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