Pir Mehr Ali Shah

Arid Agriculture University, Rawalpindi

Office of the controller of Examinations
Final Exam (Theory)/ FALL-2020 (Paper Duration 24 hours)
To be filled by Teacher

Course No.: MGT-683 Course Title: Human Resource

Development
Total Marks: 30 Date of Exam: 17-02-2021
Degree: BBA Semester: 7TH Section:
Marks
Q. No. 1 2 3 4 5 6 7 8 9 10 Obtained/
Total Marks
12 10 8 30
Marks
Obtaine
d
Total Marks in Words:
Name of the teacher: Ms.Sidra Akhtar
Who taught the course: : Ms.Sidra Akhtar Signature of teacher / Examiner:

To be filled by Student

Registration No.: 17-ARID-5081 Name: Hayat Alam Khan

 Attempt all questions

 The questions will be check for plagiarism .Donot copy each other paper as well as this
will lead to cancellation of all concerned .Further cheating case will be forwarded to
committee of unfair means.
 Tolerance limit for plagiarism is less than 15 %
 Use font type ‘Times new roman” font size “12”
 After completion, submit your answer document within 24 hours , failure to do so will
result in zero marks.
 The file name for the answer sheet follow the name as
yourname_registrationno_section e.g sidra_1234_A

Answer the following questions.

Q.No.1 Effective Training and development

a) As a trainer in class activity how was your experience?

ANSWER:
Class activities slice the program me and facilitate to retain category concentration and interest.
they'll conjointly reinforce learning or substitute lectures or displays as the simplest way to induce
content data across.
Introductions and ice-breakers: used at the start of the course, before the precise subject
material begins, to induce the category concerned within the coaching. it's notably valuable
wherever the trainer has had very little data regarding the participants beforehand or the
participants themselves have return from completely different organizations and don't grasp one
another. Introductions will be short and easy or involve participants giving elaborated data regarding
their background and learning goals or perhaps introducing their neighbor (after a brief "interview").
AN ice breaker is AN activity wherever the category is inspired to participate and start to induce to
grasp one another and therefore the trainer(s). This doesn't ought to be a posh exercise and may be
as easy as a bunch brainstorm to determine information of basic principles or word that may be
explored/used within the course.
Individual work:
this can be wherever every participant is given one thing to figure on on their own, maybe a quiz or a
presentation supported their own expertise or a bit of analysis on a step or portion of a project or
method that may feed into the work of the entire category.
Group exercises: these area unit exercises designed to induce participants to figure as a team. the
topic matter could also be tougher than that for individual work, because the cluster will pool its
information, expertise and problem-solving skills.
Brainstorming sessions: in step with the "purists" group action sessions have quite rigid rules like
allowing no elaborated difference of opinion or discussion and that specialize in random and
spontaneous thoughts stirred up by the cluster. within the room an additional light sort of group
action will be accustomed downside solve or to capitalize on existing information to switch a lecture
that simply tells most participants what they already grasp.
Facilitated discussion: this can be wherever the trainer leads a discussion on a given topic, keeping
in mind a listing of problems that ought to be lined.
Workshops: workshops area unit typically an additional substantial piece of groupwork taking AN
acceptable quantity of your time, for instance every cluster could also be asked to project a part of a
disaster set up. The cluster is given a problem to contemplate and discuss or a tangle to unravel and
expected to develop the content or data needed to complete the task.

b) You have attended Training session ‘Personal Excellence’. What have you learned from
that session? Elaborate.

ANSWER:
The learning method continues long once the coaching is over. the amount simply once the
event (call it AN eLearning course or AN Instructor-led session) holds several opportunities
that you simply will faucet into to assist learners cement the fabric. Here’s how: -

Supplement the coaching with “social learning.”

We all learn best once we have examples to follow, friends to share our successes with,
buddies to be told from, and mentors in our interior. Social learning connects learners to 1
another and also the trainers so they will discuss and share stories. In-person conferences,
discussion groups, forums, and videos of trainees sharing their stories hosted on the computer
network square measure effective ways in which to include social learning within the
learning method. This social side of the training method will increase motivation and
facilitates a sleek transfer of the data.

Provide refresher courses.

Trainees usually report being unable to retain key learning points once the coaching is over or
recall these ideas once required. These challenges inhibit usage of the data. A class will
improve recall. The course ought to be easy and supply simply a crisp and coherent outline of
the key learning ideas. try these refresher programs with problem-solving sessions wherever
trainees can facilitate one another by recital the challenges they need round-faced whereas
attempting to implement the training and sharing stories of their success or troubleshooting
tips.

Organize post-training follow-up sessions.

