Important Factors in Ensuring the Selection of the Employees Ethically - Article Example

Important Factors in Ensuring the Selection of the Employees Ethically 1. What are the important factors that organisations should consider in ensuring that they select their employees ethically? To conduct ethical an ethics based choice of the organisation, one of the most important factors is the control system followed by the organisation, which need to be based on corporate initiatives to imbibe a sense of ethical dealings so as to make sure that the ethical issues do not clash with the role of the organisation in the public domain. Therefore, the choice of the employee must reflect a performance based context and not one ridden with conflicts that spill over from one’s personal sphere. Further, another factor deals with choosing an employee on the basis of experience and expertise and not merely affinity with him or her on a personal level. (Sharma, 1997) Another important factor for the organisation to consider when choosing an employee is to make sure it doesn’t reject a recruit on the basis of personal bias or other factors like caste, creed, colour or anything else that might not overtly affect the organisation. Yet another factor is the use of employee for personal gain. One must not choose an employee on the basis of identifying an area where he or she may be exploited. The employees must be chosen strictly for their calibre as professionals in lieu of the larger organisational goals. These measures will help imbibe a sense of strong ethics within the organisation. References: 1. Sharma, V. V. Subramanya. (1997) Organisational Behaviour. India: Anmol Publications Pvt Ltd. 2. When using off-the-shelf selection assessments, should practitioners conduct competency analysis and validation as part of the selection process? An Off- the-shelf selection assessment is one where a solution based model offered by assessment centres to carry out standardised testing for applicants and recruits. On the basis of the performance and scores, they are selected as employees. Therefore, it is imperative to say that competency analysis is irrelevant in this kind of selection process where the applicant is made to answer a series of objective type questions. (Singh et al, 2003) In this regard, there is no human interface and without direct interaction between the prospective employer and employee, it is difficult to validate the entire assessment process and give points where competency is concerned. This is owing to the fact that competency is a composite term that defines an individual’s basic outlook and other aspects. Therefore, with off the shelf selection assessments, it would be difficult to judge these elements, and how they will work for the profitability of the organisation. (Singh et al, 2003) References: 1. Sudan, A. Singh; Kumar Naveen (2003). Management Process and Organisational Behaviour. India: Anmol Publications Pvt Ltd. 3. Evaluate the strengths and weaknesses of both of the following selection methods: (a) Application forms: The strength is concise information for the organisation which saves time and energy in sifting through information to find anything of relevance. The weakness is scope for misinformation, or irrelevance for certain applicants in terms of fields that need to be answered, since all people are unique. (Singh et al, 2003) (b) Tests of general mental ability: The strength is that these are time saving and convenient ways of finding the right candidate for the job by surveying his or her basic aptitude for the job profile. The weakness is that they do not always provide accurate results in terms of situational analysis of performance. They also do not always give a broad picture. (Singh et al, 2003) References: 1. Sudan, A. Singh; Kumar Naveen (2003). Management Process and Organisational Behaviour. India: Anmol Publications Pvt Ltd. 4. Evaluate the effectiveness of assessments of personality as selection tools. The way one acts and reacts in terms of body language and other aspects of personality are all a part of assessing how an individual will reflect the organisation’s broad image and standards. (Hunt et al, 2000) It also helps assess the level of an applicant’s basic education and exposure, which helps the organisation decide where he or she will fit in best. Therefore, personality assessment as a selection tool is an effective and relevant model. References: 1. Hunt, Margaret S.; Simms, Helen (2000). Organisational and Change Management. University of Cambridge: Select Knowledge. 5. What factors should be considered when using an Assessment Centre for selection? In choosing an Assessment Centre for selection, one must first decide its competence in terms of experience and exposure as well as client list. (Hunt et al, 2000) Also, the organisation must review cases of people who have been assessed and how and where they are placed in terms of their resume. Also, if the Assessment Centre is new for the organisation, it must assert its effectiveness by interacting with other organisations that have used it, apart from reviewing its license and other documents pertaining to its validity. (Hunt et al, 2000) Finally, and most importantly – in lieu of the job profile for which the organisation needs to assess employees, the organisation must study the tests that the Centre has and find out if it is relevant or not. References: 1. Hunt, Margaret S.; Simms, Helen (2000). Organisational and Change Management. University of Cambridge: Select Knowledge. 