Methods of Development.

Development

On the Job Understudy assignment Committee assignment exercise

off the Job Role Play In Transactional basket

Analysis Organisational development Understudy assignment An understudy is a trainee-manager who is to assume the full duties and responsibilities of the position currently held by his superior, when the later leaves his post due to retirement, transfer or promotion. Here, a departmental manager (head) selects one of his suitable subordinates to become his understudy. As an alternative, the personnel department may make the selection of understudy. The departmental manager will guide him (i.e. understudy) to learn his job and deal with the problems that confront the manager daily. The understudy will learn the job of his superior through observation and participation in the decision making. He may be given specific problems to study and to make recommendations for solving them. The understudy will be given wider exposure and an opportunity to develop capacity to deal with difficult problems situations. Companies that implement this method tend to have easier transitions during a change in management. New managers feel more confident in and complex

taking over their responsibilities because they have shadowed their predecessors and have a better knowledge of the history, current state and future direction of the company. Understudy method provides excellent on-the-job training for current employees and enhances their leadership skills and productivity. It also keeps momentum going even when personnel transitions take place. Committer Assignment Under the committee assignment, a group of trainees are given and asked to solve an actual organisational problem. The trainees have to work together and offer solution to the problems. Assigning talented employees to important committees can give these employees a broadening experience and can help them to understand the personality issues and processes governing the organization. It helps them to develop team spirit and work in a united way towards common goals. However, managers should very well understand that committee assignments could become notorious time wasting activities. The above on the job methods are cost effective. Workers actually produce while they learn. Since immediate feedback is available they motivate trainees to observe and learn the right way of doing things. Very few problems arise in the case of transfer of training because the employees learn in the actual work environment where the skills that are learnt are actually used. On the job methods may cause disruptions in production schedules. Experienced workers cannot use the facilities that are used in training. Poor learners may damage machinery and equipment. Finally, if the trainer does not possess teaching skills there are very little benefits to the trainee. Committee assignments provide opportunities to an employee for: 1. 2. 3. Decision-making Learning by watching others Becoming more familiar with organizational members and problems

Role-playing Role-playing has been defined as "A method of human interaction, which involves realistic behavior in the imaginary situations." It is particularly useful for learning human relations and leadership training. Its objective is to raise the ability of trainee manager while dealing with others. In the role playing, a conflict situation is artificially created and two or more trainees are assigned different roles to play. For example, a male employee may assume the role of a female supervisor and the female supervisor may assume the role of a male employee. Then, both may be given a typical work situation and asked to respond as they expect others to do. Such role playing results in better understanding among individuals. It helps to promote interpersonal relations and attitude change . In basket exercise An in-basket exercise assesses a candidate's ability to perform a manager's job from an administrative perspective. In the exercise, the candidate is confronted with issues and problems that have accumulated in the manager's "in-basket"after returning to work from an extended absence. A sample of in-basket items might include memos, correspondence, e-mails, directives, requests, reports, forms, messages, minutes, hand-written notes, etc., from management, supervisors, staff members, inmates, and other stakeholders. The candidate's task is to review the in-basket items and then take action on these varied issues and problems using action forms to record notes, comments, and responses. These actions are then assessed and rated based on job related competencies through a formal question and answer session by a group of trained raters.

It also helps in acquainting employees about their job where a number of problems are kept in the "in basket "(usually kept on the desk of the employee). The worker has to look at the problems which could also be complaints from different employees and simultaneously deal with those problems. As the employee solves this problem, he/she transfers them to the "out-basket". The in-basket exercise is designed to test the candidate's adaptive thinking, pressure problem dealing analysis, with judgment, administrative requests, abilities, messages, planning, organizing, delegating, and integrative skills while under memos, e-mails, handwritten notes, etc Transactional Analysis Transactional Analysis is one of the most accessible theories of modern psychology. Transactional Analysis was founded by Eric Berne, and the famous 'parent adult child' theory is still being developed today. At its simplest level, Transactional Analysis is the method for studying interactions between individuals. Transactional Analysis also involves the identification of the ego states behind each and every transaction. Berne ultimately defined the three ego states as: Parent, Adult, and Child. Transactional Analysis has been used for more than forty years for self-development, interpersonal skill this skills, his assessment helps the strengths and and HR his group the of area dynamics. Understanding employees improvement as well. Organisational Development Organizational Development (OD) is a field of research, theory, and practice dedicated to expanding the knowledge and effectiveness of theory study

people to accomplish more successful organizational change and performance. OD is a process and of continuous diagnosis, the goal action of planning,

implementation

evaluation,

with

transferring

knowledge and skills to organizations to improve their capacity for solving problems and managing future change. Characteristics of OD: It is a systematic approach to planned change. It is structured style of finding out organisational problems. It is grounded in solid research and theory. It involves the application of knowledge of behavioural science to the challenge that the organisation faces It recognises the reciprocal relationship between individual and organisations. It is goal orenited. It is a process that seeks to improcve both individual and organization well being and effectiveness. It is designed to solve problems.

Objectives of OD: Improve organisational performance as measured by

profitability, market share etc. Make organisations better adaptive to its environment which always keeps on changing.

Make the employees willing face organisational problems and contribute creative solutions to organizational problems.

Improve

internal

behavior

patterns

such

as

interpersonal

relations, intergroup relations, level of trust and support amongst employees. OD interventions (methods) which are the set of structural activities in which selected organisation units, be individual or their groups, engaged with a task of sequence of task are organised on need basis. OD interventions that are targeted towards individual include skill training, job redesign, role negotiation and career planning.