Reflection is one in every of the foremost economical ways in which to cement the data,
establish gaps in coaching, and establish the barrier(s) to a robust transfer of learning.
You can send follow-up emails to trainees once a couple of months to bolster key learning
points.
You can organize post-training follow-up sessions to supply supplementary lessons or use
these opportunities to let trainees observe their skills or discuss their experiences as they fight
to use their data on the work.
These sessions also are ideal times for trainees to ruminate whether or not they face
challenges as they obtain to use their skills at work, however and the way they need enforced
the key ideas and what were the results? The answers to those queries give valuable insights
to trainers regarding how roaring has been the training transfer, so that they will devise ways
in which to optimize the transfer method.
produce opportunities for observe.
Multiple analysis studies have stressed the importance of recurrent observe to cement one’s
newly-acquired skills. workers ought to be provided ample opportunities at the geographic
point to observe the abilities they need learned from the educational program. in step with
studies, not having these opportunities will inhibit AN employee’s ability to use his skills to
unravel real-life issues.

c) What are the advantages of holding a training program onsite? Online?

ANSWER:

On-site coaching has conjointly full-grown from simply coaching workers in an exceedingly
specific location to coaching workers globally via on-line coaching that reduces price and
permits multiple branches of the organization to be told along.

1. Location:
The biggest advantage of on-the-spot coaching is that the location. With the coaching done
on the company’s premises, workers save valuable time, that otherwise would be lost on
commutation from another location to the trainer.

On-site coaching conjointly permits the organization to be liberated to create moment

changes and create further changes to United Nations agency would possibly or may not be
useful to incorporate into the coaching, AN example} associate degree operations manager
United Nations agency may share a couple of experiences with the category or an industrious
government United Nations agency could be willing to take a seat within the next out their
educational program

2. Privacy:
Delicate structure information may be shared by members and used as solid illustrations amid
intuitive and confidential workshop sessions in complete confidence. Upper-management
might train specific mid-leveled executives on the inner workings of the organization.

3. Tailored Program Content:

Organizations have the power to tailor every and each facet of the coaching method yet as
customize the teachings in step with the company’s own policies. Guiding workers on that
area's the organization would love them to specialize in for a particular fundamental quantity
or year.

4. Boosts worker productivity and profits:

Employees area unit able to build new skills, develop existing talent sets, and gather new
information concerning product and services which will boost their on-the-job productivity.
only if most coaching programs from universities and coaching institutes area unit quite time
overwhelming and pricey on individual based mostly coaching.

With on-the-spot coaching workers don't have to be compelled to outing of the workplace
and instead clock back to figure as presently because the coaching is complete and since
they're supported cluster lessons, the price for such coaching is considerably reduced.

5. Workers have access to coaching that works around their schedule:

With on-the-spot coaching, coaching may be scheduled to the organization's wants and
learning and development professionals will arrange coaching to suit their own workers
instead of the standard schoolroom type of universities that have a mere schedule that usually
clash with work hours.

6. Keeps workers up so far on current company protocols:

While several workers area unit offered entrance coaching after they 1st be part of associate
degree association, continued onsite coaching offers them the capability to additional build
up their aptitudes and extend their professional learning. Since company processes area unit
perpetually evolving, it's vital that representative’s area unit offered access to new coaching
and keep up-to-date.

On-site coaching offers professionals the chance to grow their skills or verify concerning new
subjects within their specialty thus on keep competent and innovative with business trends or
new insights that will offer them a bonus at work.

d) How do you feel about attending a training session scheduled early in the morning?

ANSWER:
The main objective of programing coaching is to create positive that each trainer and trainees
are out there and will be focused on the educational task at hand. workers unremarkably like
coaching session organized within the traditional operating hours either early within the
morning or once lunch. i believe associations ought to take into account factors like the day
of the week, time of day, peak work hours, employees meeting times, and travel necessities.
There area unit many benefits and downsides of programing coaching within the morning
hours or once lunch.
While several workers area unit offered morning entrance coaching after they 1st be part of
associate degree association, continued onsite coaching offers them the capability to
additional build up their aptitudes and extend their professional learning. Since company
processes area unit perpetually evolving, it's vital that representative’s area unit offered
access to new coaching and keep up-to-date.
On-site morning coaching offers professionals the chance to grow their skills or verify
concerning new subjects within their specialty thus on keep competent and innovative with
business trends or new insights that will offer them a bonus at work.

e) What can a trainer do to maximize the chances that such a session will be effective?

Answer: -
These steps square measure the essential foundation for a solid coaching session that runs
expeditiously which conveys the required info for meeting the session’s goals. They
additionally incorporate ways that to start rising coaching on the fly. In different words, you
can’t fail by following these steps in each coaching session you run.

It is doable, however, to induce a bit a lot of creative—and memorable—by victimization a

number of the subsequent innovative techniques.

Make coaching unforgettable

Here square measure some softer coaching strategies that don't seem to be essentially
essential to transference info, however that may create receiving information or directions a
far a lot of gratifying expertise, which can keep trainees concerned and facilitate them retain a
lot of info.