6. Why should practitioners still use interviews for selection? How can interviews be implemented most effectively? Practitioners still need to use interviews for selection as nothing beats human interface. The way a practitioner will judge a person will not be the exact same way that a telephone conversation or a computer based test would. This enhances the chance of landing the perfect employee. (Singh et al, 2003) Also, in order to implement interviews most effectively, it is important to send an email briefing to the applicant regarding the job profile and then study his or her resume before the actual meeting to form the right questions wherever clarification is needed. Also, the practitioner must put the applicant at ease through the entire process to get all the relevant answers. AND Describe how an organisation would demonstrate that its selection processes were ethical. An organisation will be able to boast of an ethical selection process primarily through its existing employee base, which must have a fair representation of people from all levels of aptitude as well as classes as far as societal segregations go. (Singh et al, 2003) Reference: 1. Sudan, A. Singh; Kumar Naveen (2003). Management Process and Organisational Behaviour. India: Anmol Publications Pvt Ltd. 4. Is the use of ability and aptitude tests in selection still justifiable? Ability and aptitude tests are often used interchangeably. This practice does not always reap accurate results. The use of both these tests is still of utmost importance in the selection process as a basic aptitude for the task at hand, and the ability to mould oneself to contribute to exponential growth as far as organisational goals and strength go, are the most important factors in the selection process. And both these factors define aptitude and ability respectively. (Singh et al, 2003) References: 1. Sudan, A. Singh; Kumar Naveen (2003). Management Process and Organisational Behaviour. India: Anmol Publications Pvt Ltd. 5. Evaluate the strengths and weaknesses of both of the following selection methods: (a) Bio data: While the advantage of this method is that it reveals all the basic information about the candidate in a precise way, the downside is that it does not effectively show any weaknesses that the candidate might have. This might turn out to be a waste of time if an interview follows. (Singh et al, 2003) (b) Interviewing: The advantage of this method is that every little nuance of the candidate’s exposure, personality and experience is on the fore which presents a wide scope to cover any gaps that might have been there in the bio data. (Singh et al, 2003) The disadvantage is that there is too much pressure to perform and this method might prepare the candidate to present a side that does not really exist. References: 1. Sharma, V. V. Subramanya. (1997) Organisational Behaviour. India: Anmol Publications Pvt Ltd. 4. Evaluate the effectiveness of Assessment Centres as selection tools. Assessments Centres have varied kinds of tests to test candidates for various kinds of job profiles. This is the first benefit of using them as selection tools. Apart from this, Assessment Centres provide the candidate with the privacy and right frame of mind to give answers to questions that would otherwise have put him or her under a great deal of pressure in the typical organisational interview set up. (Sharma, 1997) Further, with their object and subjective type questions, the Assessment Centres give a more or less detailed and accurate picture of the candidate’s level of aptitude and ability. References: 1. Sharma, V. V. Subramanya. (1997) Organisational Behaviour. India: Anmol Publications Pvt Ltd. 5. Why should competency analysis and validation be used in selection? Competency analysis is followed by validation or results in validation. These are important elements in selection as it helps select the right candidate for the right job and thus helps make optimum utilisation of the organisation’s resources. It also helps assess a candidate and identify areas that can be worked on. (Singh et al, 2003) Also, if a candidate is not fit for the job, competence analysis and validation reveal the same, thus saving the organisation’s resources. References: 1. Sudan, A. Singh; Kumar Naveen (2003). Management Process and Organisational Behaviour. India: Anmol Publications Pvt Ltd. 6. Are personality assessments useful in contemporary selection practice? Contemporary selection practices revolve around areas that reflect an individual’s presentation skills which will in turn affect the organisational visibility. Therefore, personality assessment of a candidate is a must so as to choose a person who will do the same effectively. (Chiang, 2003) ALSO: Give a short account the following terms, describing what is meant by the term and its role in analysis: Statistical Power: This is a test that calculates the probability of a certain series to show that the test will not accept a false hypothesis. (Chiang, 2003) This power of special importance in relevant data from a sample in a population that has many differences and similarities. Tests of Normality: These include Shapiro – Wilk test, Kolmogorov – Smirnov test, and Anderson – Darling test among many others, to show statements for normalcy and capability in variable values used for analysis. (Chiang, 2003) Homogeneity of Variance: This deals with the assumption that the level of variance within each population subset is normal. (Chaing, 2003) From here, it derives important