Human Resource Management: Theory & Practice

This assignment explores the field of Human Resource Management (HRM) by examining both its theoretical foundations and practical applications. It delves into key HRM concepts, including strategic HRM, talent management, employee development, and global HRM challenges. The assignment draws upon various academic sources, textbooks, and online resources to provide a comprehensive understanding of contemporary HRM practices.

HUMAN RESOURCE
DEVELOPMENT

TABLE OF CONTENTS
INTRODUCTION..........................................................................................................................................................1
TASK 1...........................................................................................................................................................................1
1.1..............................................................................................................................................................................1
1.2..............................................................................................................................................................................2
1.3..............................................................................................................................................................................2
TASK 2...........................................................................................................................................................................3
2.1..............................................................................................................................................................................3
2.2..............................................................................................................................................................................3
2.3..............................................................................................................................................................................4
TASK 3...........................................................................................................................................................................5
3.1 & 3.2....................................................................................................................................................................5
3.3..............................................................................................................................................................................6
TASK 4...........................................................................................................................................................................6
4.1..............................................................................................................................................................................6
4.2..............................................................................................................................................................................7
4.3..............................................................................................................................................................................8
CONCLUSION ..............................................................................................................................................................8
REFERENCES................................................................................................................................................................9

INTRODUCTION
Human resource development can be defined as the framework as it considered as a vast
field of training and development that is provided by the organisation for increasing the
knowledge and skills of employees. It includes in the human resource management and it has a
direct link with the growth and development of the company. The growth of a company is based
on the workforce that is employed by the organisation. It is important to make an efficient
workplace which helps to ensures that appropriate development. Present report is based on a case
study of Audi in UK(Knowles, Holton and Swanson, 2014). This report covers the understanding
of the different learning theories and styles and the significance of those learning styles for the
development of the organisation. Further, it covers the plan for the training and development for
the employees of organisation. It also includes the evaluation of the event of training and covers
the role of government in the training and development.
TASK 1
1.1
In order compare the different learning styles in the human resource development as there
are four main learning styles which helps to learn the efficient methods of processing or
acquiring as this styles are described below:
Activists-This type of employees involves them new experiences and the continuous changes in
the different activities. They move from one to another experience and as the rapidly changes in
the experience as the learners engaged in the responsibilities and the altering. They are also work
in the various responsibilities and the task are not adopted in some of the areas of competency
and skills(Armstrong and Taylor, 2014).
Theorists- This type of employees are perfectionist who always gives priority before making any
decision. The main objective is that work is to be done in an appropriate manner in context of
Audi.
Pragmatist- These are the people who take the opportunities and practical in nature and they
always ready to take the challenges and they make the decisions on the basis of the experience
and learning(Bratton and Gold, 2012). The employees are able to accept the changes and the
various changes in the environment. The different situations of the Audi which is created for the
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employees and the other people which is required these type of learners as they are able to fit
themselves as per the requirement.
Reflector- They are the people who do not take initiative for the different opportunities and their
work is to collect data and analyse it and then make the decisions. They do not take active part in
the activities and they works slow in order to develop and judge the situations as they spends
time to analyse the data.
1.2
Learning curve can be defined as the performance of a person for a task as after some
time as there will be improvement in the performance of an employee as this a graphical
representation of the learning which shows the progress in context of employees of Audi. There
are some of the main functions of learning curve which includes that the employees of the stated
organisation there are new business values and strategies as the employees are also facing the
challenges in the environment of working(Ulrich, 2013). In order to this they have to adopt the
learning curve in order to adjust the business competencies and the technical skills with the help
of standard level. The review of the performance helps in analysing the expertise areas and it
build a proper career path.
In addition to this, there is significance of transferring the knowledge at Audi and it
covers the transfer of the knowledge by the use of off-the-job training for example the
workshops and it is important for the company in order to build knowledge and skills and to
understand the values and to execute according to that only. This helps the managers in order to
understand it better for enhancing knowledge and the employees do their work efficiently. The
broad areas of learning of the improvement in the employees and as a results it helps in gaining
the competitive advantage for Audi(Budhwar and Debrah, 2013).
