Introduction To Human Resource Development

Success of any business enterprise depends on the strengths of its human resources. In simple terms, employees of a business organization are the key factors responsible for providing success to the firm (Docherty and Nyhan, 2012). Nonetheless, as a matter of fact, in spite of being successful, every business organization needs to develop its human resources in continual basis for getting betterment in the role.



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However, ABC is the chosen small business enterprise in the current scenario, where human a resource function does not exist. And the chief executive officer deals with all issues herself. Therefore, she has opted to implement a human resource management in her firm. This report will explain various roles and responsibilities of human resources in the selected business organization.

Task 1 Learning theories and learning styles

1.1Comparison of different learning styles

As a small business enterprise, ABC limited chief executive officer does not have enough ideas and skills to manage her human resources or staff members (Price, 2011). Therefore, in order to develop her organization in terms of staff members, she needs to go through thorough analysis of different learning style through the help of which she can appoint a human resource manager to develop human resource management system. However, there exist numbers of learning styles that can be used by HR manager of ABC Ltd. They are explained in tabular format below:

Activists- Activist is a learning style where employees engage themselves in each and every activity conducted in the firm. Staff members of the firm seeks to find out new tricks to get rid of challenges they are tackling with on daily basis and simultaneously learn new skills to develop themselves.

Theorists- In this learning style, employees approach key areas or reasons behind the every logic implemented in the firm. Such type of employees always tries to find out actual reason for every theory (Stredwick, 2013).

Pragmatists- Employees are always ready to implicate each and every new technique implemented in the firm. They want to be the part of every activity of the business organization. In this learning style, employees are likely to come up with any kind of challenge before them.

Reflector- Employees in this learning approach acts passively and are not so quick in implementing new skills but approach opportunities for getting more better results.

1.2 Role of learning curve

Learning refers to consistent improvement or enhancement on performance of employee through regularly practicing a single task (Luthans, Youssef and Avolio, 2006). It can also be said that, learning curve is the graphical representation of the increase of learning with experience. However, learning curve can be explained in two different ways such as, a same task is repeated for number of times to gain efficiency in that work and where a body of knowledge has got learned over time.

Significance of learning curve in transferring knowledge

ABC is small business enterprise where skilled employees are required to transfer their knowledge with others. However, such transfer f knowledge and skills can be easily done through the help of learning curve. In order to transfer this knowledge, methods like on-the-job and off-the –job training are used by the cited organization which can be so useful at the end (Mello, 2014).

Effects of learning curve

The main of learning curve in the cited business firm is not mere communication between skilled and unskilled staff but it also includes actions taken by both the parties in lieu of transferring knowledge and skills from one end to another. Here, it is very crucial for learners to try each and every attempt with their full potentiality. As this is the only way through which employees can improve and develop themselves in order to cope up with uncertain conditions like change management.

1.3 Contribution of learning styles in a training event

Learning styles and theories are beneficial for business organizations in terms of achieving conceptual framework in attaining new objectives and requirement. But it is also very important to know for the firm that which learning style will suit them in the best manner. There are number of learning styles in business organizations but ABC Ltd should adopt only those learning style through which, employees can learn faster in different conditions (Docherty. and Nyhan, 2012). It is therefore, very necessary for ABC Ltd that before conducting the training event, managers should compulsorily select the best learning style as well as learning theory in order to meet goals and objectives.

Another important thing to be considered is that, ABC limited is not restricted to use a single learning style or theory but managers can go for number of styles. As a result, it results in more valuable outcomes and the CEO of ABC Ltd can find it easy to target new objectives. Through the help of learning styles and theories, ABC Ltd can improve its key areas like leadership management or decision making system. In nutshell, it can be observed that all these needs and requirements point out towards different characteristics of training and development necessities. On the other hand, learning theories states various learning types, structures and theoretical explanations and learning styles demonstrates that effectiveness of learning for achieving objectives in the most appropriate manner.

Task 2 Planning and designing training event

2.1 Comparison of training needs at different levels

AS ABC Ltd is a small business enterprise, it requires training needs at different level, that have been discussed below in tabular format:

  • Management level
  • Customer service level
  • Operational level

At this level, managers are required get practical learning in order to develop skills and tem work decision making capabilities. At customer services level, it assists in providing expert solution in order to work more efficiently and also to help the customers in finding out their needs and requirements. At the operational level, performance review and appraisal of line managers is done for motivating and encouraging managers in order to work more effectively and efficiently. It also enables the firm to reduce cost of operations which assist in creating value of products and services of the firm (Bernthal and Wellins, 2006).
In management level, workshops, on-the-job and off-the-job training programs are organized for developing skills and abilities. Queue management is another learning style wherein staff members are provided training regarding management of queues of customers so that they do not get frustrated with services of the firm.