findings for organisational efficiency by revealing homogeneity or heterogeneity. Factor Analysis: This deals with the factors that are an outcome of the measurement of viability for a variety of random variables, which exposes the requirements of an organisation. (Chainag, 2003) Linear Regression: In case of data analysis, this tool seeks to explain the relationship between variables so as to make it fit into the data in a straight line. (Chiang, 2003) This helps decide on the HR and other planning process. Multicollinearity: This depicts the linear relationship that exists between explanatory variables in a regression model. (Chaing, 2003) It helps show the co existence of factors that reveals scope for multi tasking among various departments in the organisation. Effect size: This represents a series of indices that are interrelated to measure and express the magnitude of the treatment effect. It helps show gaps in the treatment and corrective measures. (Chiang, 2003) Analysis of Variance: As a collection of statistical models, this reveals the procedure which compares various means by splitting the basic variance into various parts to show effectiveness and efficiency on a personal level. (Chiang, 2003) T-Test: This carries out an assessment to show whether or not the means of two groups of are different from each other in statistical terms, so as to bring out the link between departments and areas of work and analysis. (Chiang, 2003) General Linear Model: It is an extension of linear multiple regression, and makes use of a single dependant variable for analysis of data. This is useful for report analysis. (Chaing, 2003) References: 1. Chiang, C. L. (2003) Statistical Methods of Analysis. USA: World Scientific Publishing Co Ltd. Write a short essay-based answer the following questions. 2. What are the benefits of using a case study approach? In most sciences, especially like that of psychology, the use of the case study approach is of special importance in the sense that it promotes a deeper and more research based analysis of a particular problem, thus providing greater insight in terms of treatment and analysis. It is also of great help when analyzing group behaviour, where it becomes difficult to study each and every individual problem. (Muchinsky, 2005) Case studies are helpful in gaining professional exposure to the work of other eminent practitioners as well. It helps in understanding the engineering that has gone into the dynamics of a person’s psyche. References: 1. Muchinsky, Paul M. (2005) Psychology Applied to Work. Thomas Wadsworth. 3. What are the advantages and disadvantages of Grounded Theory? Essentially a research based method of analysis, Grounded Theory revolves around social sciences like psychology where the researcher organises facts and data to come up with grounded theories that shape a model based on systematic methodology. (Strauss, 1987) The advantages of this theory are that they rely on strong organisation of facts and systematic study which saves a lot of time and energy apart from giving accurate results. The disadvantage is that the scope of this theory is limited to situations or organisations that make specific use of Ground Theories as principles. This leads to rather specific techniques that are not universally applicable. (Strauss, 1987) References: 1. Strauss, A. (1987). Qualitative analysis for social scientists. Cambridge, England: Cambridge University Press. 4. What is Interpretative Phenomenological Analysis and why might it be relevant in applied psychological research? This method of analysis is defined as one that primarily makes use of elements like a qualitative approach to psychology. It studies the participants with the aim of finding the factors that contribute to their basic experiences in terms of problem areas and other functions that might lead to existential issues that are linked with perspectives of competence. (Gundlach, 1998) Considering the fact that applied psychological research draws heavily on existential areas of one’s issues to find application of psychological analysis on daily life, IPA or Interpretative Phenomenological Analysis is relevant in this field. References: 1. Gundlach, Horst. (1998) Applied Psychology. Volume 13. London: Routledge. 5. Compare and contrast the semi-structured interview with a focus group methodology. Semi – structured interviews are those which are guided by a specific list of topics and make use of certain key informants. These topics are addressed with the view to throw light on the new ideas or haphazard ones to form a basis for further analysis. Focus group methodology on the other hand, has been understood as a medium through which various groups of people go through structured interviews. These two methodologies of analysis have various similarities and differences. (Gundlach, 1998) While semi structured interviews helps arrive at new data and frame new questions, focus groups simply bring out perceptions and need deeper analysis. Further, in a semi structures interview, one can choose the topics, whereas, in a focus group one cannot do so at will. References: 1. Gundlach, Horst. (1998) Applied Psychology. Volume 13. London: Routledge. 