically, a decent coach utilizes more than one strategy for information social occasion and information understanding to accomplish dependable outcomes. In this way, the assessment instrument should guarantee dependability.  Feasible The assessment should be doable. Following ought to be checked for possibility. i. Is it practical? Is it spending more on assessment than the profits entraining? ii. Is your strategy down to earth? Do you have the human/different assets and time for executing the recommended philosophy? iii. Is the information valuable? It is conceivable that a great deal of time/cash is spent on producing assessment information without knowing, or being not able to put the information to any utilization, at all. Hence, gather information, which are valuable just for assessment reason.  Evaluation Design to be custom-made The plan and way to deal with assessment must be uniquely crafted to suit explicit preparing levels and principles. General derivation drawn from one assessment configuration may not recognize qualities and shortcomings of preparing implied for various arrangement of goals. 219 CU IDOL SELF LEARNING MATERIAL (SLM)

 Evaluation must emphasise on process and not end product Assessment is a cycle, however not a result of preparing. As a cycle, it has tube ceaseless. The learners' response toward the finish of the course assessment particularly when it gives indisputable and quantitative appraisals, for example, \"M\" Excellent, \"N\" great, \"O\" normal and \"P\" bad, can't direct mentors for resulting enhancements in a program. Thusly, assessment needs to begin before the genuine preparing action, and keep during the way toward preparing. 11.4 PROCESS OF TRAINING EVALUATION An assessment poses the inquiries: was the preparation advantageous? Likewise, how might it be made significant later on? In this part, we will analyse the accompanying cycles/techniques for assessment.  Evaluation toward the start of the preparation.  Evaluation during the preparation.  Evaluation toward the finish of the preparation.  Use of assessment discoveries. The markers that are remembered for the assessment by members, staff, or outside evaluators are the exhibition of the mentors, the viability of the preparation program content, the impression of members on benefits, and the accomplishment of the presentation targets. 11.4.1 Evaluation At The Beginning The student's abilities and information are evaluated toward the start of the preparation program and named, passage test. During the beginning of preparing, applicants by and large see it as a misuse of assets on the grounds that more often than not competitors are unconscious of the destinations and learning results of the program. Once mindful, they are approached to offer their input on the techniques utilized and regardless of whether those strategies adjust to the up-and-comers' inclinations and learning style. The motivation behind this assessment is to decide the degree of information and abilities of the learners before the preparation. This will help in making the students mindful of their condition of information, regions where they are inadequate with regards to, guide the coaches in arranging the preparation program, and assessing the addition made, and sharpen members to key ideas. It likewise assists the coach with zeroing in on destinations. At long last, it fills in as a benchmark for the last test. Promise the learners that this test is not the slightest bit intended to ponder their ability or to sort them as indicated by some skill level. It very well might be prudent to give a target type test, right and return the test scripts, yet not to do evaluating or checking on the contents. Oral tests may likewise be given in instruments ID and use. 220 CU IDOL SELF LEARNING MATERIAL (SLM)

11.4.2 Evaluation During The Training This assessment is directed when the guidance begins. It as a rule comprises of short tests at standard stretches. The assessment during the preparation is for both the mentor and the member to know how well they are getting along. This assists with further developing the learning interaction and learning standards (e.g., grown-up learning). A portion of the vital standards of this kind of assessment are given underneath.  The assessment ought to be explicit as opposed to digest.  Evaluation criticism is the mentor's best power over the learning interaction.  Adult experts need to know how well they are getting along.  Adults like to be assessed on the off chance that they partake and see the significance of the assessment.  When grown-ups partake in the estimations, it adds to the learning interaction.  Adults profit with such assessments on the off chance that they can relate it to the particular targets of the course. This assessment happens during homeroom addresses, conversations, tests, class issues and exhibitions. Brief instances of these kinds of assessment are questions and replies. The motivation behind this assessment is to acquire reactions to explicit inquiries. For instance, in a course of miniature level making arrangements for provincial turn of events, the mentor might pose the accompanying inquiries in the class. The assessment during the preparation will make the educating learning measure participatory and student cordial. 11.4.3 Evaluation at the End of the Training The assessment toward the finish of the preparation can assist with distinguishing:  The students' responses to the course and the learning experience.  The learning or changes in mentalities, information and abilities of the members.  The members' assessment of the presentation of the staff. This assessment can't discover the effect on work conduct. It can just assess what was realized. The assessment structures need not be exorbitantly long. Short structures with explicit inquiries regularly give more usable data. This assessment will comprehensively cover the perspectives, beneath. i. Participants Reactions: Members' responses to the preparation program are remembered for an assessment structure produced for the reason. Test structure, given in Annexure-I might be utilized by the members for assessment of program targets and topic. The consequences of these assessments can be one-sided by the mentor. Hence, it is 221 CU IDOL SELF LEARNING MATERIAL (SLM)

suggested that another person who isn't engaged with the course needs to regulate this assessment. ii. Exit Test: Where a section test was given, a leave test can be utilized to find out what realizing really occurred. Some preparation foundations are utilizing the leave test viably. These tests are created around the destinations of the preparation program. For instance, an example of test question can be utilized identified with: a. facts participants need to know b. key concepts and principles c. techniques, i.e., skills, methods, and procedures d. processes and where, when, and how to use them e. professional attitudes or values needed by participants. The leave test need not be excessively long. The object is to survey conduct and information. This test could likewise incorporate pragmatic activities where real field abilities are illustrated. Regularly, a useful exercise goes before the last composed test. iii. Sample Interview: Notwithstanding the last test, a few mentors select a 10% irregular example of members for an escalated eye to eye individual meeting. This is tedious however can yield some helpful data. Again, this should cover a.  the responses of the members to the complete preparing program b. the discovering that occurred c. the importance of the figuring out how to the member's work d. the execution of the coaches. iv. Evaluation of the Trainers by the Participants: Trainers additionally need to know how well they have performed. Different assessment structures can be created. Without this assessment, a mentor may not have the foggiest idea about the spaces where improvement is required. An elective technique is to have one's friends assess his preparation approach. One mentor assessment structure is given in Annexure – II. v. Staff assessment of the preparation program: The assessment of a preparation program by the staff of a preparation association is trailed by some preparation associations. A training followed by one preparing organization is to plan a one to multi day staff assessment upon the culmination of a given preparing program. This is helpful in that it recognizes shortcomings and suggests arrangements. The outcomes from different assessments can be utilized for this staff assessment. Zero in is given on the arranging, the targets of the preparation program, the substance, preparing strategies, and results. 11.4.4 Use of Evaluation Findings Some of the time assessments done yet the outcomes are not satisfactorily used. Assessment ought to never be done as a proper technique. The motivation behind assessing a preparation program is to decide its worth or to recognize ways for its enhancements. The three 222 CU IDOL SELF LEARNING MATERIAL (SLM)

