Steps to overcome Resistance to Change. Write short notes on different methods of on the job training

Q a. Steps to overcome Resistance to Change.

Ans a. Although change is inevitable it is a common experience that employees resist change whether in the context of their pattern of life or in the context of their situation in the organization. The best eg. Is resistance of employees to computerization. Change of and type requires readjustment. Man always fears the unknown and a change represents the unknown.

Management is said to be an agent of change and has to introduce change successfully. Management has to take the following steps to implement change successfully.

Participation of Employees: Before introducing any change the employees should be consulted and the purpose of change should be made known to them. Sufficient time should be given for discussing the pros and cons to the employees.

Planning for Change: The change should be planned by the Management. Employees should get an opportunity for planning and installing the change. This will help the group affected to accept and understand the need for change.

Protecting Employees Interest: Management should ensure that employees are protected from economic loss, loss in status or personal dignity.

Group Dynamics: Group dynamics refers to the ever changing interactions and adjustments in the mutual perceptions and relationships among members of the groups. Such associations are powerful instruments which facilitates or inhibit adaptation to change. The management has to positively articulate such groups.

Cautious and Slow Introduction: The HR manager should cautiously and slowly introduce change. He should not suddenly and abruptly introduce change. He must aim bring about awareness of change and construct an attitude of welcoming change. Change must be introduced in sequential parts, the results must be reviewed and required adjustments have to be if required.

Positive Motion: The HR Manager should use the policy of positive motivation to counteract negative resistance. Proper training and technical knowledge should be imparted to the employees. The leadership style would be supportive and human oriented.

Sharing the Benefits of Change: Any change whether technical, social or economic will least resisted by the employees if the management permits the employees to share the benefits which will arise out of change.

Training and Development: Based on the change the job should be redesigned. Management should train the employees before hand and prepare the employees to invite change. Normally trained and developed employees will not resist change. They would feel empowered with their enriched skills and knowledge.

Career Planning and Development: The HR Manager should plan careers of employees, move them to higher levels and develop them.

Organisation Development: HR Manager should also look into the psychological and behavioural areas of the employee with a view to achieve organizational effectiveness. Employees with enriched behaviour welcome change.

 b. Write short notes on different methods of on the job training.

Ans b. On-the-job training, also known as job instruction training is the most commonly used method. Under this method the individual is placed on a regular job and taught the skills necessary to perform the job. The trainee leans under the supervision and guidance of a qualified worker or instructor. On the job training has the advantage of giving first hand in knowledge and experience under the actual working conditions. While trainee learns how to perform a job, he is also a regular worker rendering the services for which he is paid. On the job training includes job rotation, coaching, job instruction or training through step by step and committee assignments.

a. Job Rotation: This type of training involves the movement of the trainee from one job to another.

The trainee received job knowledge and gains experience from his supervisor or trainer in each of the

Different job assignments. Though this method of training is common in training managers for general

Management positions, trainees can also be rotated from job to job in workshop jobs. This method

Gives an opportunity to express his own ideas.

b. Coaching: the trainee is placed under a particular supervisor who functions as a coach in training the           individual. The supervisor provides feedback to the trainee on his performance and offers him some suggestions for improvement. Often the trainee shares some of the duties and responsibilities of the coach and relieves him of his burden. A limitation of this method is training is that the trainee may not have the freedom or opportunity to express his own ideas.

c. Job Instruction: This method is also known as training through step by step. Under this method the trainer explains to the trainee the way of doing jobs, job knowledge and skills and allows him to do the job. The trainer appraises the performance of the trainee, provides feedback information and corrects the trainee.

d. Committee Assignments: Under the committee assignment, a group of trainees are given and asked to   solve an actual organizational problem. The trainees solve the problem jointly. It develops team work.