Make learning fun. Why? Trainees won't be crazy if coaching sessions square measure dry
and boring. Few staff reply to or bear in mind difficult ideas or theories; they need to find out
sensible info concerning what they'll do to induce higher results these days. If they don’t
realize the message amusing, they won’t retain it. Since selection is that the spice of life, use
many totally different coaching strategies to have interaction trainees during a kind of ways
that. additionally, work to alternate the pace of every session to stay trainees’ interest level
high.
Use humor. Humor helps keep enthusiasm at peak levels. Trainers will create some extent a
lot of effectively by victimization humor than by drowning trainees in statistics or theories.
Avoid telling jokes, however, as a result of humor is therefore subjective that somebody in
your audience is also pained and lose track of coaching for the remainder of the session.
Personal, excusatory humor is that the safest thanks to go.
Use enticing packaging. Use materials that square measure well-packaged which
communicate price. skilled packaging may be a powerful tool for setting an honest initial
impression.
Encourage participation. create the session spirited by partaking participants within the
learning method. In fact, try and pay getting ready to eighty % of coaching time on
engagement. Encourage everybody within the coaching session to talk freely and frankly, as a
result of learning happens most pronto once feelings square measure concerned.
Build shallowness. staff clearly need to grasp what’s in it for them. They understand that
almost all coaching programs square measure designed to form cash for the corporate,
however seldom will coaching carry employees’ spirits or facilitate them to become higher in
their own lives. produce a win-win setting by victimization the educational program to make
the participants’ self-worth and shallowness.

f) Why is it important for trainers and trainees to establish a rapport with each other
before a training session? (Marks…12)
Answer:
Good rapport helps establish the mandatory positive emotional climate, that successively
facilitates effective learning. This atmosphere is what aligns the goals and commitment of
each the trainer and beginner into a typical, productive bond. while not that affiliation, the
influence of a decent trainer and therefore the impact of quality security coaching area unit
seriously diminished.

To establish rapport, good trainers can specialize in their presence, attitude, and
communication. they ought to conjointly explore for "teachable moments."
PRESENCE. Trainers should be assured, skilled, and secure--but they have to even be
relaxed, friendly, and approachable. whereas trainers ought to dress and behave
professionally, they have not been aloof; they ought to not be afraid to relax associated let an
easygoing manner shine through.

To help improve rapport, trainers ought to study the audience. problems like what security
procedures the possible trainees already apprehend and what's most vital to them will
facilitate the trainer connect with the category.

To gather background info, trainers ought to confer with managers and supervisors before the
coaching session. as an example, one trainer learned that a recent coaching approach--an
audience participation session--was not well received. this information allowed the trainer to
higher set up his approach.

ATTITUDE. one amongst the foremost vital attributes associate trainer will have is an
upbeat perspective. however, being positive within the room isn't as simple because it sounds.
All coaching categories have some staff World Health Organization area unit in a very
negative frame of mind. they do not need to be there, and that they produce other, additional
pressing things to try to to. however, trainers affect these few trainees can form the mood of
the bulk. however, a trainer acts in adversity is commonly what folks notice most.

For example, if a beginner objects to what the trainer has simply aforesaid and criticizes it as
being too basic and straightforward, the trainer would possibly say: "Great. i am glad that is
clear, is everybody else able to prolong to consecutive level?" Or once somebody complains
that a trainer is being too abstract a few best-practice securities principles, like simplified
egress, the trainer would possibly say, "Okay, let's offer some concrete examples." the trainer
will then raise some other person within the category to clarify a state of affairs at work so
raise the cluster to come back up with some sensible applications of the principle.

Q.No.2.a) Even though most HRD professionals agree that HRD evaluation is valuable, why
isn’t it practiced more frequently by organizations? Identify and describe at least two
reasons why evaluation might not do. How could these objections to evaluation be
overcome?
b) Identify and describe two potential problems with using self-rapport measures (e.g.,
participants questionnaires) in HRD evaluation. How can these problems be minimized?
(Marks 5+5=10)
Answer:

In most of the organization’s evaluations are not performed this is professional view in which
the profits and benefits are to be taken in to account.
Reasons:

 PRECIEVED BARRIERS:
Perceived barriers are those in which the evaluator perceives that the outcomes will come
these barriers are not overcome so easily as they are difficult to overcome.
 Real barriers:
They are not perceived but are dependent on the survey data.
 Fear of results:
When the data is collected and the evaluation is done it is always feared that what result it
would perceive.
For example, the organization is doing really well and the environment of the company is
really good but when the evaluation is done it can give fearing results and can be negative
that will totally shift the environment.
The company that was doing really good will be shattered in an instant and the outcome will
impact the results and will not benefit the company at all.
 Reality:

The reality is the CEO or the owner of the company will defiantly know what and how the
company is doing and he or she does not what the others to know what is it negative or
positive because moral and hard work of the company totally depends upon results of the
evaluation.