significant employments of the discoveries of assessments are for further developing the preparation program, further developing the foundation's preparation program and advancing the worth of the preparation.  Improving the nature of the preparation program: The consequences of the assessment should help the preparation coordinators settle on choice with respect to a few key inquiries. i. Was sufficient time spent in arranging the preparation? ii. Did it meet its goals? iii. Were the preparation strategies and helps satisfactory? iv. Were the requirements and interests of members met? v. Was there satisfactory harmony between field activities and homeroom introductions? vi. Was the term of the course satisfactory? vii. How can the course be improved?  Training Institute is Capability Strengthening: The preparation establishment is keen on working on its program. Preparing program assessments can give valuable data about how to do this. A few inquiries, which assessments can assist with replying, are given beneath. i. Were the offices for this preparation program sufficient? ii. Is there a developing interest for the program? iii. Should the preparation program be proceeded? Modified? Dropped? iv. What was the presentation level of different mentors? v. Was the spending plan for the preparation program satisfactory? vi. If required, when should the preparation program be planned? vii. Was there sufficient care staff for the preparation program.  Promotion of Training: Evaluation reports are helpful for advancing and sharing data about preparing program. Reports can be shipped off the accompanying. i. Organizations that send trainees ii. Sponsors of the training Assessment by members, staff or outside evaluators incorporates the presentation of the mentors, the viability of the preparation program content, the impression of members, of advantages, and the accomplishment of the exhibition destinations. 11.5 SUMMARY 223 CU IDOL SELF LEARNING MATERIAL (SLM)

 Evaluation of preparing is an endeavour to get data on the impacts of preparing program and to survey the benefit of preparing in the light of that data for working on additional preparation.  The assessment measure is isolated into Pre-preparing Evaluation, Evaluation during Training and Post-Training Evaluation.  Post-Training assessment for example deciding results involves two angles, which are Reaction Evaluation and Learning Evaluation.  Various procedures for preparing assessment are polls, Tests, Interviews, Studies, Human asset factors and money saving advantage examination.  Use of unmistakable financial lists for assessing preparing can reinforce the hands of the coaches and thus work on the authoritative obligation to its human asset improvement.  Quasi trial strategies are utilized to gauge the impact of a treatment, strategy, or intercession when controlled analyses are not attainable.  The assessment of a preparation program by the staff of a preparation association is trailed by some preparation associations.  Participant's responses to the preparation program are remembered for an assessment structure created for the reason.  Evaluation reports are helpful for advancing and sharing data about preparing program.  The preparing foundation is keen on working on its program.  Exit test can be utilized to discover what realizing really occurred.  The assessment happens during study hall addresses, conversations, tests, class issues and exhibitions.  Training program assessments can give helpful data.  ROI represents Return on Investment.  A practice followed by one preparing foundation is to plan a one to multi day staff assessment upon the finishing of a given preparing program.  Training assessment is a significant cycle in deciding preparing adequacy and in checking if preparing programs are to be sure assisting representatives with turning out to be acceptable at what they do. Preparing assessment can likewise be incorporated as an element of your learning the board framework.  Through key assessment, organizations can discover approaches to work on the nature of preparing and accomplish the learning objectives set for worker achievement. To 224 CU IDOL SELF LEARNING MATERIAL (SLM)

assist you with beginning, we have recorded down the preparation assessment measure in 4 stages- i. Choosing the proper preparing assessment model ii. Determine markers of preparing adequacy iii. Choosing the right preparing assessment strategy and begin gathering information iv. Analyse Data. 11.6 KEYWORDS  Skills Analysis - Analysis that gives procedures to redundant manual activities and undertaking examination for non-dreary administrative and social positions.  Work Analysis - Work investigation is the examining the work process exercises, setting and yield of a task.  Fixed Cost - These incorporate the expenses, which are sensibly long-lasting and standard and fixed throughout timeframe, say a year.  Rating Scales - These are structures on which, toward the finish of each instructional meeting/program, students are approached to put on various five-point scale.  Focus groups – these are worked with conversations among a little gathering of members who went through a similar preparing program. This is useful if the objective of the specialists is to investigate the member's knowledge and sentiments towards the preparation and to assemble some input on how the preparation can be improved.  Interviews – this can be led either eye to eye or on the web. This strategy permits professionals to dig further into the reactions of the members. Meetings can assist with furnishing professionals with more important and point by point data on the worker's involvement in the preparation.  Questionnaires – these are sets of inquiries normally utilized for social affair factual data from members on a specific subject. This can be utilized as an apparatus when leading overviews for learners after the fulfilment of the preparation program. 11.7 LEARNING ACTIVITY 1. A local non-profit organization that is active in human rights initiated an after-school human rights education program for junior high school students run in a church facility near the local junior high school. It started very successfully but, over the years, enrolments began to dwindle. The decline was especially marked during the 225 CU IDOL SELF LEARNING MATERIAL (SLM)

last school year. Assume that the board has hired you to find out the reason for the decline. What methods you will adopt to find the cause of this decline? ___________________________________________________________________________ ___________________________________________________________________________ 2. An employer was asking a question to the prospective employee on “Can you tell us about a time you led a project or initiative that did not go as planned? How did you react?” Which type of question do you think the interviewer asked? What is the advantage of this methodology? ___________________________________________________________________________ ___________________________________________________________________________ 11.8 UNIT END QUESTIONS A. Descriptive Questions Short Questions 1. What is training evaluation? Explain the significance of training evaluation. 2. Why is benchmark evaluation important? 3. How does the process of training evaluation work? 4. What are two types of output from evaluation of training? 5. What are the stages of training evaluation? Long Questions 1. What are the principles necessary for evaluation of training? 2. What do you understand by training evaluation? Enumerate the three primary uses of evaluation of training? 3. What are the statistical tools to be used in the evaluation of training? 4. Discuss each of the evaluation approaches on the handout “Program Evaluation Approaches.”. 5. Determine which approaches you think would best serve this evaluation. B. Multiple Choice Questions 1. Which approach is necessary for Input evaluation for designing the curriculum? a. Positivity b. Individual c. Feasibility d. None of these 226 CU IDOL SELF LEARNING MATERIAL (SLM)

