HUMAN RESOURCE MANAGEMENT

Assignment:
COMPREHENSIVE STUDY PROGRAM TO ADOPT
Management Information System (MIS)

Group No. 2:

Akshay Bhargava B006

Anamika Sharma B008
Nitisha Agarwal B039
Abhay SK B002
Neha Sakuja B033
STEP 1: Training Need Analysis (Akshay Bhargava)

MIS is defined as an integrated system of man and machine for providing the
information to support the operations, the management and the decision making function in
the organization. Computer-based or manual system transforms data into information useful
in the support of decision making.

The Management Information Systems has three objectives to assess learning to employees
and the organisation:
 Understand the leadership role of MIS in achieving business competitive advantage
through informed decision making.
 Analyse and synthesize business information and systems to facilitate evaluation of
strategic alternatives.
 Effectively communicate strategic alternatives to facilitate decision making.

Need Analysis:

a. Organisational Analysis – The Company is working on old software such as Tally which
isn’t now able to handle the large amount of data. To overcome the same and move to new
software, company is moving towards implementing new MIS system.

b. Gap Analysis: There is a significant gap between expectations on the process flow
followed in the company and data driven to prepare reports. To ensure a smooth flow of raw
data to formal report form, this MIS software training to employees will help in increasing
the efficiency.

c. Operational Analysis: With the implementation of new MIS system, data and process will
be less error prone and more accurate, also the employees can create reports taking more
informed decisions.

The following training needs will be fulfilled by MIS:

User Uses

Clerical personnel Handle transactions, process input data and answer inquiries

First-level Obtain operations data.

managers Assistance with planning, scheduling, identifying out-of-control
situations, and making decisions

Staff specialists Information for analysis.

Assistance with analysis, planning and reporting

Management Regular reports, Adhoc retrieval requests, reports and analyses.

Assistance in identifying problems and opportunities.
Assistance in decision-making analysis.
Benefits of MIS Project:

To the company:
 Accurate Data to Identify Non-performing Areas,
 Knowledge of Software and thus skilled workforce,
 Enhanced Business Productivity with implementation of Software,
 Lower Labour Turnover
 Enhances Export performance
 Increases Reputation of the firm as usage of MIS reduces errors in the processes.

To the end user:

 More employment opportunities
 Higher salaries
 Improved Skill Level and thereby higher customer satisfaction.
 Ease of measurable output report.

STEP 2 - Design & Development (Anamika Sharma)

To attain the objectives of MIS implementation, the curriculum needs to be designed in very
clear and concise manner.

The topics that needs to be covered here are -

1. Building the analytical competency
2. Building socio-cultural competency
3. Building communication competency

Sl. Topic Sub Topics Learning Objectives

No.

To enable Critical To effectively explore issues, ideas, and

thinking events before accepting or formulating
conclusions.

To build To reason and solve quantitative problems

Quantitative from an array of authentic contexts and
Building reasoning create sophisticated arguments supported
1 Analytical by quantitative evidence.
Competency
To have To be able to identify, locate and evaluate
Information that information in an effective and
Literacy responsible manner for the problem at
hand

To facilitate To critically analyse and engage complex,

Global learning interdependent, global systems and to
Building Socio evaluate their implications for social and
2 cultural market contexts.
 Competency To have ethical To recognize ethical issues in a variety of
reasoning settings and consider the ramifications of
alternative actions.

To learn Spending more time to learn tasks,

Teamwork interactions with others, and the quantity
effectiveness and quality of contributions to team
discussions.

To improve To prepare and deliver purposeful

Verbal presentations designed to increase
3 Building communication knowledge, foster understanding, and
Communication promote change to the listeners' attitudes,
competency values, beliefs, or behaviours.

To improve To develop and professionally express

Written ideas in writing across multiple genres
communication using business technologies.

After setting the objective of the training program, the following parameters have to be also
considered for designing the program -

1. Delivery mode. A variety of delivery methods have to be used in MIS training. They are-

a) Computer based training

b) Simulated environment training

c) Behavioural modelling

d) Team training

e) Virtual classrooms

f) Hands on job training

2. Delivery style. The training is instructor led since it is an introduction of new technology.
Discussions and interactivity in conjunction with this training will be done to combat any
doubts regarding the use of MIS and help in familiarising the people with the new
environment

3. Audience. This training is the part of all domains of the company. There will be separate
training for managers and executives across all domains of the company.