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2.2 Advantages and disadvantages of training methods

ABC limited Chief Executive Officer is required to provide training to its employees through the help of different training methods. However, each and every training method has certain advantages as well as disadvantage. Different training methods with its advantages and disadvantages have been discussed below.

Discussion: - It is one of the most qualitative training methods where employees can learn different ideas about providing views regarding a particular problem. Here, staffs members can develop their skills and can also create their career plans. However, the major demerit of this training method is that, without appropriate support of top level managers, employees cannot create a successful career plan (Combs .and et. al., 200).

Role playing: - It is a training method where employees themselves try to play role of managers. It helps them to understand different activities to be performed at managerial level. Though, they face number of challenges at this level but at the end, they learn lot of things through the help of this method. However, many of the staff workers feel lower and reluctant while playing this role, as a result they fails to play good role.

Performance appraisal: - It is a method where employee’s performance is evaluated in order to promote them in terms of level or increase their salaries. In this way, they can get motivated. But on the other hand, those employees who are not apprised due to underperformance, gets de-motivated.

2.3 Planning and developing training event

For the purpose of creating a training event, it is a better idea for human resource managers of the cited fir to provide real problem solving training event. The main reason behind organizing such type of training event is to develop skills and abilities of employees through providing different alternatives on a common task or problem (Judge. and Ilies, 2002). However, in this event, employees are provided real problems to solve. Each and every employees his opinion and alternative on the basis of given situation. At the end, final assessment is made by top level management of ABC by evaluating alternatives of every individual.

One of the major advantages of this training event is that, every employee gets opportunity to participate in decision making process. In other words, it can be said that employees get allowance to come up with number of problems to solve for regarding customer service improvement, production, efficiency, employee relation, motivation and effective management. Through their participation in decision making programs, it will help them to increase their capacity to provide more ideal suggestions and more realistic solutions. However, in this process, employees are introduced to a problem. Then question-answer session get organized where every members is asked question to reply most appropriate answer to solve the problem (Rodrik,Subramanian, and Trebbi, 2004). Finally, after assessing every individual’s alternative, top level management selects the best among them.

Task 3 Evaluation of training event

3.1 Valuation using suitable techniques

For the purpose of evaluating results of the training event, management of ABC limited can use number of methodologies in order to measure, efficiency and effectiveness the training event. Top level management evaluates the effectiveness of training event through different elements and factors, cost as well as benefits in order to decide whether to continue with this training methods or not. However, in order to evaluate effectiveness of the training event, five-tired approach is used which involves:

Need assessment: -This provides responses to the questions related to the actual problem existing in the firm and on the other hand, the response will demonstrate whether the training event should be continued or not (Kanfer. and Ackerman, P 2004).

Monitoring and accountability: - at this level, responses to the answer of questions are provided.

Program clarification: - This level demonstrates the evaluation at different levels in order to answer or suggest ways to enhance the quality of training event.

Progress: - This level states the progress of the participant’s responses the questions that how well the respondents have achieved progress in the training event.

Program impact: - It is an investigational approach that helps to analyze long-term impact of the training event conducted by ABC limited.

However, two types of methods are used in order to identify the gap at different levels of the training event, they are as follows:

Trainer/Trainee feedback: - It is a good technique to take feedback from trainer and trainees after completion of every training event.

Observation: - In this method, managers carefully observes the activities and participation of the employees and effects of internal as well as external factors of the training event.

3.2 Evaluation of training event

After participating every individual in the training, it has been found that outcomes of the event are positive. All of them have made outstanding efforts with full enthusiasm and active participation. Along with that, valuable suggestions and alternatives have been found through their efforts. By considering the real situation as base, role of every individual was extremely perfectly played. In context of discussion session, both employees and top level managers had made long discussions with each other in order to reach a helpful solution (Arthur Jr, and et. al., 2003).



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As a result, top level management found key skills as well as abilities existing in the individuals through the help of training event conducted within the firm. The chief executive officer of ABC limited accomplished their expected objectives. With the help of training event, it has also been found that the HR functions can be performed by many of the individuals participated in the training event. Number of employees has been emerged as the star performer of the training event as well.

3.3 Review of success of evaluation of evaluation method

For the purpose evaluating success of training event, ABC limited used five tired approach which resulted in positive outcomes at the end. It was also very successful in solving a problem based on real life situation. The system assisted the firm in evaluating the expected benefit and actual benefit in order to solve out the diversion and feasibility of the training program organized. However, at the time of assessing the training procedure, employees shared their experience with managers regarding the problems and opportunities they faced during the training event. Due to critical challenges faced by them during the event, it affected adversely on the development of employees (Mello, 2014). Therefore, it becomes important to find out cost benefit ratio in order to make decision on the basis of continuation of the training event conducted. At the end, management ascertained that it is as successful assessment system which critically analyzed all the steps and policies taken by HR managers (Brush, C. G., Greene, P. and Hart,2001). More logical and analytical improvement was made for receiving a better output and result in their performance.