2. Which is the purest form of evaluation whereknowledge is evaluated at every stage of the learning process? a. Programmed Institution b. Training c. Training process d. All of these 3. What should the trainer check apart from suitability while determining the effectiveness of training in achieving the training objectives? a. Feasibility b. Positivity c. Negativity d. None of these 4. How will a good evaluation design impact performance and behaviour of the trainees? a. Knowledge b. Thinking c. Mind set d. None of these 5. Which of the following includes the costs which are reasonably permanent and regular and fixedover a period, say a year? a. Fixed cost b. Opportunity cost c. Marginal cost d. All of these Answers 1-b, 2-a, 3-a, 4-a, 5-a. 11.9REFERENCES References  Nind, Melanie & Lewthwaite, S. (2017). Hard to Teach: Inclusive pedagogy in social science research methods education. International Journal of Inclusive Education. 227 CU IDOL SELF LEARNING MATERIAL (SLM)

 Roulston, K., Marrais, K. and Paulus, T. M. (2018). Journeys to Teaching Qualitative Research Methods Online. Learning Landscapes.  Smith, B., and Hesse-Biber, S. (1996). Users experiences with qualitative data analysis software. Social Science Computer Review. Textbooks  Laird, D. (1978).Approaches to Training and Development. Mass, Addison-Wesley Publishing Company.  Marcotte, P. L., Bakker D. R. and Bell, M. (2002).Assessing Training Impact: IRRI’sNew Evaluation Approach. International Rice Research Institute.  Phillips, J. and Stone, R. D. (2002). How to measure training results: A practical guide to tracking the six key indicators. New York: McGraw-Hill. Websites  https://www.gmc-uk.org/-/media/documents/evaluation-models-and-design-_pdf- 76615777.pdf  https://safetyculture.com/topics/training-evaluation/  https://www.businessstudynotes.com/hrm/training-development/training-evaluation- methods/ 228 CU IDOL SELF LEARNING MATERIAL (SLM)

UNIT 12 – TRAINING EVALUATION STRUCTURE 12.0 Learning Objectives 12.1 Introduction 12.2 Problems of Training Evaluation 12.3 Types of Training Evaluation 12.3.1 Formative Evaluation 12.3.2 Summative Evaluation 12.4 Cost-benefit Analysis 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, you will be able to:  Identify the problems of training evaluation.  Identify Types of training evaluation.  Examine about Cost benefit analysis. 12.1 INTRODUCTION Training is quite possibly the main necessities in any business for which the organizations will contribute their assets. Normally, the results are to be estimated. Associations can't oversee what they don't gauge. Subsequently, set up the right execution measures for every key speculation. Hierarchical assumptions for preparing have moved significantly. The most articulated change is another and fiery defence of the expense of preparing dependent on Return on Investment (ROI) and authoritative effect. This progress has-been driven by the serious idea of the global economy and coming about changes in authoritative construction, which produce level, slenderer, and less regulatory expense places. Likewise, preparing experts are being approached to accomplish more and assume a significant part in the 229 CU IDOL SELF LEARNING MATERIAL (SLM)

methodology of the association. The capacity to create and apply information is an upper hand and wellspring of new items, administrations, and income. Assessment includes the evaluation of the viability of the preparation programs. This evaluation is finished by gathering information on whether the members were happy with the expectations of the preparation program, regardless of whether they took in something from the preparation and can apply those abilities at their work environment. There are various devices for evaluation of a preparation program contingent on the sort of preparing led. Since associations go through a lot of cash, they should comprehend the handiness of the equivalent. For instance, if a specific specialized preparing was led, the association would be keen on knowing whether the new abilities are being put to use at the work environment or at the end of the day whether the adequacy of the labourer is upgraded. Also in the event of conduct preparing, a similar would be assessed on whether there is change in the conduct, demeanour and learning capacity of the members. There are numerous techniques and apparatuses accessible for assessing the adequacy of preparing programs. Their ease of use relies upon the sort of preparing program that is under assessment. By and large the majority of the associations utilize the Kirk Patrick model for preparing assessments which assesses preparing at four levels - responses, learning, conduct and results. After it was discovered that preparation costs associations truckload of cash and no assessment estimates the profit from venture for preparing, the fifth level for preparing assessment was added to the preparation assessment model by Kirk Patrick which is called as the ROI. A large portion of the assessments contain themselves to the response information, just hardly any gathered the learning information, still lesser estimated and dissected the adjustment of conduct and not very many took it to the degree of expansion in business results. Assessment goes about as a check to guarantee that the preparation can fill the ability holes inside the association in a practical manner. This is particularly vital in wake of the reality the associations are attempting to reduce expenses and increment internationally. Relatively few associations have faith during the time spent assessment or possibly don't have an assessment framework set up. Numerous associations direct preparing programs quite a long time after year just as an issue of confidence and very few have a firm assessment instrument set up. Associations like IBM, Motorola just, it was discovered, have a firm assessment component set up. 12.2 PROBLEMS OF TRAINING EVALUATION Training is a coordinated way to deal with emphatically affecting people's information, abilities, and mentalities to work on individual, group, and authoritative viability. Preparing 230 CU IDOL SELF LEARNING MATERIAL (SLM)