4. Content. A comprehensive content manual will also be shared with the learners of this
course apart from teaching them the nitty-gritty of MIS
5. Measuring effectiveness of training. To know the effectiveness of the program following
methods will be used-

a) Reaction and feedback form

b) Testing their learning

c) Behavioural change

STEP 3: Implementing the Training Program (Abhay S K & Nitisha Agarwal)

Many organizations have extensive training programs that cover all aspects of technical and
soft skills. These trainings are conducted in such a way that employees get a mandatory
number of hours of training every quarter or year. This is done to ensure that employees are
enabled to perform their job duties to their potential. However, an aspect that needs
elaboration is that more often than not, the training programs need to be implemented
according to a rational consideration of training needs and moreover these training programs
need to be evaluated for assessing their effectiveness. The point here is that training programs
are conducted often without a clear articulation of training needs as well as not being
implemented according to a set pattern.

Implementation of the training methodologies for-

1. Analytical Competency
2. Socio Cultural competencies.
3. Communication Competency

Analytical Competency:

Computer-Based Training (CBT) involves the use of a personal or networked computer for
the delivery and access of training programs. CBT can be synchronous and asynchronous, as
well as online, web-based, mobile, and distance learning. CBT is particularly useful when
training learners on a specific computer application, but can also be built to train learners on
general knowledge or skills. The greatest disadvantage of CBT is that it is expensive to
develop and deliver, especially for smaller groups of students. CBT can be more cost efficient
when designed to train a larger number of students. CBT involves the interactive way of
training the employees on the various sub elements of the Analytical Competency. The CBT
will have the scenarios depicted in the form of animations, videos, graphics, photos and
Audio-Visual modules. The increasingly realistic and interactive multimedia content makes
the training more appealable. The mathematical or quantitative problems solving techniques
with appropriate reasoning or supporting arguments will help build this Quantitative
reasoning Competency.
Collection of appropriate data to draw the conclusions from the arguments or reasoning’s will
help build the Information Literacy. A simulated environment supplementing the variation of
quality of data to the output results will train the employees on importance of the
identification and evaluation of information. A blended learning with manuals or web based
seminars will best suit the trainee to acquire the competency.
Socio Cultural Competency:

Sociocultural competence has become a significant part of foreign language teaching. There
are a number of different theories of sociocultural competence, which mostly reveal the
interdependence of culture and language and draw some implications for language teaching.
Sociocultural competence can be defined as the employees’ ability to accomplish proper
cross-cultural communication, describes a person with some degree of sociocultural
competence as someone, who is able to see relationships between different cultures - and is
able to mediate, that is interpret each in terms of the other, either for themselves or for other
people. It is also someone who has a critical or analytical understanding of their own and
other cultures, someone who is conscious of their own perspective, of the way in which their
thinking is culturally determined, rather than believing that their understanding and
perspective is natural. In the approach of sociocultural competence is represented in
knowledge of the language, knowledge of national culture, and the norms of behaviour.

Global learning takes into consideration the various cultural aspects of the work involved in
an organisation. The ethical aspects of reasoning are very important during decision making
process while using the MIS. Behavioural Modelling takes care of these learning’s in the
form of Modelling, Role-Playing, Social reinforcement and Transfer of Training. This will
enable the trainees to take the right path or way of doing something (Model), Practice in the
most apt way which fits their learning style, giving and accepting feedbacks and putting it in
their work.
The ultimate goal of any training and development program is to strengthen an employee
individually and who in turn contributes to the organisation by working in a team. And hence
their effectiveness is important. The team training program will take care of the technical
trainings wherein the management encourages team employees to do different tasks or jobs
than their own. Doing a cross training will help understand the team dynamics and value
each others work. The interpersonal skills training such as in listening, handling conflict, and
negotiating all comes from the team management skills.The aim is to foster trust and
cooperation among trainees.
Communication Competency:

It is crucial to communicate effectively in negotiations to ensure you achieve your goals.

Communication is also important within the business. Effective communication can help to
foster a good working relationship between staffs, which can in turn improve morale and
efficiency. The virtual classrooms will help the trainees to join in the discussion through
their device and learn with the content shared and the peers in the forum. This classroom
which has the training module and the collaborative peer forums helps the trainee to engage
himself in the verbal and written communications. It can be categorized into the lifelong
learning training model, since this is a basic skill which will provide the employees with
continuing learning experiences over the tenure with the firm, with the aim of ensuring they
have the opportunity to learn the skills they need to do their job and expand their horizon.

STEP 4: Evaluation (Neha Sakuja)

Assessing an employee's competencies involves a lot more than simply administering an

exam or measuring certain skill sets. To gain a comprehensive view of employee
competencies, a variety of methods must be used, ranging from observation and testing. We
will use the Kirkpatrick model with 4 levels to measure the effect of training of MIS system.

