Course : Employee Development & Talent Management (Human Resource)

Q1. In spite of the resistance from top management, Mr. Ajay HR Head at Magnum Ceramics has been investing on development of the employees. Lately he has been noticing that it is not giving the desired results. Comment on steps in employee development process that helps him meet the objectives of the program..(max 1000 words)

Q2. Career planning has always been a pretty low-priority item for Bombay Design Co., since "just getting workers to come to work and then keeping them honest is enough of a problem" as Varun likes to say. Yet Vrinda thought it might not be a bad idea to give some thought to what a career planning program might involve for the company. Many of their employees had been with them for years in dead-end jobs, and she frankly felt a little bad for them: "Perhaps we could help them gain a better perspective on what they want to do, " she thought. And she definitely believed that career support would have an effect on improving companys employee retention. Outline and describe the career planning process you would propose for the designers working with the company .(max 1000 words)

Q3. Zee Inc. has its plants in different areas in the country. The company provided both incompany and out-companies executive development programs. In Company programs included orientation programs for apprentice Assistant Executive Engineers. It had a staff college at Pune. Programs were conducted at staff college for all types of personnel. Incompany programs included quality management, participative management, time management, etc. The best faculty was drawn from Indian Institute of Management, Universities, and Professional Bodies etc. apart from the four permanent and internal faculties. At present all the four permanent faculty positions are vacant. Evaluation of management development programs is done as a ritual rather than to make it a part of development process. Evaluation of in-company program is done at Staff College with the objectives of knowing the participants learning and to know how far the participants have found the program useful. The staff college sends no formal feedback to the functional heads of the departments and also to the corporate personnel and administrative department. It appears to be no formal system that provides the feedback from the participants and out company programs to their respective functional heads. There exists no evaluation model with pre-training and post-training evaluation and no efforts are made to develop evaluation techniques.

a. Find out the purpose of evaluating the management development programs. (5 Marks)

b. Explain the Kirkpatricks Model of Evaluation to overcome the problems in the case