6. What are the strengths and weaknesses of either content analysis or thematic analysis? Content analysis is that stream of analysis which is guided by the exercise of delving deep into the content that has emanated from a process of communication. Thematic analysis, in a way, is a finer element of content analysis, where there is an identification and subsequent study of a particular theme in the communication content. The strength of content analysis lies in the fact that it offers a wide platform for study and correlation of facts to arrive at a conclusion. It is a composite tool which includes many elements of study. The weakness of this method is the fact that it does not offer specific advice or a plan of action. Since it does not revolve around a certain theme, it cannot go the root of a problem, if at all it manages to identify the same. (Gundlach, 1998) References: 1. Gundlach, Horst. (1998) Applied Psychology. Volume 13. London: Routledge. 7. How do we ensure quality in qualitative research? As a methodology that strongly supports deep understanding of every nuance of the human behaviour in the study of social science and psychology, qualitative research is an important tool of analysis. In order to ensure quality in this research method, one needs to make use of extensive primary data and collect it from the best sample set possible. (Denzin et al, 2000) Also, there needs to be an impetus to draw from case studies and formulate models upon which analysis may be conducted. Finally, quality depends on coherency in the reporting and organising techniques to a great extent – this is of special importance to qualitative research. References: 1. Denzin, N. K., & Lincoln, Y. S. (2000). Handbook of qualitative research ( 2nd ed.). Thousand Oaks, CA: Sage Publications. 8. Write a protocol for a study in applied psychology. The protocol should include descriptions of (1) the research design, (2) analytical techniques, and (3) strengths and weaknesses of the proposed approach. (a) A small business with a workforce of approximately 250 is concerned about levels of stress among its employees, which it believes is leading to high levels of days lost to sickness. You have been asked to design a study to explore whether the perceived stress experienced by staff is related to levels of sickness. To begin with, the problem area requires a health protocol. The research design for this aspect must include a through assessment of the factors at the work place like ventilation and the food as well as air conditioning and the materials being dealt with, apart from the incentive and motivation schemes. Next, the analytical technique needs to revolve around a programme design for the health promoters which will help identify the problem and select the theoretical foundation on which the report may be based for a suggested course of action. Therefore, this will follow the approach of an evidence based theory. The strength of this approach lies in its diagnostic attitude to the problem while the weakness lies in its inability to be used as a full fledged application based protocol to learn more about the behavioural patterns. (Chaing, 2003) (b) A local call centre has recently introduced flexi-time working [i.e. employees can start any time between 6am-10am] in an effort to retain staff and reduce staff turnover which has been a problem in recent years. You have been asked to design a study to evaluate the extent to which this new initiative has been successful. Calls centres have a stressful work pattern. To study the effectiveness of the new initiative, one must draw a research design that will study staff turnover and the new timings as random variables in a qualitative research method to formulate a data series. Further, on the basis of facts found from the primary data in this phase, one must use an analytical technique like linear regression to study the correlation in terms of efficiency in positive or negative terms, between both variables. The strength of this approach is that it is convenient and accurate. The weakness is that it will be time consuming. (Chiang, 2003) (c) A large supermarket chain is considering opening its city centre stores 24 hours a day 7 days a week. You have been asked to design a study which would explore views by the public on this in order that they may make this decision. The basic research design for this supermarket’s time plans would involve a research plan that will conduct semi structured interviews so as to reach a general consensus in a short span of time. The analytical technique to study the data gathered will be studied through effect size analysis in order to show the kind of feedback received in general. The strength of this approach lies in the fact that it is simple and relevant as far as gauging perspectives is concerned. The weakness of this approach lies in the fact that it might become a tedious, long winding process that will not be able to show a very accurate picture, as the perspectives may not remain fresh over a long period of time. (Chaing, 2003) AND : Give a short account of the following terms, describing what is meant by the term and its role in analysis: Statistical Power: This is a test that calculates the probability of a certain series to show that the test will not accept a false hypothesis. (Chaing, 2003) This power of special importance in relevant data from a sample in a population that has many differences and similarities. Tests of Normality: These include Shapiro – Wilk test, Kolmogorov – Smirnov test, and Anderson – Darling test among many others, to show statements for normalcy and capability in variable values used for analysis. (Chaing, 2003) Homogeneity of Variance: This deals with the assumption that the level of variance within each population subset is normal. (Chiang, 2003) From here, it derives important