gives associations admittance to assets that will permit them to contend effectively in an evolving climate, and to get ready for and achieve put out objectives. Powerful preparing helps adjusts worker and authoritative lacks. Nonetheless, poor, unseemly, or deficient preparing can be a wellspring of disappointment for all interested parties. Preparing ordinarily gangs various difficulties and each preparation interaction carries with it various inquiries that supervisors should reply. In this way, there is need for associations and supervisors to comprehend, plan for, and fundamentally assess preparing. In light of the previously mentioned needs, this paper analyses cycles, advantages, and issues in preparing assessment. Among the issues examined in the paper are the importance of preparing assessment and why preparing assessment is essential estimating preparing's adequacy and influence Kirkpatrick's four degrees of assessment and issues with preparing assessment. The paper presumes that viable preparing assessment is important for effective administration of preparing programs and authoritative development and advancement. Subsequently, appropriately assessing preparing expects chiefs to thoroughly consider the motivations behind the preparation, the reasons for the assessment, and the crowds for the aftereffects of the assessment, the focuses or ranges of focuses at which estimations will be taken, the time viewpoint to be utilized, and the general structure to be used. 12.3 TYPES OF TRAINING EVALUATION By and large, preparing assessment is ordered in two kinds: developmental and summative assessment. The assessment is objective arranged. In addition, evaluators regularly talk around four distinct sorts of assessments: developmental, cycle, result, and effect. Notwithstanding, developmental and measure classification can be clubbed all together classification, as it is to a great extent observing action. Additionally, result and effect can be assembled in the summative classification, which is alluded to as definite evaluation. Allow us to examine them individually. 12.3.1 Formative Evaluation A developmental assessment is normally directed in the initial segment or period of a program and resolves inquiries concerning execution and continuous arranging. This incorporates giving and getting verbal criticism. Developmental assessments are helpful for different purposes. It responds to questions like, \"Are the objectives and destinations reasonable for the designated crowd?\" \"Are the strategies and materials proper to the occasion?\" \"Can the occasion be effortlessly duplicated?\" Developmental assessment outfits data for program designers and implementers. It helps in program arranging and execution exercises as far as:  Target population, 231 CU IDOL SELF LEARNING MATERIAL (SLM)

 Programme organization, and  Programme location and timing. For example: i. This cycle might help in distinguishing issues at the underlying stage so the program can be improved or remedied. ii. During cycle of developmental assessment, the mentor can comprehend the helpfulness of various arising results dependent on which program the board can be improved. iii. Formative assessment gives a chance to gather standard information or benchmarks for future summative (or, \"effect\") assessments. The principal objective of developmental assessment is to offer significance to accessible qualities and attempt to change shortcoming over to strength. A portion of the means to direct developmental assessment are: a. Review the preparation material with the assistance of a couple of students b. Hold bunch conversations with learners to get criticism c. Use the material in a circumstance like that of a real preparing project and perceive how it functions d. Observe the conduct of the learners e. Conduct a pre-test on learners. 12.3.2 Summative Evaluation Summative assessments survey program results or effects, to decide the relationship of various components to results: like the developmental assessments, some data utilized in summative assessment is gathered during the beginning stage of a program (e.g., standard information, test scores). Through result assessment, information is gathered to quantify the capacity of the prepared members to do a task toward the finish of preparing, and what they really will do back at work or locally because of the progressions in their conduct due to the preparation got by them. Summative assessment responds to the fundamental inquiry that is \"What befallen the information, mentalities, and practices of the proposed populace?\" Summative assessment happens toward the finish of the preparation program. A portion of the strategies for directing summative assessment are:  Ask assessment of learners about the preparation program;  Conduct a post-test on learners;  Ask the students how they will put to utilize, all that they have learnt, in their working environment. 232 CU IDOL SELF LEARNING MATERIAL (SLM)

 Measure the progressions that have happened in light of preparing. Summative assessment poses inquiries: was the preparation valuable? ; And, how might it be made helpful later on? 12.4 COST BENEFIT ANALYSIS Proficient chiefs for whom preparing and improvement are a significant piece of human asset the board constantly look for answers to questions like:  What ought to be the ideal size of the preparation division?  What is the absolute of preparing to the association?  How numerous students/preparing days can the association bear?  What is worth of the preparation director/mentor, where could he be set in the authoritative progression?  What is the expense of preparing comparable to creation/administration cost? The preparation division can't move away without having their expenses broke down. Some are investigated yearly or once in two/three years. Regardless of whether the preparation costs were not taken a gander at with thoroughness, the preparation administrator might want to know the value of his capacity. Calculating Costs Expenses are charges brought about for preparing and can be isolated in this manner:  The expenses charged to the association by the mentor.  The cost of voyaging and convenience included.  Costs brought about, theoretically and really, by the association's staff regarding courses of action for the learner's participation.  The learner's time.  Loss of creation because of the learner's nonappearance. In instances of in-house preparing led by organization coaches, for organization learners, in organization time and premises, careful expenses are hard to compute and just a sensible gauge can radiate. To survey esteems, one should have the option to credit an expense for everything plan, advancement and conveyance phase of preparing as far as: Fixed Cost These incorporate the expenses, which are sensibly long-lasting and normal and fixed over a period, say a year. They can include: 233 CU IDOL SELF LEARNING MATERIAL (SLM)

 Salaries, protection and annuity, commitments for every one individuals associated with the preparation work including any visitor speakers (or if nothing else an extent of their costs related toothier contribution to the preparation).  Cost of the preparation convenience, water rates, capital gear (for example furniture, cupboards and so on) and cleaning and standard support costs. The convenience would incorporate any office convenience apportioned to preparing and obviously convenience utilized for preparing. Supportive Cost They are the use things for which expenses are caused -  The trainers  The learners They are an intermittent things than the proper expenses and can incorporate: i. External convenience costs for the preparation and the mentor is preparing room recruit, hardware recruit, and room and dinners costs for the coaches in inns and gathering focuses. ii. Travelling and cash based means costs for the mentors. iii. Equipment, books and helps buy and other arrangement and upkeep. iv. Accommodation costs for the students. v. Travelling and other means costs for the students the student's compensations. Opportunity Cost Albeit the pay rates of the students have been remembered for the costing, while the student's areaway on the instructional class they are not straightforwardly adding to the organization yield. The worth of this is frequently portrayed as the chance expense – the worth of that person's administrations in the event that they had been contributing straightforwardly in their responsibility to the organization yield. Cost Analysis The above strategies for costing can be utilized to create a financial assertion for:  Cost of the training function  Cost of training per learner Assume one needs to keep away from every one of the complexities of computation and still needs to have a best guess of the expense of the preparation division, then, at that point the complete of fixed, backing and opportunity cost when separated by the quantity of individuals who contribute towards preparing would give the pattern to examinations utilizing similar arrangement of elements. 234 CU IDOL SELF LEARNING MATERIAL (SLM)

