Name- Varun Rao, ROLL NO-22, Div-B MMS

1.What is a learning organization? Draw the model and relate it with a company of your choice.

learning organization is an organization which learns continuously and can transform itself. It empowers the people, encourages collaboration and team

learning, promotes open dialogue, and acknowledges the interdependence of individuals, the organization, and the community. Following are the

characteristics of a learning organization

Personal mastery

Mental models

Shared vision

Team learning

System thinking

Apple’s core businesses include software production, online music market, consumer electronics, mobile advertising, digital video editing, and

personal computers. In each of these businesses, innovation is applied because of the need to satisfy customer needs. Apple is considered to be

a learning organization because employees work around a common vision, its corporate culture encourages imagination, intelligence, creativity

and innovation, its organizational structure enhances flexibility and adaptability, and the management facilitates the creation of a work environment

that promotes innovation and change .

2.Explain the steps in training and development program in detail.

Step 1 – Assess Organisational Training & Development Needs

You have a need and you want the training program to address that. It may be a new product that requires a total revamping of the

production line, or just want some changes to increase the output of an existing product. On both counts, you want employees to

understand and adopt themselves to the new production flow and increase their in-line efficiency.

Step 2 – Define Your Training Objective

The business goal has been defined. Now let’s see how to assess the training requirements for this goal. You need to be clear about:

1. Step 1 – The business goal the training supports;

2. The roles and responsibilities of your employees in achieving that goal; and

3. The kind of training needed to ensure they are able to fulfill these roles and responsibilities.

Step 3 –  Training Program Design

Have a road map of your plans ready before you put the same into action. A complete plan that includes learning and instructional

methods, content matter, content flow and other such aspects.

Step 4 – Adopt Training Principles for Adults

Remember that you are proposing to train adults. The training program has to factor in their unique learning characteristics. They:

Are experienced, self-motivated and goal oriented;


Prefer training that helps in their advancement;

Prefer task oriented and relevant training programs


Step 5 – Training Program Development

Start developing on the design and create your training materials, training manuals, training notes for the instructor, PowerPoint

presentations, charts, posters and other materials for hands-on practical sessions.

Step 6 – Training Program Implementation

This is where all the preparation that you have done so far will actually be rolled out. A few points to remember for effective

implementation:

Schedule training activities well in advance and mobilise the required resources;

Decide the location for the program based on the size and kind of training rooms you need.


Step 7 – Evaluate Your Training Program

The last phase before you can sit back and relax. Evaluate the design and development of the program, the effectiveness of the program,

and the degree of success achieved.

Employee Feedback: Get employee feedback about the program. Was it informative, helpful, riveting? Do they have any

suggestions to make it better? Collecting this kind of feedback from employees who participate in training sessions will help you

come up with new and improved program versions.

Employee Assessment:  This must be done during the training sessions. Evaluate how much employees have actually

understood about the training. This can be done using mini quizzes, practical exercises, etc. In brief, you want to make sure they

are aware of the training objective and the process to achieve it.

Program Assessment: After your trained employees report back to work, conduct on the job evaluation of the training program

to measure its effectiveness in achieving the objectives.

3.What is job description and job specification? explain each with an example.

Job description is a document which states an overview of the duties, responsibilities and functions of a specific job in an organization.

Job specification is a statement of the qualifications, personality traits, skills, etc. required by an individual to perform the job.

Job description usually lists out the job title, location, job summary, working environment, duties to be performed on the job, etc.

Job specification lists out the qualifications, experience, training, skills, emotional attributes, mental capabilities of an individual to perform the job.

Job description offers ample information about the job which helps the management in evaluating the job performance and defining the training needs of an

employee.

Job specification helps the candidates who are applying for a job to analyze whether they are eligible for a particular job or not.
Job Title- Operations Manager

Job description

Managing stock control and inventory checks.

Having a keen eye on budgets and budgetary changes.

Communicating changes in an order process to relevant parties.

Ensuring that health and safety regulations are followed.

Documenting procedures for third-party monitoring.

Creating and monitoring projects and teams.

Reviewing workloads and manpower to ensure targets are met.

Supporting the CEO or executive team’s vision and process ideals.

Ensuring staff working on processes are happy and operating efficiently.

Supporting all functions of the business to work together.

Job Specification

Proven work experience as Operations Manager or similar role

Knowledge of organizational effectiveness and operations management

Experience budgeting and forecasting

Familiarity with business and financial principles

Good communication skills

Leadership ability

Outstanding organisational skills

Degree in Business, Operations Management or related field

4.What is HRM? Explain in short.

Human resource management (HRM) is the practice of recruiting, hiring, deploying and managing an organization's employees. HRM is often

referred to simply as human resources (HR). A company or organization's HR department is usually responsible for creating, putting into effect and

overseeing policies governing workers and the relationship of the organization with its employees. The term human resources was first used in the

early 1900s, and then more widely in the 1960s, to describe the people who work for the organization, in aggregate. HRM is employee

management with an emphasis on those employees as assets of the business. In this context, employees are sometimes referred to as human

capital. As with other business assets, the goal is to make effective use of employees, reducing risk and maximizing return on investment (ROI).
5.When you become a manager in your career, How do you use HRM in your department? What different would you do for your

employees?

Whenever I become a manager I would use HRM as follows.

I will hire those people in the company who are productive, motivated to do the job with dedication and who are a good fit to the company.

I would look after the need of the employees which keeps them interested in the job. The more they are motivated the more they will be productive.

I will use HR to give the employees proper training.