The Open College Business Management 6N4310: Human Resource Assignment

This assignment explores the crucial role of human resource management within a business, emphasizing the importance of staff development and training. It outlines the functions of a human resource manager, including recruitment, employee development, and the link between management and employees. The assignment delves into the benefits of training, such as improved employee performance, job satisfaction, and retention. It also covers needs assessment, learning objectives, and various delivery methods. Furthermore, it demonstrates the application of behavioral theories in the context of organizational change and training, highlighting the benefits of in-house training and different leadership styles. The document emphasizes the importance of aligning training with business needs and employee characteristics for optimal outcomes.

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Module Title & Code Business management 6N4310
Assessment Technique Assignment (2)
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Student Name (print) Krizandra Langeveldt
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The Open College, Unit 9, Leopardstown Business Centre, Ballyogan Rd, Dublin
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A human resource manager’s role in a company is to plan and coordinate the administrative
functions of the business. The human resource manager’s main functions are, recruiting,

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interviewing, hiring and the development of employees. They act as the link between
management and its employees. One of the human resource manager’s jobs is to develop and
train new and existing employees.
1.
A comprehensive evaluation.
Role of human resource within an organisation.
A chosen area within human resource management is staff development and training which is
vital to a business success. Managers provide staff with the training they require when they
start their employment and develop any skills they have brought to the business. A business
can’t function without continues training and development. A business is constantly changing
and it is the Human Resource Managers job to ensure that all employees are trained to the
highest standard.
Trained employees work better as they use the training they have gained to complete their
daily tasks. This in turn helps the business to run smoothly without major interruptions.
Training is also used as a recruitment tool. Many people want a job where they can grow as
individuals. A business can attract and keep good employees if they can offer development
opportunities. Training also promotes job satisfaction, encouraging employees to develop
more rounded skill sets that will help them contribute to the company.
The more engaged and involved employees are the more they will offer the business.
Training is also used as way of keeping employees, offering staff ways to grow within the
business encourages them to stay within the organisation. Cross-training builds team spirit, as
employees appreciate the challenges faced by co-workers. Spreading knowledge and training
is important, as managers will have a hard time replacing that employee and the time they
have spent on training.
1. Needs assessment and learning objectives. This part of the framework development
asks you to consider what kind of training is needed in your organization. Once you
have determined the training needed, you can set learning objectives to measure at the
end of the training.
2. Consideration of learning styles. Making sure to teach to a variety of learning styles
is important to development of training programs.
3. Delivery mode. What is the best way to get your message across? Is web-based
training more appropriate, or should mentoring be used? Can vestibule training be
used for a portion of the training while job shadowing be used for some of the
training, too? Most training programs will include a variety of delivery methods.
4. Budget. How much money do you have to spend on this training?
5. Delivery style. Will the training be self-paced or instructor led? What kinds of
discussions and interactivity can be developed in conjunction with this training?

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6. Audience. Who will be part of this training? Do you have a mix of roles, such as
accounting people and marketing people? What are the job responsibilities of these
individuals, and how can you make the training relevant to their individual jobs?
7. Content. What needs to be taught? How will you sequence the information?
8. Timelines. How long will it take to develop the training? Is there a deadline for
training to be completed?
9. Communication. How will employees know the training is available to them?
10. Measuring effectiveness of training. How will you know if your training worked?
What ways will you use to measure this?
2.
Focusing on the topic discussed in part 1; you are now required to demonstrate an
appropriate application of Behavioural Theories
Change is an inevitable part of any growing business. Organisations need to be both pro-
active and reactive to the changing circumstances with in house training and development.

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There are many reasons why a business should train and develop their staff. When a specific
topic like computer skills, customer service or manual handling is needed managers need to
provide their staff with the correct training. With increased competition in the marketplace it
is crucial that employees understand and meet the needs of customers. Training in manual
handling provide staff with the knowledge they need to perform tasks correctly this in turn
reduces accidents and prevents injuries. In house training is more beneficial to both employee
and company. It offers employees real time exposure to any changes within the company as
opposed to offsite classroom training. The benefit of in-house training allows the business to
oversee the training process and adjust it accordingly. Training and development provides
immediate development of skills needed to master a procedure. In house training allows
managers to correct staff immediately if any errors accrue. Additional training can then
follow.
No two employees are alike and with in-house training employers can adapt and change to
suit the needs of individuals. Training on the job also saves the business money as employees
do not need time of work. This is a benefit to employees as they do not lose out on wages, the
business does not need to get additional staff in to cover shifts that will be missed and
training in the workplace also offers familiar surroundings for staff with makes them feel less
nervous.
Timing is everything when it comes to training staff. New staff need and should be trained
immediately so that they can firstly be safe while working in the work place, training also
provides the standards of productivity you require. If standards are not set from the very
beginning, then they start to slip. So, if an employee is not shown how to do a task and does it
wrong it is the responsibility of the manager who did not provide correct training. Training
also promotes greater job satisfaction, employees will stay with a business longer if their
needs are being met. The more satisfied an employee is the productive they become and in
turn the business benefits. The lack of skills training and development is the number one
reason that employees leave their job. So, taking the time and money to train and develop
your staff is critical. Workers look for more than a weekly wage they want to develop and
learn new skills. When attracting hard-working employees, a business who provide training
and development are more likely to attract skilled workers. A business should develop the
skills that they employees bring to the organisation as this provides new ideas for the
organisation. Seasonal staff who receive training and more likely to re-apply the following
year. Training and development can also work as a retention tool by developing the skills
employees already have within the company, whenever there is a promotion available
developing staff already employed in the organisation to fill those positions is great for both
the business and employee a business can promote staff that they know and trust to do the job
and the employee feels acknowledged for all their hard work, other staff also see this as a
way of moving up within the business. Training and Development also promotes job
satisfaction when staff receive the training they require and management are consistently
developing their skills employees tend to be more satisfied and motivated in their job.
Training and Development is worth the investment for the business, with correct training and
development, productivity increases and is direct link to the reduction in absenteeism and the
decrease of staff turnover. Training staff to be capable in more than one aspect of the
business also helps to fulfil absences in the workplace also sharing knowledge among
employees is beneficial, if the employee leaves you will have a hard time replacing someone