Measuring Benefits Evaluating expansion in work yield, productivity, and so forth as a result of preparing is just about as troublesome as computing costs. Advantages might be:  Direct Benefits In instances of presenting/showing new abilities it is nearly simple. Model: A student, who didn't have PC abilities, subsequent to preparing, can give yield on the PC. This is a protected end that it is the consequence of preparing. Also if the learner required three hours to make a specific showing for need of abilities, and in the wake of preparing, can do similar occupation in two hours this decrease in time stick ascribed to preparing.  Indirect Benefits of Training Execution error previously, then after the fact preparing can be with a specific level of validness credited to preparing in regions like-Reduction in the quantity of complaints, improvement in timeliness and discipline, better evaluation, revealing and input enhancements in authoritative environment, decrease in client objections. To allocate some worth to these advantages is practical through recognizable proof of basic episodes on the side of the theory previously and following preparing.  Long-term Benefits from Training There are sure spaces of preparing, which require a long-lasting to show results. i. Creative and critical thinking abilities. ii. Team and authority relations. iii. Improved human relations. iv. Better correspondence capacity. Aside from these, various different regions where advantages are not exhibited yet seen and felt in the hierarchical and work setting. Feasibility of Cost-Benefit Analysis Dissecting the value of preparing interest as far as its definitive worth is no question attractive if not fundamental. Its attainability diminishes with:  Increasing authoritative chain of command: It is simpler to complete such R.O.I. examination for specialist than for administrative preparing.  Increasing for the most part of the preparation program for example ability preparing, PC preparing, is-a-vis general administration preparing.  Increasing level of assessment: It is not difficult to complete money saving advantage examination at the division level than at the hierarchical and the corporate level, for 235 CU IDOL SELF LEARNING MATERIAL (SLM)

example the appraisal turns out to be increasingly more troublesome with the intricacy of the capacities. Methodically evaluating the value of preparing and commitment to partners is acquiring importance. A few methodologies like the Balanced Scorecard framework planned by Robert Kaplan and David Norton has consistently acquired help. This methodology endeavours to offset monetary markers with learning and cycle proficiency. A few clients of scorecard have supplanted the last with broader 'Individuals' component. David Norton himself says in his foreword to Becker, Hustled and Ulrich's Human Resources Scorecard \"The resource that is most significant is the most un-comprehended, and least inclined to estimation and consequently least powerless to the executives.\" Ulrich planned Human Resources Scorecard to adjust the twin H.R goals of cost control and worth creation. The four parts of the Scorecard list numerous potential proportions of student result. The cost of money saving advantage assessment should be defended by its outcomes. Utilization of substantial financial records for assessing preparing can reinforce the hands of the coaches and thusly work on the authoritative obligation to its human asset improvement. 12.5 SUMMARY  Evaluation of preparing is an endeavour to acquire data on the impacts of preparing program and to evaluate the benefit of preparing in the light of that data for working on additional preparation.  The mentor ought to be genuinely clear of: Why to assess, When to assess, what to assess and How to assess?  The assessment measure is isolated into Pre-preparing Evaluation, Evaluation during Training and Post-Training Evaluation.  Post-Training assessment for example deciding results includes two angles which are Reaction Evaluation and Learning Evaluation.  Various strategies for preparing assessment are polls, Tests, Interviews, Studies, Human asset factors and money saving advantage investigation.  Formative assessment outfits data for program engineers and implementers.  External convenience costs for the preparation and the mentor is preparing room enlist, hardware recruit, and room and suppers costs for the coaches in inns and gathering focuses.  Cost of the preparation convenience, water rates, capital gear (for example furniture, cupboards and so on) and cleaning and ordinary support costs. 236 CU IDOL SELF LEARNING MATERIAL (SLM)

 Performance error previously, then after the fact preparing can be with a specific level of credibility.  Costs are charges brought about for preparing.  A developmental assessment is normally led in the initial segment or period of a program and resolves inquiries regarding execution and progressing arranging.  Effective preparing helps amends worker and hierarchical inadequacies.  Training assessment is arranged in two kinds - developmental and summative assessment.  Training gives associations admittance to assets that will permit them to contend effectively in an evolving climate, and to get ready for and achieve put out objectives.  Evaluation is objective situated.  Reduction in the quantity of complaints, improvement in reliability and discipline, better evaluation, detailing and input upgrades in hierarchical environment, decrease in client protests.  The preparing office can't move away without having their expenses dissected.  The capacity to create and apply information is an upper hand and wellspring of new items, administrations, and income. 12.6 KEYWORDS  Fixed Cost -These incorporate the expenses, which are sensibly long-lasting and standard and fixed throughout timeframe, say a year.  Rating Scales -These are structures on which, toward the finish of each instructional meeting program, students are approached to put on various five-point scale.  Diversity AwarenessTrainings- is taking care of labour force variety is one of the arising difficulties for associations in the 21st century. They face asserts on from hued laborers, settlers, more established individuals, different ethnic gatherings, gays and lesbians for provocation at the work place. Likewise there is a requirement for tending to the upsides of different worker gatherings, for instance, the more established age lives by an alternate arrangement of qualities and does the more youthful part. This prompts a contention which must be settled by giving suitable preparing intercession. Variety mindfulness preparing is important to build the seriousness and the overall capability of the association. Many firms have acknowledged variety as a method of enduring and numerous that have not regularly faced the charge of separation.  Creativity Training - an ever increasing number of associations need advancement and imagination as a method of being and articulation which at last happens just when 237 CU IDOL SELF LEARNING MATERIAL (SLM)

its kin are inventive. Numerous associations utilize experiential getting the hang of, meetings to generate new ideas to constrain the representatives think 'out about the case' and hence draw out the dormant imagination in them. There are trainings directed on the craft of exploratory writing from them to compose and articulate their thoughts flawlessly. Associations like Frito lay and 3M use imagination preparing to push their representatives harder and make them innovative. These projects have answered to be effective; Frito Lay for instance detailed tremendous benefits on account of the innovativeness preparing.  ROI - The last individual from our rundown of preparing assessment strategies is identified with the estimation of profit from venture. It manages preparing with respect to expenses and returns. Costs like those of the course charge, office expense, staff the executives and their wages, time utilized for the preparation the members and returns like the business improvement, expanded number of transformations and monetary benefits, both present moment and long haul net additions. 12.7 LEARNING ACTIVITY 1. How to assess cost and benefit analysis of employee training? ___________________________________________________________________________ ___________________________________________________________________________ 2. What are the costs associated with training of nurses in a new hospital set up? Also do a cost-benefit analysis? ___________________________________________________________________________ ___________________________________________________________________________ 12.8 UNIT END QUESTIONS A. Descriptive Questions 238 Short Questions 1. What are training managers responsible for? 2. What is the concept of ROI in training evaluation? 3. Suggest guidelines for course evaluation. 4. What are methods of training evaluation? 5. Define creativity training. Long Questions 1. What are the major hurdles in cost-benefit analysis? How can you ensure your training activities are successfully implemented? CU IDOL SELF LEARNING MATERIAL (SLM)