Task 4 Government initiatives for improving skills and development

4.1 Role of government in training and development

In the UK, government plays very dominant role in providing training and development to employees working in an organization. However, the regulatory authorities have taken number of initiatives regarding development of staff workers. on the other hand, officials of the regulatory authorities keep more focus on public sector enterprises. Through arranging training and development programs by appointing expert trainer in order to make sure those employees can develop and reach at least the minimum standard of performance. ABC limited is the private firm of UK and government should be concerned with the internal development of the firm’s performance (Carpenter, M. A., Sanders, W. G. and Gregersen 2001). For the purpose of attaining that objective, officers from regulatory authorities have taken responsibility to improve performance level of public enterprises.

However, role of government in rendering training and development aids business transitions to develop its workers for achieving targets in planned manner. However, in case of private firms, it is not possible for every firm to invest such a huge amount for training its personnel. So, in recent years, it has also been seemed that the regulatory authorities are taking actions on private sectors also for training and developing its personnel. Government of the UK aids business firms through funding or by providing human resource assistance to business organizations. As a result, private sectors are rushing towards assistance given by government in terms of training and development. In nutshell, it can be said that the overall efforts made by government leads to increase in highly competitive market in the UK. It also encourages other small groups to invest huge capital and commence business through the help of government in order to enjoy facilities provided by regulatory authorities.

4.2 Impact of competency movement

Competency movement has made efforts in business organizations in order to concern regarding the existence of performance gap of the firm. ABC limited is chief executive manger is investing huge sum of money in order to gain competitive advantage. Private firms are also making huge investment in training and developing their employees in order to improve their efficiency. Some of the training areas where government has efforts are as follows:

Employee empowerment: Government has always made lot of efforts on training and developing employees by empowering themselves for achieving their goals and objectives.

Principles or beliefs: It develops corporate culture that rewards moral behavior. In other words, private firms have to define their principles in order to achieve improvement in their performance level.

Cooperation: It helps to know how to work in group harmoniously. One of the major advantages of keeping coordination with each other is that, employees can share their skills and techniques with each other. This leads to rapid development of efficiency in the firm (Longley, Shaw . and Dolan,2007.).

Language: It helps employees in a way that validates them and optimizes personal relationships with each other. through understanding language of each other, they can cooperate with other in proper manner.

4.3 Contribution of training initiatives in ABC limited

Number of initiatives has been taken by the regulatory authorities of UK in order to provide training and development to employees of the firm. Training is vocational and is intend at rapid learning on different areas of business enterprise. Through analysis of current issues, the regulatory authorities, prepares and designs future initiatives for further training and development (Docherty and Nyhan, 2012). In other words, training provides excellent improvement in learning abilities of the firm. Government initiated labor policies which includes both passive as well as active policies. Passive policies are such policies that provide replacement income during unemployment, training or job search. As a result, such contemporary issues help employees to enhance their quality of production. Training initiatives has helped the firm in gaining faster development in its learning curve. In nutshell, it can be said that training provides excellent skills and capabilities in employees for their own improvement.

Conclusion

With the help of current project, it has been concluded that human resource development is the key area for getting improvement in employee’s level of services. It has also been concluded that development of employees in every firm is very crucial because without keeping good watch on their standard of performance, it is not possible to achieved targeted goals easily. Role of government has also been explained in this report. Number of initiatives and policies are created by the regulatory authorizes in order t train and develop staff members of ABC limited. The project has also helped to understand that employees can perform even better when their managers provide support in learning new skills.

References

Budhwar, P. S and Debrah, Y. A. 2013. Human resource management in developing countries. Routledge.
Docherty, P. and Nyhan, B., 2012. Human competence and business development: emerging patterns in European companies. Springer Science & Business Media.
Luthans, F., Youssef, C. M. and Avolio, B. J., 2006. Psychological capital: Developing the human competitive edge. Oxford University Press.
Mello, J. 2014. Strategic human resource management. Cengage Learning.
Price, A. 2011. Human resource management. Cengage Learning.
Stredwick, J. 2013. Introduction to human resource management. Routledge.
Bernthal, P. and Wellins, R., 2006. Trends in leader development and succession.People and Strategy.
Combs, J.and et.al., 2006. How much do high‐performance work practices matter? A meta‐analysis of their effects on organizational performance.Personnel Psychology.
Judge, T. A. and Ilies, R., 2002. Relationship of personality to performance motivation: a meta-analytic review.Journal of applied psychology.
Kanfer, R. and Ackerman, P. L., 2004. Aging, adult development, and work motivation.Academy of management review.
Arthur Jr, W.and et.al., 2003. Effectiveness of training in organizations: a meta-analysis of design and evaluation features. Journal of Applied psychology.
Brush, C. G., Greene, P. G. and Hart, M. M., 2001. From initial idea to unique advantage: The entrepreneurial challenge of constructing a resource base. The academy of management executive.

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