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who held all that information. When spreading training, all employees have at least some
knowledge of the others job. Training can be Pacific to a job and managers need to decide
what their business needs are, they also need to decide whether to use an external training
program or in-house training. I personally prefer in-house training as manager's can decide
when and where the training accrues.
Human resource manager’s main functions I believe are to make the necessary decisions for
the business to ensure that the business is a successful as possible, this needs to be done with
the help of employees who are motivated and just as interested in seeing the business
succeed. Training and Development for employees enables everyone to improve and to learn
new skills. Humans are influenced by a wide variety of factors which include culture,
attitudes and emotions. The behaviour of people can be unusual, acceptable and some outside
acceptable limits. Behaviour is evaluated relative to social norms and regulated by various
means of social control. the way human behave can also be expected by certain aspects like
face or genetics. When training and developing staff these factors need to be accounted for.
Leadership Styles also affect how a manager trains and develops staff. A good manager uses
three types of leadership styles, authoritarian, participative and delegation, depending on the
situation Autocratic leadership styles should be used on new employees who are just learning
the job. Managers have all the information needed and need to make decisions quickly
without the input of others.
Democratic style is used with a team of workers who know their job. Employees work
together to solve a problem. When training staff this is also a good place to use this style. A
manager includes employees in decision making asking employees where do they feel they
require more training? managers can't be expected to know everything and is not a sign of

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weakness rather a sign of strengths that employees respect. Staff who work together and
motivate each other work harder and are more satisfied, encouraging your employees to come
to you when they have a problem shows that you acknowledge employees have different
needs.
Delegation style is used with workers who know more about the job than others, a manager
has full trust in their employees. a manager allows employees to work on their own without
constant supervision. A manager needs to set priorities and delegate certain tasks. When you
train, and develop staff correctly this can be achieved.
Factors also play a part in what leadership Styles to use like how much time you have,
relationships in the workplace, are they based on respect, trust or disrespect? has the manager
all of information? or has employees? and how well are your employees trained? When
managers and staff work together conflict is reduced and productivity increased. Positive
leaders motivate their staff, they believe in allowing their employees to become more skilled
and more productive. They set their employees targets and goals to reach. They set good
examples, encourage and support employees and provide simulating work.
People don't just work to pay bills they work to provide for their families or they love their
profession. When people work, they meet new people they work together and they respect
one another. When staff are trained, they can work together and motivate each other. Money
should not be the number one reason an employee goes to work.
Any effective company has training in place to make sure employees can perform his or her
job. During the recruitment and selection process, the right person should be hired to begin
with. But even the right person may need training in how your company does things. Lack of
training can result in lost productivity, lost customers, and poor relationships between
employees and managers. It can also result in dissatisfaction, which means retention
problems and high turnover. All these end up being direct costs to the organization.
First, the new employee goes through an orientation, and then he or she will receive in-house
training on job-specific areas. Next, the employee should be assigned a mentor, and then, as
comfort with the job duties grows, he or she may engage in external training. Employee
training and development is the process of helping employees develop their personal and
organization skills, knowledge, and abilities.
Benefits of training and Development
1. To reduce start-up costs. If Training is done right, it can help get the employee up to
speed on various policies and procedures, so the employee can start working right
away.

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2. To reduce anxiety. Starting a new job can be stressful. One goal of training and
development is to reduce the stress and anxiety people feel when going into an
unknown situation.
3. To reduce employee turnover. Employee turnover tends to be higher when
employees don’t feel valued or are not given the tools to perform. Training employees
can show that the organization values the employee and provides tools necessary for a
successful entry.
4. To save time for the supervisor and coworkers. Training makes for a better
prepared employee, which means less time having to teach the employee.
5. To set expectations and attitudes. If employees know from the start what the
expectations are, they tend to perform better. Likewise, if employees learn the values
and attitudes of the organization from the beginning, there is a higher chance of a
successful tenure at the company.
3 Draw relevant conclusions and recommendations from finding