LEARNING AND INSTRUCTIONAL SETPS

1.describing terminal behaviour
2.analysis of concept in terms of attribute and attribute values
3.provide useful verbal mediators
4.provide positive and negative example of concept
5.provide occasions for students response and the reinforcement of these responses

6.present the example in close succession or simultaneously
7.assess the learning of the concept

THEORIES OF TRANSFER OF LEARNING

THEORIES OF TRANSFER OF LEARNING

1.theory of mental discipline
2.theory of identical elements
3.theory of generalization
4.theory of general and specific ability


FACTORS INFLUENCING TRANSFER OF LEARNING

1.similarity and proximity
2.nature and selections of subject matter
3.practice
4.proximity
5.capability of generalization
6.power of retention
7.teaching method
8.attitude towards subject matter
9.degree of mastery of the content
10.organization of subject matter
11.deliberation of subject matter

MOTIVATION

IMPORTANCE OF MOTIVATION

1.determinant of performance
2.higher productivity
3.quality oriented
4.willingness to works
5.law employee,turnover 
6.acceptance of organizational change
7.realizing organizational goals


MASLOW'S HIERARCHY OF MOTIVATION

1.physiological needs
2.safety needs
3.social needs
4.esteem needs
5.self actualization needs

CHARACTERISTICS OF CLASSICAL CONDITIONING LEARNING

CHARACTERISTICS OF CLASSICAL CONDITIONING LEARNING

1.stimulus generalization
2.stimulus discrimination
3.extinction
4.spontaneous recovery
5.higher order conditioning


EDUCATIONAL IMPLICATIONS OF CLASSICAL CONDITIONING THEORY

1.teaching and learning of emotional responses
2.training
3.removing special fear
4.relation between stimulus and response
5.breaking of bad habits
6.developing good habits
7.learning and teaching verbal association


EDUCATIONAL IMPLICATION OF TRAIL AND ERROR LEARNING

1.prepare for ready to learn
2.emphasis on exercise to strengthen the learning
3.create pleasant environment in learning
4.integrated approach in teaching
5.diversification in method of teaching
6.use of feedback

GENERAL CHARACTERISTICS OF LEARNING

GENERAL CHARACTERISTICS OF LEARNING

1.learning is life long process
2.learning is  an essential process for man
3.learning is continuous process
4.learning is universal
5.learning is development & adjustment process
6.learning is organization of experience
7.learning is a product of environment
8.learning is adjustment of environment
9.learning is based on maturation
10.learning is purposive
11.learning is discovery                                                                                     
12.learning is an active process
13.learning is both process and product                                                       


EMOTIONAL FACTORS                        
                                                          
FACTORS AFFECTING EMOTIONAL BEHAVIOURS

1.family or social environment
2.poor health
3.intelligence level
4.fatigue


FEATURES OR CHARACTERISTICS OF EMOTIONAL BEHAVIOURS

1.emotion shows excitement
2.emotion is related to physical and mental activities
3.emotion cannot be covered

4.emotions are changeable
5.emotional behaviours and different
6.the use of emotions


PRINCIPLES OR STAGE OF LEARNING      

1.reinforcement
2.punishment
3.generalization
4.discrimination
5.active involvement
6.motivation                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                      

CHARACTERISTICS OF ADULTHOOD

CHARACTERISTICS OF ADULTHOOD

1.adulthood is the setting down perid
2.adulthood is the reproductive age
3.adulthood is the problematic age
4.adulthood is the period of emotional tension
5.adulthood is the period of social isolation
6.adulthood is the time of commitments

CHARACTERISTICS OF ADOLESCENCE

CHARACTERISTICS OF ADOLESCENCE

1.adolescence is the threshold of adulthood
2.adolescence is a transitional period
3.adolescence is a time of searching identity
4.adolescence is a period of change
5.adolescence is a dreaded age
6.adolescence is a problem age
7.adolescence is the age of day dreaming
8.adolescence is an important period

RELATION BETWEEN MATURATION AND LEARNING

RELATION BETWEEN MATURATION AND LEARNING

1.maturation is the infrastructure of learing
2.development is the result of maturation and learning
3.maturation and learning cannot be separated
4.maturation and learning set the limit of development
5.maturation is meaningless is the absense of learning
6.maturation provides the raw materials for learing

MEANING DEFINITIONS AND NATURE OF PSYCHOLOGY

CHANGING CONCEPT OF PSYCHOLOGY

1.psychology as the science of soul
2.psychology as the science of mind
3.psychology as the science of consciousness
4.psychology as the science of behaviour