 WAITING FOR THE REQUEST:

In this economic climate, top executives are more concerned than ever about funding and
budgets, and examining all parts of the organization for potential reductions in budget or
exploring more efficient ways to do things. Because they do not have data about the success
of learning and development, it’s a natural opportunity to ask for results. They often go to the
most expensive, high-profile and maybe even controversial program and ask for data about
the contribution of the program.

 DATA COLLECTION:

Obviously, they want data quickly. But if there’s been no serious evaluation at this level, it
may take time to build the capacity. Even if external resources are engaged to do the study, it
often takes time because, ideally, the evaluation should be conducted for a program that
hasn’t been implemented. In short, executives have concluded the program is not adding
value but want us to prove it.

OVERCOME:

All off the above problems can be overcome by building trust and can be done by.
 Building result in the company the trust between the workers and the employees is
really important if the employees know from the start what is going on in the
company then it would be really great to overcome the barriers.
 Trust in the data collection is also important most of the data that is collected by the
evaluator cannot be trusted so in order to make trust the company and the owners the
data must be right.

PART B:

RAPTOR MEASURES:

One the major issues that can be measured through raptor measures are.

QUESTIONER:

These are self-raptor measures that are set of questions that usually are written.
in this method the question s is asked format he players that are open based questions or
closed based questions. These are often written in a paper and asked one by one from the
employees.
the main potential of the self-rotor problems is that they allow participants to identify their
own problems rather than observing.

PROBLEM:

unstructured interviews are often time consuming and take a lot of time that can be solved by
making questionaries structured and that would make it a lot less time consuming and will be
brief and more result providing.

1. RATING SCALE:
Rating scale in another method of the self-repost test in the scale rating the output of the
company is recorded in the rating the participants are ashes to rate the performance of the
company in rating from 1 to 10 or from 1 to 1 to 100.
the problem is the data often the participants don’t take it seriously and are not prone to the
real data so they make assumptions.

That can be minimized by taking the and asking the participants to take the survey seriously.

Q.No.3. a) What can be gained by defining the term career broadly as the pattern of work-
related experiences that span the course of one’s life? That is, compare this definition
with other commonly held notions of the term career.
b) What do you think what are the best ways to start a career? (Marks:5+3=8)

Answer:

THE DEFINATION OF CAREER IS:

“The pattern of work-related experiences that span the course of one’s life”

EXPLANATION:
The above explained definition of career is self-explanatory that when the work is done over
a period is done that is usually over the course of a life time then that is defined as the career.
It means that in order to make the career out of something you have to do it over a larger
period of time such as 20 to 40 years your expertise in the field should be so high that you
were born for that.
That is meant by the career.
Other definitions are:
“doing something you love”

That ai also a definition of career and is one of the best examples that means you are doing
something you love of er course of time or not for long the time does not matter that means
you choose something you love.
And in choosing something you love you will have expertise in the field and will be able to
be more vigilant in that process form the others as you love the field or the career
 Comparing:

If you compare the two process and the definitions you will find the second definition more
appealing and more drawn to the process
The reason is that in choosing the career and the field that you love will make you expert in it
and will take you to places that the person with no interest will never reach:
Example:
For example, if you love working with the plants and the career you choose is gardening and
in Pakistan you will make that there is not much in the field of gardening but everyone wants
to be on YouTube and see plants and greener sitting from home all you can do is make and
video is planting trees and making effort in the process you will have fun as well as you will
make a lot of money a more ever you will be famous.

On the other hand, if you make something a career that you do not take part in or are not
interested you will take a 9 top 5 job and will make money but your life will be miserable and
living will be like hell.

PART B:

When you start thinking about your carrier you take more much motivation or energy and
then you are confident that what you want and what’s your need about your carrier then for
you very easy to taking that your first step of your carrier. But if you not confidant or loss
your motivation in your first step then it’s very difficult for you to achieve your needs and
goals or carrier.

Before starting a carrier first, we will set a Goal for our best carrier and then we will plan for
achieving this goal to set our carrier.

HOW TO CAREER:

 Choose something you love.

 Think if that is the career you want to peruse.
 Ask someone that has an experience in the field about what it contains.
 Make notes what will be pros and cons.
 Will you have fun making effort in the infield?
 And make full effort in the field.
 If in the process the problems occur never giving up is important if in the process you
give up the career you dream about will not be built/
 Take some friends that are interested in followi8ng in your footsteps and make a full
effort in the field you want to choose.
 And once again choose something you love if you chose something that is not in the
interest of yours you will lose interest in the process and the career will not be as out
spoken and driven.

END