1.3
Learning theories helps in learning the concept of objectives and requirement of the
learning. The use of learning style is depend on the preference of the employees and company
wants that the employees also adopt the changes. The learning styles and theories must be
analysed in an appropriate manner before conducting the events of training. The learning styles
and theories which are used by the Audi as they focused on the most appropriate outcomes with
the help of learning events. With the help of proper plan and design of the plan it provides an
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option for learning to the employees which is beneficial for the company(Mendenhall and
Osland, 2012). Every employee prefer different manner of learning and the way which gives
satisfaction to them. Thus, it is important to understand the learning theories with the individual
needs and aspects and to execute in a focused way and the proper training facility.
TASK 2
2.1
In the functioning of company, the training and development plays an important role as it
helps in order to enhance the level of performance and increase the productivity of the
organisation. The quality of the training is varies from the level of employees at Audi. At the
functional level, the department required various types of knowledge and skills for the
employees. There are different levels in the company as there is requirement of various needs. In
context of Audi, the employees who are at managerial level as they require proper training and
development for enhancing the qualities of leadership(Bamberger, Biron and Meshoulam, 2014).
On the basis of the learning theories and styles the company have to design the training
programmes for improvement in the skills of leadership of the managers.
At functional level of the organisation, the employees are needed to keep update with the
knowledge and skills which is connected to their job. There is enhancement in the knowledge of
the employees with the help of training which is conducted by the management of Audi. The
sessions of training helps in order to provide motivation as there is high expectation of burden of
the work on employees and it helps to encourage them. A the level of customer service at Audi,
the train the staff for managing the customers and it will ultimately help in minimise the time of
waiting for the customers.
2.2
There are different training facilities provided by the management of Audi to train the
employees. It is a guide to expand the business in the global market as it helps the organisation to
enhance the effective strategies(Cummings and Worley, 2014). For achieving the objectives of
the company there is requirement to provide appropriate training which can be on-the-job and
off-the-job and there are some of the advantages and disadvantage which are described below:
Methods of training Advantages Disadvantage
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Performance appraisal This helps the employees to
find out their skills and
competencies and to analyse
the different skills which are
need to meet those standard.
It may also demotivate the
those employees who are not
performing as per the
requirement.
Role playing It helps in order to find out the
proper role and make the
management successful(Leigh
and Blakely, 2013).
It also an as outcome of the
performance degradation as
the employees feel nervous to
play the various roles.
Induction Induction programs are
conducted to provide an
overview of the firm and
which helps the people to
understand the role of every
employee.
The statements made by the
company may be different
form the real scenario and this
creates a negative impact.
Workshops With the help of workshops it
helps the they give a learning
material to the employees as
they get the proper idea for the
skill and performance.
It is costly and it is depend on
the different participants a how
they receive the messages.
Conferences In the conferences there are
large number of people as
there is optimum utilization of
the resources.
The problem is related to the
management of large number
of trainees.
2.3
It is necessary to build an appropriate plan which helps in getting favourable outcomes as
this can be easily achieved. The management of Audi carries out on a broad basis for all the
operations which it is needed for the business to analyse the areas where there is requirement of
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training. There are some of the steps which are followed for the training and development within
the organisation which are described below:
Identifying the employees who need training- In the first stage in which the management of
Audi required to analyse the employees who need training. It is possible that some of the
employees have knowledge of the advanced technology and in this case they required to find out
the proper employees who have knowledge regarding all the things.
Transmit the main purpose of training- It is important to convey the main purpose behind the
conduction of training at workplace. With the help of this stage they can get the trust of their
employees which is beneficial for the company(Jackson, Schuler and Jiang, 2014).
Decide the mode of training- The management of the Audi have to decide the technique which
is to be adopted by them it may be on-the-job or off-the-job and with the help of this there is
enhancement in the knowledge along with the skills.