findings for organisational efficiency by revealing homogeneity or heterogeneity. General Linear Model: It is an extension of linear multiple regression, and makes use of a single dependant variable for analysis of data. (Chiang, 2003) This is useful for report analysis. Exploratory Factor Analysis: With a greater effect on latent variables, in its redescriptive and correlational data context, EFA is an advanced statistical tool that is characterised by an inductive method. (Chaing, 2003) In analysis, it plays the role of helping analysts arrive at rudimentary explanatory theories. Linear Regression: In case of data analysis, this tool seeks to explain the relationship between variables so as to make it fit into the data in a straight line. (Chaing, 2003) This helps decide on the HR and other planning process. Multicollinearity: This depicts the linear relationship that exists between explanatory variables in a regression model. (Chaing, 2003) It helps show the co existence of factors that reveals scope for multi tasking among various departments in the organisation. Familywise Error: This tool helps arrive at the detection of type I errors or false discoveries in the probability series. This is helpful in detecting deviations where the hypothesis is assumed prior to the actual analysis. (Chaing, 2003) Analysis of Variance: As a collection of statistical models, this reveals the procedure which compares various means by splitting the basic variance into various parts to show effectiveness and efficiency on a personal level. (Chaing, 2003) T-Test: This carries out an assessment to show whether or not the means of two groups of are different from each other in statistical terms, so as to bring out the link between departments and areas of work and analysis. (Chaing, 2003) References: 1. Chiang, C. L. (2003) Statistical Methods of Analysis. USA: World Scientific Publishing Co Ltd. Write a short essay-based answer the following questions. 4. What are the similarities and differences between content and thematic analysis? Content analysis is that stream of analysis which is guided by the exercise of delving deep into the content that has emanated from a process of communication. Thematic analysis, in a way, is a finer element of content analysis, where there is an identification and subsequent study of a particular theme in the communication content. (Gundlach, 1998) Therefore, the difference lies in the fact that content analysis is a composite tool made up of various elements, while the characteristics of thematic analysis are limited to a certain theme or issue. The similarity between the two lies in the fact that they are both based on communication content, apart from being guided by the same subjects. Thematic analysis offers the scope to study a specific problem deeply and find the root of it while it cannot connect with or draw from other data in the communication content. Content analysis is not specific and offers a wider picture. (Gundlach, 1998) References: 1. Gundlach, Horst. (1998) Applied Psychology. Volume 13. London: Routledge. 5. Describe the differences between open coding and axial coding in grounded theory. While open coding relies on the use of tools like identification, naming and categorisation of various phenomena found in the text that has emanated from grounded theory, axial coding depends upon the process of relating these codes or categories. So open coding is all about identifying and gathering information, while axial coding involves the basis on which one can connect this information. Open coding is a more composite process, while axial coding is a process that deals with theories and statistics. (Chiang, 2003) References: 1. Chiang, C. L. (2003) Statistical Methods of Analysis. USA: World Scientific Publishing Co Ltd. 4. What is Interpretative Phenomenological Analysis? This method of analysis is defined as one that primarily makes use of elements like a qualitative approach to psychology. It studies the participants with the aim of finding the factors that contribute to their basic experiences in terms of problem areas and other functions that might lead to existential issues that are linked with perspectives of competence. (Gundlach, 1998) IPA, as it is otherwise known, has a strong analytical basis in an experience based methodology which makes it a more time consuming yet, satisfactory process. References: 1. Gundlach, Horst. (1998) Applied Psychology. Volume 13. London: Routledge. 7. What are the advantages and disadvantages of either the semi-structured interview or focus group as a data collection tool? Focus group methodology has been understood as a medium through which various groups of people go through structured interviews. The advantage of focus group as a data collection lies in the fact that it gives a clearer picture of the situation as it collects a wide range of data through its methodology. It has a larger data base than semi structured interviews, to work on. The disadvantage of focus groups is that this methodology simply brings out perceptions and need deeper analysis. Further, in a focus group one cannot choose a topic at will. Also, another disadvantage is the size of the population sample is too large to arrive at a general consensus. (Gundlach, 1998) References: 1. Gundlach, Horst. (1998) Applied Psychology. Volume 13. London: Routledge. 