2. How is training evaluation a successful process? 3. What do you understand by training evaluation? 4. How do you calculate training cost? How do you measure training benefit? 5. Enumerate the three primary uses of evaluation of training. B. Multiple Choice Questions 1. Who developed evaluation of training model? a. Donald Kick matrix b. Donald KickPatrick c. David KirkPatrick d. David Kickmatrix 2. What does evaluation helpin determining? a. Efficiency b. Profit c. Training objectives d. Employee satisfaction 3. What insight is given by evaluation? a. Reviewing b. Adjusting c. Revising goals d. All of these 4. When was evaluation-training model developed? a. 1985 b. 1970 c. 1975 d. 1980 5. What are reduction in turnover rate, rise in production, change in attitude classified as? a. Post-measure variables b. Pre-measure variables c. Typical cost d. Typical benefits 239 CU IDOL SELF LEARNING MATERIAL (SLM)

Answers 1-b, 2-c, 3-d, 4-c. 12.9 REFERENCES References  Roulston, K., Marrais, K. and Paulus, T. M. (2018). Journeys to Teaching Qualitative Research Methods Online. Learning Landscapes.  Smith, B., and Hesse-Biber, S. (1996). Users experiences with qualitative data analysis software. Social Science Computer Review.  Ahmed, S. (1999). The Emerging Measure in Effectiveness for Human Resource Management: An Exploratory Study with Performance Appraisal. Journal of Management Development. Textbooks  Brinkerhoff, R. O. (2003). The success case method: Find out quickly what’s working and what’s not. San Francisco: Berrett-Koehler.  Fetterman, D. M. (2001). Foundations of empowerment evaluation. Thousand Oaks, CA: Sage.  Kirkpatrick, D. (1994). Evaluating training programs: The four levels. San Francisco: Berrett-Koehler. Websites  https://www.gmc-uk.org/-/media/documents/evaluation-models-and-design-_pdf- 76615777.pdf  https://blog.wiziq.com/evaluate-a-training-program/  https://www.managementstudyguide.com/training-evaluation.htm 240 CU IDOL SELF LEARNING MATERIAL (SLM)

UNIT 13– CAREER PLANNING STRUCTURE 13.0 Learning Objectives 13.1 Introduction 13.2 Career Management 13.3 Career Development 13.3.1 Internal Career Assessment 13.3.2 Career Opportunities 13.3.3 Employee’s Needs and Opportunities 13.4 Responsibility for Career Planning 13.5 Advantages of Career Planning 13.6 Limitations of Career Planning 13.7 Summary 13.8 Keywords 13.9 Learning Activity 13.10 Unit End Questions 13.11 References 13.0 LEARNING OBJECTIVES After studying this unit, you will be able to:  Illustrate Career management and career development.  Identify Responsibility of career planning.  Identify Advantages and limitations of career planning. 13.1 INTRODUCTION Career planning is the self-assessment and arranging done by an individual to have a solid vocation way. Profession arranging measure is simply the persistent reiterative interaction of comprehension, laying out vocation objectives, overhauling abilities and looking for the right profession alternatives. Vocation arranging is a stage insightful cycle which empowers a person to zero in on where to need to be in life expertly. With the momentary objective and the drawn out objectives set 241 CU IDOL SELF LEARNING MATERIAL (SLM)

up; it can assist with arranging their excursion in their expert life. Self-evaluation is important to comprehend one's abilities and downsides. The different profession alternatives ought to be investigated exhaustively to track down a fit between one's capacities and the chances given by a lifelong choice. It includes constant learning and improvement to construct and development in the picked profession way. A decent vocation arranging assists an individual with developing life in their expert profession, which additionally assist them with developing. Allow us to take an illustration of a designer AJ who has as of late graduated and is keen on mechanical technology to begin the arranging, AJ needs to initially evaluate what sort of advanced mechanics he is keen on and what is his ability level. From that point forward, he needs to set the destinations with time box approach on how he needs to fill in his advanced mechanics profession. In case there are holes, he needs to take trainings and courses to decrease the holes and quest for occupations might be in assembling and car area where mechanical technology are regular fit. In the event that effective in getting reasonable work, vocation arranging can be more exact dependent on the hands on experience in the field and afterward the objectives and objective can be characterized for new profession direction. Profession Planning basically implies assisting the workers with arranging their vocation as far as their abilities inside the setting of hierarchical necessities. It is depicted as contriving an authoritative arrangement of vocation development and development openings from the place of passage of a person in work to the mark of their retirement. It is by and large comprehended to be an administration method for outlining the whole vocation of youthful representatives in higher talented, administrative, and administrative positions. Accordingly, it is the disclosure and improvement of abilities, arranged sending and redeployment of these gifts. A few journalists on hierarchical issue have depicted it as the guideline of \"blue eyed\" positions. Profession arranging measure is a significant viewpoint for a person's vocation advancement. A portion of the fundamental strides in a profession arranging measure are-  Self-Assessment: The initial phase in the process is self-evaluation to be finished by the person to get their abilities, spaces of interest and so forth  Research on Careers: The second step in the process is to comprehend the profession choices, organizations accessible, development alternatives in vocation and so forth  Set Career Objectives: The subsequent stage in the profession arranging is to set present moment just as long haul vocation objectives for oneself, and to have a make vocation way.  Learn and Improve Skills: The fourth step in the process is to continue to obtain new abilities and information to be in accordance with profession destinations and with industry prerequisites. 242 CU IDOL SELF LEARNING MATERIAL (SLM)

