HUMAN RESOURCE DEVELOPMENT FINAL ASSIGNMENT

SUBMITTED TO: SUBMITTED BY: ARSALA TORU QUESTIONS: 1. Compare the Competency Model used by the American Management Association (AMA) with the Management Charter Initiative (MCI). How these models are similar/dissimilar? 2. Discuss the major theories of learning. Which theory is close to your own learning style? 3. Explain the model of Management Development Cycle. Discuss the relationship of different blocks to one another. 4. a) Write short notes on the following: i. Company Internal Programs ii. Company Training Programs iii. Internationality b) How the quality of management education and training programs could be enhanced? 5. From a Pakistani context, discuss the advantages and disadvantages of privatizing of Management education and training. 6. Discuss various methods of self-development. Which method have you been using during the past? In future, which method would you prefer, and why? 7. Critically discuss the following statement: Experiential learning is unpredictable, unp lanned and time consuming activity. 8. In view of the Pakistani culture, which Group Work Method, in your view, is the most suitable? Give reasons. 9. Discuss the merits and demerits of the simulation methods. Cite examples, where these methods could be used in commercial organizations. 10. Discuss the merits and demerits of case method. Give your proposals for usage of this method in Pakistani institutions. ANSWERS: QUESTION 2: (ANSWER) The major theories of learning are Early learning theory Experiential learning theory QUESTION 6: (ANSWER)

SELF DEVELOPMENT: There are various different types of self-development methods that have been brought forward. Some of those methods are general in nature, encompassing a wide range of methods, whereas there are methods that are specific in nature. Firstly, the diagnostic methods would be discussed, followed by the methods on how to carry out plans, methods for reflecting on what has been learned and finally how to start a new learning cycle. They are discussed as follows: a) Methods for identifying problems and setting goals: This step is involved with the self-assessment step of the learning cycle and involves many different ways as to how it can be done. The first is the feedback from people, where the trainers are required to gain feedback on their performance from the people surrounding them, their bosses, the participants, friends and family etc., for praise on good work as well as criticisms. It is important to differentiate the good and useful feedback from that which is of no particular use to us. Such as work related feedback from managers and bosses should be paid more attention. The second is learning from incidents, where we critically analyze the incidents that happen to us, whether the outcomes of those incidents were good or bad and whether we performed well in those situations or not. The third source of information for self-assessment can be gained through the use of diagnostic instruments. Such instruments can help better provide us with information regarding our strengths and weaknesses. Diagnostic instruments help identify specific things about ourselves, such as the areas of ourselves we need to or want to work on. b) Methods for finding solutions: There are five different ways in which we can turn what knowledge we have learned about ourselves into proper plans of self-development. Active reading is a very good way to gain information on how others have succeeded to better themselves and how to avoid their mistakes. c) Methods for building competences: d) Methods for reflecting on your development: QUESTION 8: (ANSWER) GROUP WORK METHOD:

QUESTION 9: (ANSWER) SIMULATIONS: Simulation is the imitation of the operation of a real-world process or system over time. The act of simulating something first requires that a model be developed; this model represents the key characteristics or behaviors/functions of the selected physical or abstract system or process. The model represents the system itself, whereas the simulation represents the operation of the system over time. Simulations are and can be very useful when working

with reality. On the other hand it can also have a few disadvantages. These merits ans demerits of simulations are discussed below: MERITS OF SIMULATIONS DEMERITS OF SIMULATIONS Working with reality, managers can try out Expensive to build a simulation model. their skills without disastrous outcomes Expensive to conduct simulation. related to their jobs; only get corrections Sometimes it is difficult to interpret the in their work when using simulations. simulation results. Simulations provide different problem- A large amount of time may be required to solving approaches to be tried out. develop the simulation. Provides an advantage over reality based There is no guarantee that the solution training for managers. obtained will actually be optimal. Simulations provide alternate realities that Simulation is, in effect, a trial and error can take managers away from usual frame method of comparing different policy of reference, therefore see thing inputs. differently and solve problems with far It does not determine if some input which reaching consequences easily. was not considered could have provided a Simulations can help managers realize the better solution for the model. importance of their actions in real life To simulate something a thorough situations and how their actions affect the understanding is needed and an whole organization. awareness of all the factors involved, It provides a cost effective way of without this a simulation cannot be providing skills, knowledge and attitudes. created. Simulations can help change the attitude Simulations have low impact in reality and behavior of the participants involved based training in learning concepts and hence changing the outcome of the how to integrate those concepts. simulations. Simulations have low potential in creating direct impacts and attitude change when concerned with theory based training. EXAMPLES: Flight Simulation Training Devices (FSTD) is used to train pilots on the ground. In comparison to training in an actual aircraft, simulation based training allows for the training of maneuvers or situations that may be impractical, even dangerous, to perform in the aircraft, while keeping the pilot and instructor in a relatively low-risk environment on the ground. For example, electrical system failures, instrument failures, hydraulic system failures, and even flight control failures can be simulated without risk to the pilots or an aircraft. Simulation training can be used to prevent such disasters when training pilots to fly commercial airplanes as well as military ones. Simulation techniques have also been applied to payment and securities settlement systems. Among the main users are central banks that are generally responsible for the oversight of market infrastructure and entitled to contribute to the smooth functioning of the payment systems. Central banks have been using payment system simulations to