Conduct training and obtain feedback- This is last stage of the plan of training for the
employees as per the expectations. In order to get knowledge about the aspects of training as it is
proper or not that obtain feedback from the employees.
Thus, with the help of these stages the company is able to conduct effective training at
workplace.
TASK 3
3.1 & 3.2
In order to improve the performance and the productivity of the employees as the
evolution is necessary for the company(Rondinelli, 2013). The management of Audi make an
appropriate process of evaluation so that it helps in attaining the targets in the proper time period.
It is important for the human resource development of the company to evaluate the training and
development programmes of the company. There are two techniques which used by the company
which includes that the evaluation through the feedback form the employees regarding the
training and development sessions this is done by conducting the survey and with the help of
questionnaire. With the help of feedback it will help in finding out the errors in the session of the
training and it can be reduced by the effective communication between the employees of the
organisation.
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There is another method is performance evaluation as it is conducted after the training
programmes which helps in observing the past performance with the present as to evaluate the
improvement in the performance of the employees. The stated organisation have to make proper
assessment for the training programmes in order to find out the qualitative and quantitative data.
In addition to this, the changes and the trends are plays an important role in the
development of the company. With the help of technological development as it is helpful in
providing appropriate training to the employees of the Audi(Pearce, Barbier and Markandya,
2013). It is important to evaluate all the things in the business and feedback of training sessions
through the employees plays an significant role in the improvement of the employees at the
workplace. This approach is helpful for the success of the. The management of Audi can make
proper strategies for the evaluation to their employees and this help to enhance the knowledge
and skills of them. Further, with the help of group discussion among the employees as they can
discuss about the skills, knowledge and whole experience of the training sessions. Thus, it is
important for the business to carry out the evaluation of the results of the employees for the
training programmes.
3.3
In order to review the achievement of the of the evaluation methods as it includes that
this methods make the appropriate outcomes and the proper results as there are some of the
difficulties and the errors of the programmes(Reid, 2013). The company also make the
judgement on the performance evaluation which is beneficial for the organisation as to evaluate
the performance. In order to manage the policies and structure with the praising the time for the
effective work and to make the proper platform for the employees and the different techniques
to help the process to review all the different criteria to evaluate the various steps and the
performance of the employees decides the to promote the activities in an appropriate manner.
Therefore, all the business must ensure that to implement the process of evaluation at workplace.
It helps in achieving the goals and objectives of the organisation and make the targets as per the
performance of job in an efficient way(Chambers, 2013). It also helps in improving the
productivity of an individual and also analyse the effectiveness of the programmes of training.
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TASK 4
4.1
The government plays an important role in the training and development programmes of
the employees. They helps the company in UK to train the employees for achieving the higher
position in the market. It has been seen that each organisation requires a regular sessions of
training in order to manage the knowledge and skills in an appropriate manner. It helps the Audi
in UK to maintain the higher position in the market so that the training programmes are manage
by the government(Blair and Raver, 2012). To conduct this session there is requirement of highly
skilled and qualified person who train the employees in an efficient manner. This will help in
improving the performance of employees and ensure that they will perform the work with the
enhancement in the capabilities. Further, the legal authorities also play a crucial part in the
country as they utilise the resources in an appropriate manner for the welfare of the organisation
which helps in achieving the goals and objectives of the company. There are some of the
measures which are taken by the government such as proper laws ad regulations that make sure
for the development of the knowledge and skills of the employees. Moreover, the company also
adopted latest technology which helps in the enhancement in providing training to them. This
will helps the employees of the organisation to increase the capabilities and as they adopt
changes in the working environment(Knowles, Holton III and Swanson, 2014). Thus, it can be
stated that it helps the company in order to enhance the job satisfaction level and to involve
people which is helpful for the company.
4.2
Development plays an important role in the success and changes in the society. It leads to
the growth of the industry and there is one of the main change as up to the competency moment.
The employees carry this at workplace as a guide for the behaviour. It helps in evaluating the
knowledge and skills and the competency is considered as creating the competition among the
employees(Armstrong and Taylor, 2014). There are two sectors in the society which is private
and public and they have their own jobs. The aspect of competition is equal in both the sectors.