 Preparation of CV: The following stage in the arranging cycle is to be completely ready as far as CV, introductory letter, proposals and so forth  Job Search: The 6th step is to short-list the organizations where an individual is looking for a task and begin applying.  Revise Career Goals: The last advance in the vocation arranging measure is to constantly assess the profession objectives and again do a self-evaluation to assemble a solid vocation way. 13.2 CAREER MANAGEMENT Career Management is a long lasting cycle of contributing assets to achieve your future vocation objectives. A proceeding with measure permits you to adjust to the changing requests of our dynamic economy. The profession the executives interaction accepts different ideas: Self-mindfulness, vocation advancement arranging/profession investigation, long lasting learning, and systems administration. Profession the board assists move with peopling into jobs where their abilities are generally fit and their yearnings are best met. By assisting representatives with dealing with their vocations and giving freedoms to profession advancement, the association can guarantee higher commitment and usefulness. 13.3 CAREER DEVELOPMENT Profession improvement is crucial for execute vocation plan. Profession advancement comprises of individual upgrades embraced by the individual representative, preparing, formative and instructive projects given by the association and different foundations. The main part of vocation advancement is that each worker should acknowledge his obligation regarding improvement. Different profession improvement activities demonstrate valuable if a representative is resolved to vocation advancement This includes three exercises:  Helping representatives in surveying their own interior vocation needs.  Developing and publicizing accessible profession openings in the association.  Aligning representative necessities and capacities with profession openings. 13.3.1 Internal Career Assessment Since an individual's profession is a profoundly close to home and critical component of life, every individual is to settle on their choice in such manner. Notwithstanding, the faculty administrator might help a representative's dynamic cycle by giving however much data as could reasonably be expected to the worker showing what kind of work would suit the person in question most, thinking about their other interest, expertise, fitness, and execution in the 243 CU IDOL SELF LEARNING MATERIAL (SLM)

work that the individual is now doing. For delivering such assistance, some enormous associations give formal appraisal place/studios where little gatherings of workers are exposed to mental testing, reproduction activities and profundity meeting. The target of such projects isn't that of choosing future advances, but instead to assist people with doing their own arranging. 13.3.2 Career Opportunities Realizing that representatives have unmistakable vocation needs, there normally follows the commitment of explicitly diagramming profession ways through the association and educating the workers. For distinguishing the profession ways, the method of occupation investigation might help in finding numerous lines of progression to a few positions in various regions. 13.3.3 Employee’s Needs and Opportunities At the point when workers have surveyed their necessities and have gotten mindful of authoritative profession openings the excess issue is one of arrangement. For adjusting or coordinating with the vocation needs of representatives to promising circumstances offered by the association, unique preparing and improvement strategies like exceptional task, arranged position revolution, and administrative instructing, are utilized. The faculty branch of certain associations have likewise some arrangement of recording and following travels through the association, and keep an association graph that features age, position and advancement status. 13.4 RESPONSIBILITY FOR CAREER PLANNING An essential inquiry seeing Career Planning emerges regarding whose obligation it is for such an arranging. Is it of the worker or of the administration? Vocation Planning is a person's obligation. In any case, in the hierarchical setting, it is the associations obligation to direct a lot the representatives to create and use their insight, capacities and assets towards authoritative turn of events and viability. Representatives' objectives must be incorporated with hierarchical objectives. Indeed, as of not long ago the individual vocation was chosen by the association. The achievement of one's vocation was frequently demonstrated by the quantity of moves that were made, since these moves were for the most part compensated by advancements to more significant and better paying positions. The association was once in a while concerned whether the new position was truly, what the individual needed, and the individual had exceptionally restricted authority over their vocation. Of late, contemplating vocation arranging has been evolving. Associations are becoming worried about whether a person's capacities and necessities are truly coordinated to the work. They are likewise now worried about coordinating with a representative's requirements to the prizes of the positions, and have begun tolerating the way that not all individuals need to be 244 CU IDOL SELF LEARNING MATERIAL (SLM)

advanced or can be advanced. Such individuals ought to all the more likely be passed on to themselves to design their own future in the association, and create and train themselves for addressing the requirements of the association and in this manner supporting their maintenance in the places that they hold. Numerous associations think of it as the obligation of the actual representatives to design their own professions, train, and foster themselves to gain vital benefits for progressing to higher situations in the association. The association might give them some direction or guiding for arranging their vocations. 13.5 ADVANTAGES OF CAREER PLANNING As effectively noticed if appropriately planned and carried out, profession arranging benefits the administrations just as the representatives. Its significant fall-outs and benefits are as per the following:  With vocation arranging, an individual comes to know ahead of time the level to which the person can rise on the off chance that one has the capacity and fitness for it. This gives the person in question catalyst to benefit of the preparation and advancement offices given by the administration, and creates toward a path that would work on the capacity to deal with new obligations as arranged by the association. The very reality that the association gives freedom to development and advancement builds the devotion of the representative just as their maintenance.  The reality that profession arranging is participative and that work task doesn't drop by karma or through associations, yet by capability or legitimacy alone will undoubtedly work on the confidence in the association and with this the hierarchical viability and usefulness.  Future enrolment will be more methodical for these will be based on sets of expectations and as indicated by present and future necessities.  The new contestant will know and comprehend that the person has not gone into simply one more work however into a profession with an association that really focuses on that person, their abilities and yearnings.  Workforce will turn out to be steadier, as turnover will undoubtedly be low and with it the expense of employing new individuals. Besides, as individuals will develop inside the association, an extraordinary corporate culture could emerge, flourish and thrive.  As all workers are overviewed for their capacities inclination, disposition, and so on, it will be feasible to assemble individuals chatting on a comparable frequency and spot them under managers who themselves are receptive to that frequency. The outcome is a more homogeneous group committed to the accomplishment of the corporate goal. 245 CU IDOL SELF LEARNING MATERIAL (SLM)