8. Describe the processes involved in developing a reliable coding frame. For a stronger and more result based collaboration of psychology and learning, the development of a reliable and relevant coding frame is of utmost importance. The specific requirements of a reliable coding frame are based in survey research. This process aims at gathering and analysing data for theory testing where it is pitched against other types of survey research. (Gundlach, 1998) The focus is of this process lies in the need to tackle the various issues which arise in the process of survey research. This presents a systematic picture which synthesises suitable survey practices for research where the fundamental aim is to contribute to an increase in the quality of research besides giving a boost to the status of the coding frame. References: 1. Gundlach, Horst. (1998) Applied Psychology. Volume 13. London: Routledge. 7. What are the aims and advantages of the qualitative case study? Qualitative case study is a systemised process of putting together a slate of raw data in order to apply the same to a case study in order to render quality to the analysis and results that are obtained thereof. The primary advantage of this method is that it offers ample scope for the accumulation of ideas, beliefs and attitudes, which are then measured in context of a case study. Another advantage of this method lies in the fact that makes use of qualitative methods to derive results which are more often than not, accurate in nature. Further, with a strong focus on research based methodologies, this method is a hit with analysts who like to get to the root of the problem and formulate a model thereof. Also, because it is based on a case study, there is little scope to go wrong. It also offers a wide scope for comparison, which makes it easier to reach a conclusion. (Denzin et al, 2000) References: 1. Denzin, N. K., & Lincoln, Y. S. (2000). Handbook of qualitative research ( 2nd ed.). Thousand Oaks, CA: Sage Publications. 8. Write a protocol for a study in applied psychology, The protocol should include descriptions of (1) the research design, (2) analytical techniques, and (3) strengths and weaknesses of the proposed approach. (a) A retail company is in the process of implementing team based structures in its stores. This involves reducing a layer of management (supervisors) and encouraging the adoption of rapid action teams to identify and implement customer service and cost saving improvements. Pilot projects have been conducted in 10 stores with mixed results. You have been asked to recommend a study to identify the main reasons for success and failure and to recommend a process for “rolling out” the change to the remaining 200 stores. For this case, the research design must consist of a qualitative case study owing to vastness of the project and its varied elements. This will help gather data and make a qualitative comparison. Further, the analytical technique must involve a T-test to show how and where the means of the pilot project derivations and the actual process differ from each other. The advantage of this approach is that apart from showing gaps in the plan and the pilot project, it will also be less time consuming. The weakness of the approach remains in the fact that it will be perspective based and not specific in nature. (Chiang, 2003) (b) A small business with a workforce of approximately 200 is concerned about poor health and fitness among its employees, which it believes is leading to high levels of days lost to sickness. As part of a package of health promotion initiatives, they have developed and distributed a leaflet entitled ‘A New You: a Healthy You’ which covers basic information about healthy eating, sensible drinking, exercise and tips on how to stop smoking. You have been asked to design a study to evaluate this new information leaflet and its use among the workforce. To begin with, the health protocol has already been identified. The research design for this aspect must include a through assessment of the factors at the work place which deviate from a healthy lifestyle – this includes stress and motivational factors. Next, the analytical technique needs to revolve around a programme design for the health promoters which will help curb this problem and select the theoretical foundation on which the report may be based for finding out how many people will respond to healthier work places. Therefore, this will follow the approach of an evidence based theory. The strength of this approach lies in its diagnostic attitude to the problem while the weakness lies in its inability to be used as a full fledged application based protocol to learn more about the behavioural patterns. (Chiang, 2003) (c) A global computer software company has been steadily losing profits and staff over recent years. The human resources team are concerned that this is a consequence of poor selection and recruitment of staff. The team have requested your assistance in trying to identify the cause of their recent problems. Outline how you might establish whether recruitment and selection, or some other organisational factors, might be contributing to their problem. For starters, one needs to find out the reasons within the organisational framework that might lead to general unrest among the employees. The research design must focus on aspects like unorganised goals, faulty planning, the wrong person at the wrong job as well the ethic system followed. On the basis of the information gathered, a qualitative case study must be used as an analytical technique to study basic perspectives and not just the causes for unrest. The strength of this approach is that it has a problem solving spirit with wide scope for interaction with the management. The weakness is that it lacks authenticity in terms of actual statistical data. (Chiang, 2003) ALSO: 1. What factors do organisations need to consider to facilitate learning and transfer of training? To facilitate learning and the transfer of training, the organisation first needs to identify the individuals in need of such measures and their problem areas when it comes to responding to the same. (Sharma, 1997) Further, there needs to be enough motivation and practical exercises to facilitate the growth and development of communicative competency so as to filter the needs of the employees into a learning module and a smooth flowing model for transfer of training. 