OBJECTIVES OF PSYCHOLOGY TO THEORY OF EDUCATION

1.to understanding the nature of classroom learning
2.to understanding developmental characteristics
3.in isolating effective teaching methods
4.to identify individual differences
5.to identify problem of children
6.knowledge of mental health
7.for conducting research
8.to measurement of learning out come
9.to understanding group dynamic


OBJECTIVES OF PSYCHOLOGY TO PRACTICE OF EDUCATION

1.objectives in using teaching materials
2.help to make co-curricular and extra-curricular activities to effective
3.help to write ,production and use to textbook
4.help the school administration and classroom management
5.to solve the problems of discipline
6.to manage time table and proper use
7.use of innovations
8.construction and use of education plan

COMPENSATION MANAGEMENT

COMPESATION MANAGEMENT
Acc. Michael Armstrong ,"compensation management is essentially about designing, implementing and maintaining pay systems which help to improve organizational performance."

TYPES
direct compensation
a.pay
b.incentive
indirect compensation
a.benefits
b.services


DETERMINANTS OF COMPENSATION
external factors
1.legal consideration
2.market rate
3.equity
4.cost of living
5.union pressure
 internal factors
1.objectives of compensation
2.compensation policies
3.job evaluation
4.employee productivity


METHODS OF ESTABLISHING EMPLOYEE COMPENSATION
1.job analysis
a.job description
b.job specifiaction
c.job performance standards
2.job evaluation
a.job ranking methods
b.job grading method
c.factor comparison method
d.point system
3.compensation survey
a.published surveys
b.consultants
c.advertisement and applicants
d.informal communication
4.pricing of job


CURRENT TRENDS IN COMPENSATION
1.skill-based pay
2.broadbanding
3.equality


INCENTIVE PLANS
Acc. Wendell French ,"incentive plans provide financial or non-financial rewards to employees who make substantial contributions to organizational effectiveness."


FORMS OF INCENTIVE PLANS
1.individual incentive plan
a.piecework plan
b.commission plan
c.bonus plan
2.group incentive plan
3.organizational incentive plan
a.productivity gain sharing plan
b.profit sharing plan
c.suggestion plan
d.employee share ownership plan


UNION INFLUENCE ON COMPENSATION PROGRAMMES 
1.collective bargaining(samuhik saudabaji)
2.compensation system
3.industrial actions

EMPLOYEE DISCIPLINE

DISCIPLINE
Acc. Gary dessler ,"discipline is a procedure that corrects or punishes a subordinate because a rule or procedure has been violated."


TYPES OF DISCIPLINARY PROBLEMS
1.attendance-related problems
2.job behavior-related problems
3.dishonesty-related problems
4.outside activities-related pbm
5.outside activities-related pbm


GUIDELINES IN ADMINISTERING DISCIPLINE
1.corrective
2.progressive
3.hot stove rule:McGregor's rule
4.opportunity for explanation


DISCIPLINARY ACTIONS
1.oral warning
2.written warning
3.suspension
4.pay cut
5.demotion
6.dismissal(khosuwa)

PERFORMANCE APPRAISAL and REWARD MANAGEMENT

Acc. Wayne Cascio ,"performance evaluation is a review of the job-related strengths and weakness of individual or a team in an organization."


PROCESS OF PERFORMANCE APPRAISAL
1.set performance standards
2.communicate standards
3.measure actual performance
4.discussion
5.corrective actions

USES OF PERFORMANCE APPRAISAL
1.performance feedback
2.reward management
3.training and development
4.promotion,transfer,termination
5.validation of selection tests
6.supervisory understanding
7.career planning and succession planning
8.policy formulation


METHODS OF PERFORMANCE APPRAISAL
job standard-oriented methods
a.essay method
b.check-list method
c.forced distribution method
d.graphic rating scale method
e.critical incident method

comparison-oriented methods
a.alternative ranking method
b.paired comparison method


REWARD MANAGEMENT
Acc. Michael Armstrong ,"reward system is essentially about designing ,implementing and maintaining pay systems which help to improve organizational performance."
pay
benefits
services
job-related reward


TYPES OF REWARD
1.intrinsic and extrinsic reward(antarik ra bahya)
intrinsic reward
a.interesting job
b.responsibility
c.job freedom
d.growth opportunities
e.participation
f.diversity in activities
extrinsic reward

2.financial and non-financial reward
financial reward
a.performance-based financial reward
b.membership-based reward
non-financial reward
a.status-based(maryada)
b.privilege-based (besesadhekar)


QUALITIES OF EFFECTIVE REWARDS
1.improtant
2.equitable(samatamulak)
3.visibility
4.flexibility
5.competitive
6.cost effective

TRAINING

TRAINING
Acc.gary dessler"training refers to the methods used to give new or present employees the skills they need to perform their jobs."