 An association with all around planned vocation plans can have a superior picture in the work market, and it will draw in and hold skilled individuals.  Being a vital piece of the labour arranging and corporate arranging, vocation arranging contributes towards singular turn of events and use just as to authoritative turn of events and viable accomplishment of corporate objective. 13.6 LIMITATIONS OF CAREER PLANNING With its whole in addition to focuses vocation arranging isn't not difficult to execute. It has its own troubles and issues like:  It sometimes falls short for a tiny association. There ought to be openings for vertical portability if vocation arranging needs to turn into a reality.  Career arranging is certainly not a successful administration procedure for an enormous number of men who work on the shop-floor. Especially for the individuals who are unskilled people, less taught, and performs occupations for which work supply is plentiful.  Growth assumptions for the individuals from the family in a family concern produce antagonistic outcomes. Since, the individuals from a family hope to move quicker than their expert partners in the vocation stepping stool they upset the profession arranging exercise.  Career arranging may not be so successful in case it is endeavoured for a period surpassing 10 years. This is on the grounds that in each agricultural nation, natural variables like political way of thinking, new ideas of social equity, new financial and money related approaches, state business venture for a huge scope, escalation of social control of business, improvement of in reverse regions, state intercession in the working and work conditions, and so forth, influence the development of mechanical endeavours and different associations.  Political intercession, preference and nepotism in advancement might make it hard to have deliberate vocation arranging.  Other imperatives or hindrances that might hamper profession arranging are: Practical issues of keeping a harmony between the advancement and initiates, and the shortfall of coordinated work force strategy and plans which is very normal in many undertakings troubles in distinguishing reasonable people for vocation arranging absence of appropriate labour and objective compensation structure absence of adequate freedoms for vertical versatility hardships in determining substitution needs evaluation of long haul possibilities and nonappearance of a plainly coordinated with arrangement of execution detailing powerlessness of the organization to control 246 CU IDOL SELF LEARNING MATERIAL (SLM)

changes challenges recorded as a hard copy sets of responsibilities and leading attitudinal studies and absence of representative confidence in such reviews. 13.7 SUMMARY  A vocation plan records short-and long haul profession objectives and the moves you can make to accomplish them.  Career plans can help you settle on choices about what classes to take, and recognize the extracurricular exercises, examination, and entry level positions that will make you a solid occupation up-and-comer.  The six thought processes in hierarchical environment are considered significant for powerful working of representatives of an association and in assurance of preparing needs are Affiliation, Achievement, Dependency, Extension, Control and Expertise.  Creating double vocation ways includes getting ready workers to progress nicely and be compensated without fundamentally being on an administration or vertical association profession way.  A profession level happens when a representative is in a place that he does alright not to be downgraded or terminated, however not really well that the individual is probably going to be advanced.  Career breaks can work with managers hold talented and experienced staff. They can give a pool of prepared, serious workers to give conceal during occupied periods or staff nonattendance.  Balance in work and life can be accomplished by centre around time and consideration on things you can handle.  The balance in work and life can be created through the acts of Developing positive reasoning, Interpersonal viability and Motivation.  Career Planning basically implies assisting the workers with arranging their vocation as far as their abilities inside the setting of hierarchical requirements.  Career arranging may not be so powerful in case it is endeavoured for a period surpassing 10 years.  Career advancement comprises of individual upgrades attempted by the individual worker, preparing, formative and instructive projects given by the association and different organizations.  Political intercession, bias and nepotism in advancement might make it hard to have efficient vocation arranging. 247 CU IDOL SELF LEARNING MATERIAL (SLM)

13.8KEYWORDS  Career breaks - These are business breaks or broadened times of leave which are typically neglected and for specific purposes.  Career plateau - A circumstance that happens when a representative is in a place that he does alright not to be downgraded or terminated, however not really well that the individual is probably going to be advanced.  Soft skills and attributes. It's not just about \"what\" you can do; it's comparably significant \"how\" you do it. Momentarily, this watchword class incorporates abilities like coordinated effort, correspondence, certainty, consistency, multifaceted affectability, proficiency, genuineness, drive, advancement, relational relations, association, energy, prioritization, group administration … this rundown continues endlessly.  Employment details. These are current realities: work titles, boss names, industry experience, item experience, and length of business, financial plans, staffs and the entirety of different points of interest about your vocation. Here's a fast model: If you're going after a job as senior VP of HR, odds are that the employing director (inside or outer) will need to see that you've filled in as a VP before and are equipped for the new chance.  Former employers - Especially on the off chance that you have worked for notable and all around regarded organizations in your industry or field, make certain to incorporate those organization names, regardless of whether your experience there was over ten years prior. 13.9 LEARNING ACTIVITY 1. Explore the direct and indirect costs associated with training? ___________________________________________________________________________ ___________________________________________________________________________ 2. Nishant started his career with Siron Beverages as a management trainee. Being a high performer throughout this career, his expectations from his company was to plan a proper developmental path for him. The HR at Siron did this on papers but its execution was a jittery-jolty ride. Nishant faced a dilemma of continuing with this company or switch to a new one. If you are given an opportunity to plan a career path for Nishant. How will you do? ___________________________________________________________________________ ___________________________________________________________________________ 248 CU IDOL SELF LEARNING MATERIAL (SLM)

13.10 UNIT END QUESTIONS A. Descriptive Questions Short Questions 1. What is Career Management? 2. What is Career Development? Explain. 3. What are Advantages of Career planning? 4. What is limitation of Career planning? 5. Explain Internal Career Assessment. Long Questions 1. What are the ways by which a career break option is to be managed by an organizationeffectively? 2. What are the circumstances in which situation of career plateau arises for an emergency? 3. What are the actions for career development? 4. Why internal mobility is needed under the head of career development? 5. What are the various practices that an organization may adopt to balance between work and life? B. Multiple Choice Questions 1. Which term is concerned more with career growth than immediate performance? a. Training b. Education c. Instruction d. Development 2. Which term is more concerned career planning? a. Immediate performance b. Succession planning c. Career growth d. All of these 3. What is the type of career planning which prioritize the career of individuals over the needs of organization? a. compression career planning 249 CU IDOL SELF LEARNING MATERIAL (SLM)

b. tactile career planning c. organization cantered career planning d. individual-cantered career planning 4. What is used in career planning of employees, strong vocational interest inventory and Lindsey study of values? a. Reality feedback b. Self-assessment c. Spaced assessment d. Massed assessment 5. What is the term used for series of positions that are occupied throughout life regarding the job? a. Organisational planning b. Careers c. Career planning d. Learning planning Answers 1-d,2-c, 3-d. 4-b, 5-b 13.11 REFERENCES References  Alavi, M., Yoo, Y. and Vogel, D.R. (1997). Using Information Technology to Add Value to Management Education. Academy of Management Journal  Alexander, L. (1985). Successfully Implementing Strategic Decisions. Long Range Planning.  Al-Khayyat, R. M. and Elgamal, Mahmoud A. (1997). A Macro Model of Training and Development: Validation. Journal of European Industrial Training Textbooks  Mamoria C. B.(1990).Personnel Management. Bombay: Himalaya Publishing House.  Singh, P. N. (1999). Training for Management Development. Mumbai: Suchandra Publications. 250 CU IDOL SELF LEARNING MATERIAL (SLM)