evaluate things such as the adequacy or sufficiency of liquidity available to participants (mainly banks) to allow efficient settlement of payments. Simulations are useful in modeling the flow of transactions through business processes, such as in the field of sales process engineering, to study and improve the flow of customer orders through various stages of completion. Such simulations can help predict the impact of how improvements in methods might impact variability, cost, labor time, and the quantity of transactions at various stages in the process.

QUESTION 10: (ANSWER) CASE METHOD: Case Method is a very effective way of teaching regarding the problem-solving and the decision making in management as well as in other areas such as finance and marketing etc. it is also considered to be an effective instrument in management development. The case under discussion is to be prepared first and then discussed with the teacher acting as the facilitator. The case has to be reasoned well so that the correct principles can be derived and the lesson from the case to be learned in an effective way. MERITS AND DEMERITS OF CASE METHOD: There are many different methods of learning and teaching, the case method being one of them, and like any other method it has its pros and cons, that will be discussed below: MERITS DEMERITS The development skills are highly Trainers get a readymade case and are improved and the work is actually more concerned with running its performed rather than just read and discussions smoothly rather than aiming learned. that the learning to change the ingrained behaviors leading to incompetence. Mutual learning is possible through active Cases are simulations, not dealing in the discussions on the case. consequences of any decisions taken Managers help the learners build up their hence no reality in it and focuses on verbal discussion skills by discussing the something that has happened and not case as well as work out on the written what is currently taking place. skills. The analytical skills are improved by trying Taking decisions regarding the situations in a case, the learners have no knowledge to solve the case whether their decisions are correct or not As complete scenarios are provided by the so they have no way to correct where they case, the learners can form a link between make a mistake. practice and theory. Cases are based on actual situations; this Cases are artificially simulated; hence their interpretations may have nothing to do motivates learners to search for best with reality and thus hindering good and possible solutions so they can better deal effective decision making during jobs after with any future such situations. training. The cases are artificially simulated, thus learners are better able to handle a Cases are solved in groups and thus do not

situation that doesnt affect them guarantee the active participation of all personally. members, resulting in unequal learning. Case method betters the firms Members of group at times do not actively management by simulating similar criticize each others findings, hindering scenarios to the firms environment. the way of learning something new. Case method transforms a dry method of In group discussion of cases, the learning into an enjoyable one. individuals are shy of expressing their point of view for fear of being termed as Learners when solving the cases, connects uncooperative. the situations in the case to their own practices, thus providing a better way of Extrovert learners may confidently argue learning by learning how to apply what their findings and provide a number of they learn when solving the case. justifications for their findings though not reasonable, while introvert learners may Case method helps unlearn ingrained have reasonable and quality answers yet behavior leading to incompetence when not be able to effectively argue them. building cases based on their own situations, the managers can see the errors in their practices and how to effectively resolve them. CASE METHOD IN PAKISTANI INSTITUTIONS: The case method of teaching and learning is one of many effective ways of doing so and should be a tool that is actively used in the Pakistani institutions so as to provide a better and enjoyable way of learning and teaching although certain boundaries should be set and precautions taken. Group as well as individual case studies should be taught, group so that the learners can interact better and come up with creative and effective generalizations regarding situations under study and individual so that the introvert can express themselves and those with opposing views can effectively argue their cases. In Pakistani institutions this is a relatively new way of teaching and learning, and an effective way at that, and case method should be an active part of teaching and learning to get better solutions to the increasing problems in the organizations case method should only be a part of it and not the whole way of learning and teaching. The trainers should also develop their own case studies so that there is always something new to learn and not just the old case studies being taught over and over again.