OBJECTIVES OF TRAINING
1.increase capabilities
2.develops positive attitudes
3.increase productivity
4.socialization
5.develop future potential


BENEFITS OF TRAINING
1.competency development(chyamata)
2.productivity improvement
3.better communication
4.career development
5.change management
6.improved labour relations
7.reduced supervisory burden


DETERMINATION OF TRAINING NEEDS
organizational level
task level
individual level


METHOD DETERMINING TRAINING NEEDS
1.management audit
a.environmental analysis
b.objectives, strategies, structure
2.task analysis
a.collect task-related information
b.establish performance standards
c.determination training
3.performance analysis
a.organizational performance analysis
b.employee performance analysis
4.supervisory recommendation
5.training need survey
a.individual survey
b.group survey
c.competency survey


TRAINING METHODS
on-the-job training methods
a.apprentice training(sikcharthi)
b.internship training
c.job instruction training

ADVANTAGE OF ON-THE JOB
1.learning
2.motivation
3.low cost
4.multi-skilling
5.use

DISADVANTAGE OF ON-THE JOB
1.work distrubance
2.low productivity
3.damage

OFF-THE-JOB TRAINING
1.lecture/conference
2.simulation
3.programmed instruction
4.experiential learning

EVALUATION OF TRAINING EFFECTIVENESS
1.setting training standards
2.measure performance
3.analysing deviations
4.corrective actions

CRITERIA(adhar)
1.reaction
2.learning
3.work behaviour
4.result

METHODS OF TRAINING EFFECTIVENESS EVALUATION
1.observation
2.test-retest
3.pre-post performance
4.experimental control group
5.trainee survey
6.cost effectiveness analysis

MANAGEMENT DEVELOPMENT
Acc.Gary Dessler ,"management development is any attempt to improve current or future management performance by imparting knowledge, changing attitudes or increasing skills."


OBJECTIVES OF MGMT. DEV'P
1.increase managerial capabilities
2.foster team work
3.facilitate environmental adaptation
4.improve managerial decision making
5.facilitate managerial succession
6.managerial job satisfaction


TECHNIQUES OF MGMT. DEV'P
1.on-the job techniques
a.coaching
b.understudy(ohoda jimmewori)
c.job rotation method
d.planned job assignment

2.off-the-job techniques
a.lecture/seminar/study
b.simulation
c.sensitivity training
d.transactional analysis


TRAINING AND DEV'P PRACTICES IN NEPALESE ORG.
1.needs assessment
2.training techniques
3.training institutions
4.management development

TRAINING AND DEVELOPMENT

LEARNING
Acc.Michael armstrong" learning is concerned with an increase in knowledge or expansion of existing skills."

change
behavior
permanency
outcome


PROCESS OF LEARNING
1.stimulus(autejana)
2.response
3.motivation
4.reward


HUMAN RESOURCE DEVELOPMENT
Acc.Decenzo and robbins" human resource development is concerned with preparing employees to work effectively and efficiently in the organization."

training
management development

IMPOTANCE HUMAN RESOURCE DEVELOPMENT
1.improve competencies
2.enhance effectiveness
3.enhance team work
4.career development
5.increase job satisfaction
6.improved decision making
7.change and conflict management
8.succession planning
9.environmental adaptation

METHODS OF RECRUITMENT

Internal methods
1.job poting
2.employee referrals(sefares)
3.human resource inventory

External methods
1.advertisement method
2.educational institution placement
3.internet search
4.employee referrals(cefares)
5.contract method


SELECTION
Acc. Wendell french " selection is the process of choosing among people who apply for work an organization".

SELECTION PROCESS
1.application evaluation
2.preliminary interview
3.selection tests
4.selection interview
5.physical examination
6.hiring decision

TYPES OF SELECTION TESTS
1.ability tests
aptitude test
achievement test
intelligence test
2.personality test
interest test
attitude test
3.situational test
4.honesty test


INTERVIEW
1.preparation
2.conduct
3.termination
4.evaluation

TYPES OF INTERVIEW
1.structured interview
2.unstructured interview
3.semi-structured interview


SOCIALIZATION
Acc.Decenzo and robbins" socialization refers to a process of adaptation that takes place as individuals attempt to learn the values and norms of work roles."

PROCESS OF SOCIALIZATION
1.pre-arrival stage
education and trainning
prior job experience
recruitment process
selection process
2.encounter stage
3.metamorphosis stage(rupantaran)

RECRUITMENT
Acc. Edwin flippo."recruitment is the process of searching for prospective employee and stimulating them to apply for the jobs."