Level 1: Reaction

In what ways participants liked the program / training? How participants feel?
The objective for this level is straightforward; it evaluates how individuals react to the
training model by asking questions that establishes the trainees’ thoughts. Questions will
figure out if the participant enjoyed their experience and if they found the material in the
program useful for their work. This particular form of evaluation is typically referred to as a
“smile sheet.” We will be able to measure the significance of the training as per the
participants and as to whether they think that it can be impactful for the organization in their
business strategy. For collection of reaction data, a survey form will be distributed.

Data Collection Method

We will arrange for the data by floating an RMS (Reaction Measuring Survey). The
following areas will constitute feedback:
a) Were the objectives communicated effectively?
b) Was the course material relevant?
c) Was the trainer effective?
d) Were the resources provided, enough for proper training?

Responsibility of Data Collection

The HR manager takes the responsibility of collecting the data.

Feedback Form
This survey is anonymous and will be used in improving the training process in the future.
Please ensure that all your responses are accurate and honest. For each statement, mention the
number in rating column that best describes the magnitude of your agreement or
dissatisfaction with that statement using the following scale.

Rating Scale:

Strongly Agree 5

Agree 4

Neutral 3

Disagreed 2

Strongly Disagree 1

Was the training on the new MIS system a valuable use of your time?

According to you, was the training successful?

What were the biggest advantages of the training?

What are the areas of improvement?

What did you like / dislike about the facilities of the training centre?

How did you feel about the presentation style and the instructor?
Did the training accommodate your personal learning style?

Was it challenging enough?

Was the course material sufficient?

Was the course material easily navigable?

The training had a well-planned structure.

You will recommend this program for the newly joined employees.

The duration of the program was optimal.

The training had a well-planned structure.

Overall program:

Overall how would you rate the training process (mark one): (1) Poor (2) Fair (3) Good (4)
Very Good (5) Excellent

The length of the training process was (mark one): (1) Optimal (2) Long (3) Short

What were the three most important things you learnt from the session?

What was the worst experience of the process?

What was the best experience of the process?

Level 2: Learning

New skills / knowledge / attitudes? What was learned? And what was not learned?

In order to measure how much attendees learned from the training, we started by establishing
a base of their knowledge. The best practice we figured out was to conduct a test before the
training takes place. This will allow us to assess and evaluate how much knowledge
participants have when they go into the training session. The test is done to determine the
skill levels and attitudes of the participants. When the training ends, the participants are tested
again. We then compare the results of the tests from before and after the training. This reveals
the change in knowledge, skills and attitude from before and after.

We would conduct the following tests:

• Quizzes: This would help in gauging the proficiency level of the staff and their level of
learning the IT skills required to learn the system.
• Exercises: Here, we will break the group into teams and give them small projects to do
which involves the use of MIS. Document the entire thing and read through it to find out
what all measures are to be taken.

The candidates will be judged based on the kind of scores they receive in the tests.
Level 3: Behavioural Change

Was the learning being applied by the attendees?

The third level of the Kirkpatrick Model for training evaluation is to determine to what extent
participants change their behaviour back in the workplace as a result of the training. In other
words, this level of evaluation assesses how employees apply the skills and knowledge
acquired in training when they get back to work. It is important to keep in mind that Level 3
of the Kirkpatrick Model is not totally dependent on the first two levels of measurement. In
other words, if employees do not apply what they learned in training to their daily job tasks,
this does not necessarily mean that the training failed at Levels 1 and 2 of the model. Other
factors can affect whether or not the employees apply what they’ve learned. First, the
manager or supervisor can prevent employees from changing the way they do their jobs, even
though the top management requires it. Second, employees might not have a desire to change
their behavior. Both of these attitudes can prohibit the employee from application portion of
the training process.

Of all the levels, Level 3, which measures behaviour, can be the most difficult to measure
effectively. While the first two levels of the Kirkpatrick Model can provide immediate
responses and results, measuring behaviour requires more of a long-term approach.
It will weeks or even months to measure the behaviour changes of employees that result from
attending the MIS training sessions.
Some of the questions we considered posing as part of evaluating Level 3 include:
● Have the participants applied any of what they learned to do their jobs?
● Are the training participants sharing the knowledge, skills, or attitudes they picked up from
training with their fellow employees that did not attend the training?
● Is there awareness among trainees that their behaviour is different?
● Have they become more efficient / less efficient in doing their work, reaching their
deadlines?

Level 4: Results

What are the final results of the training?

This will provide an insight into how the training materialized in terms of monetary gain. It
will help our organization in making the decision about adapting newer variations of MIS in
future. It is imperative that training conducted addressed this concern and had a positive
impact on the revenues. However, indicators of improved business outlook may not be visible
immediately after the training is completed. It may be visible over time. Successful
completion of the training will improve the employee skills which can be viewed in increased
production rates, improved decision making, improvement in bottom-line and overall
profitability of the business.