2. Discuss the needs assessment phase of organisational training. The organization is a sphere where many people carve a certain level of self identity by discovering the elements that define their various aspects and aspirations in life. It is that structure within which employees co relate various spheres of their life in terms of social, economic and personal standing. (Sharma, 1997) An important part of organisation behaviour is the study of the employees in context of goal achievement. This implies that the atmosphere in the organisation must reflect the ethics it follows in a way to positively absorb recruits and maintain them as long standing employees. Therefore, regular assessment of the employees is required to promote the need for training, and show the employees that the organisation really cares. This will put the employee at ease and motivate him or her to work hard at achieving the organisational goals. (Sharma, 1997) 3. How can managers evaluate training? To measure the effects of training and learning, a manager needs to ask the following question: To what extent were the training objectives achieved? To what extent were the learners' objectives achieved? What did the learners learn specifically? What commitment have the learners made about the training knowledge they are going to implement to work? Has there been a change or increase in the productivity and value of the employee to the organisation? (Sharma, 1997) References: 1. Chiang, C. L. (2003) Statistical Methods of Analysis. USA: World Scientific Publishing Co Ltd. 2. Sharma, V. V. Subramanya. (1997) Organisational Behaviour. India: Anmol Publications Pvt. Ltd. SECTION B – PERFORMANCE APPRAISAL & ORGANISATIONAL LEARNING 4. What is performance appraisal and what factors need to be considered in its design? Performance appraisal is a tool that the manager makes use of in order to study the potential of the employee or the deviation of the employee from the given track. It helps the organisation assess how the performance of the employee is affecting its goal achievement schedule. Through performance appraisal, one can also find out if the employee warrants a promotion or a shift to another department, among other things. (Sharma, 1997) The factors that need to be considered when designing a performance appraisal model is the basic aptitude for the department where the employee is positioned, as well as the level of expected growth and contribution towards the organisational goals. References: 1. Sharma, V. V. Subramanya. (1997) Organisational Behaviour. India: Anmol Publications Pvt. Ltd. 5. What are the key features of Raelin's model of work based learning? How does this model differ from our standard models of training and development? In his book titled Creating Leaderful Organistaions: How to Bring Out Leadership in everyone, Joseph A Raelin or Joe Raelin, as he is more popularly known, discusses the work based learning model which is a take off on the on the job training model. (Raelin, 2003) This is an action oriented learning model as far as picking up practical techniques in the course of everyday work goes. The key features of this model are its action oriented approach to learning and the fact that it is based on a study programme that reflects one’s role at work. This model is different from the standard models of training and development owing to the fact that it offers hands on training at the workplace with special emphasis on the development of those skills in particular that have relevance to one’s growth in the role played currently. (Raelin, 2003) Also, unlike most models, this one caters for learning as a team activity. References: 1. Raelin, Joseph A. (2003)  Creating leaderful organizations: how to bring out leadership in everyone.  San Francisco, CA.: Berrett-Koehler. 6. Discuss the advantages and disadvantages of 360-degree appraisal. The 360 degree appraisal stems from a feedback process that goes back and forth between the employee and manager until some solution or consensus regarding future areas of work has not been reached. The advantage of this appraisal model is that it focuses on various aspects like teamwork, employee development and customer service, thereby catering for all areas of appraisal under one umbrella. (Sharma, 1997) This helps get people at various levels to contribute. The disadvantage of this appraisal model is that sometimes it may lead to certain amount of confusion as far as actual realm of activities is concerned and may lead to transgression of these area boundaries to encroach upon other. This may lead to conflict within the organisation and a subsequent wastage of resources. References: 1. Sharma, V. V. Subramanya. (1997) Organisational Behaviour. India: Anmol Publications Pvt. Ltd. Read More