SOURCE OF RECRUITMENT

1.internal source
a.promotion form within
b.transfer
c.rehire
d.job rotation

ADVANTAGES
1.better selection
2.high morale(manobal)
3.adaptability
4.human resource development
5.commitment

DISADVANTAGES
1.limited choice
2.limited opportunities
3.favouritism(pachyapat)
4.seniority-oriented

EXTERNAL SOURCES
1.employment exchange
2.private employment agencies
3.educational institutions
4.professional associations
5.trade union

ADVANTAGE
1.quality human resources
2.fresh talent
3.environmental adaptaiton
4.balanced mix
5.fairness

DISADVANTAGE
1.high cost
2.low morale(manobal)
3.socialization problem
4.worng selection

USE OF H.R. INFORMATION SYSTEM

1.development of human resource inventory
2.human resource forecast
3.human resource development
4.job analysis


BENEFITS OF SUCCESSION PLANNING

1.internal resource mobilization
2.career development planning
3.predetermination of needs
4.right person in right place


H.R.P. PLANNING IN NEPALESE ORG.

1.poor tradition of HR planning
2.lack of assessment of current HR
3.mismatch of demand and supply forecast
4.overstaffing
5.private sector neglect
6.lack of strategic thinking

RELATION HRP AND HRS

types of relationship

1.follower relationship
2.partnership role


APPROACHES TO HRP

1.top down approach
2.bottom up approach
3.mixed approach
4.team approach

HRP PROCESS

1.assessing current human resources
a.human resource inventory
b.human resource infromation system
c.job analysis

2.forecasting human resource demand
a.external environmental forces
b.organizational objectives
c.business plan
d.succession plan(utaradhekari)
e.work force factors

3.forecasting human resource supply
a.internal sources of supply
b.external sources of supply


4.matching demand and supply

5.preparation of human resource action plans
a.recruitment action plan
b.development action plan
c.retention action plan
d.redundancy action plan
e.succession action plan

HUMAN RESOURCE PLANNING

Acc. Wendell french "human resource planning is the process of assessing an organization's human resources needs in relation to organizational goals and making plans to ensure that a competent, stable workforce is employed."

CHARACTERISTICS OF HRP

1.goal-oriented
2.future-oriented
3.quantitative and qualitative
4.time horizon
5.part of corporate plan
6.part of acquisition function
7.system


IMPORTANCE OF HRP

1.uncertainty reduction
2.objective focussed
3.environmental adaptation
4.acquisition of human resources
5.human resource development
6.utilization of human resources
7.helps coordination
8.human resource control
9.improve labour relations


HUMAN RESOURCE STRATEGY

Acc. Gary dessler " human resource strategy means to accept human resource function as a strategic partner in the formulation of a company's strategies as well as in the implementation of those strategies."

CHARACTERISTICS OF HRS
1.long-term horizon
2.goals-oriented
3.competitive advantage
4.environmental adaptation
5.integrated approach( akekrit)

JOB SATISFACTION
Acc. Newstrom and davis" job satisfaction is a set of favaourable or unfavourable feelings with which employees view their work."


FACTORS RELATED TO JOB SATISFACTION

1.pay
2.job
3.promotion
4.supervision
5.work gorup
6.working conditions

IMPORTANCE OF MOTIVATION


1. understand employee behavior
2. productivity improvement
3. quality improvement
4. employee retention (esthaetyo)
5. creativity promotion
6. employee factors


MOTIVATION THEORIES

ERG theory:Clayton Alderfer
1.need for existence
2.relatedness needs
3.growth needs

Achievement theory:David Mccelleland
1.need for achievement
2.need for affiliation(sambandha)
3.need for power

Equity theory: J. stacy adams
1.self-inside
2.self-outside
3.other-inside
4.other-outside

Expectancy theory:Victor vroom
1.effort-performance relationship
2.performance-reward relationship
3.reward-presonal goals relationship

Goal setting theory:Ed locke
1.commitment to goals
2.self-efficancy
3.cultural adaptability

MOTIVATION

Acc. Decenzo and Robbins " Motivation is a an individual's willingness to exert extra effort to achieve the organization's goals."


CHARACTERISTICS OF MOTIVATION

1. Psychological process
2. Continuous process
3. Complex
4. Goal-Directed
5. Whole person
6. Situational
7. Variety (vennata)

TYPES OF MOTIVATION

1. Extrinsic (baheya)
2. Intrinsic (antarik)
a. job enrichment
b. participantion
c. management by objectives