In the competency movement there are some of the changes have been bring schemes and
policies for the growth at workplace. In case of Audi, as it is one of the proper example of
competency movement. As it is a public company they have to face new challenges and to brings
the changes in their work. There are some of the benefits for the adoption of the competency
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movement in the market. The employees of the organisation must be trained on the work which
is assigned to them and it is the most important aspects which helps in enhancing the knowledge
and skills of employees. There is other benefit which is applying in the competency movement
which is performance and it provides the employees to mainly focus on the activities of the
work.
4.3
Training plays an important role in the development of the employees and to introduce
the idea of training as it helps the employees to learn the work. The initiative which is taken by
the government to provide the company proper training and development programmes for the
growth of the economy(Bratton and Gold, 2012). The facility of the contemporary training is an
appropriate process for the development at the environment of working. For the management of
Audi it is very important for the development and to gain the competitive advantage. The
company changes their core values which is results as a successful as they required specific
facilities of the training for the different employees. This contemporary training will helps the
employees to adopt properly the changing environment. It is concentrating on the requirement of
the customers and condition of the market. The employees have the ability to adapt it and it is
possible with the help of implementation of the contemporary learning and the active
participation as per the structure of the company(Budhwar and Debrah, 2013).
CONCLUSION
From the above report it can be concluded that the human resource development is helps
in order to provide the appropriate training to employees for the enhancement. This report is
based on the case study of Audi in which there is comparison of the different learning styles
which are used at workplace and the role of learning curve in context of the company. Further,
there are different training needs for the employees with the help of systematic approach for the
plan of training and development. There is evaluation of the training event with the help of
suitable techniques and the review of the methods of the evaluation at the cited organisation.
Therefore, the government also plays an important role in the process of training and
development and the movement of competency and impact on the private and public company.
There is assessment of the contemporary initiative which are taken by the government of UK
and contribution to the human resource development of the company.
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REFERENCES
Books and Journals
Knowles, M.S., Holton III, E.F. and Swanson, R.A., 2014. The adult learner: The definitive
classic in adult education and human resource development. Routledge.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave
Macmillan.
Ulrich, D., 2013. Human resource champions: The next agenda for adding value and delivering
results. Harvard Business Press.
Budhwar, P.S. and Debrah, Y.A. Eds., 2013. Human resource management in developing
countries. Routledge.
Mendenhall, M.E. and Osland, J., 2012. Global leadership: Research, practice, and
development. Routledge.
Bamberger, P.A., Biron, M. and Meshoulam, I., 2014. Human resource strategy: Formulation,
implementation, and impact. Routledge.
Cummings, T.G. and Worley, C.G., 2014. Organization development and change. Cengage
learning.
Leigh, N.G. and Blakely, E.J., 2013. Planning local economic development: Theory and
practice. SAGE Publications, Incorporated.
Jackson, S.E., Schuler, R.S. and Jiang, K., 2014. An aspirational framework for strategic human
resource management. The Academy of Management Annals. 8(1). pp.1-56.
Rondinelli, D.A., 2013. Development projects as policy experiments: An adaptive approach to
development administration. Routledge.
Pearce, D., Barbier, E. and Markandya, A., 2013. Sustainable development: economics and
environment in the Third World. Routledge.
Reid, D., 2013. Sustainable development: an introductory guide. Routledge.
Chambers, R., 2013. Ideas for development. Routledge.
Blair, C. and Raver, C.C., 2012. Child development in the context of adversity: experiential
canalization of brain and behavior. American Psychologist. 67(4). p.309.
Online
All About Human Resources and Talent Management. 2015. [Online]. Available through:
<http://managementhelp.org/humanresources/>. [Accessed on 15th December 2016].
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Importance of Human Resource Management. 2015. [Online]. Available
thropugh:<http://www.humanresourceexcellence.com/importance-of-human-resource-management/>.
[Accessed on 15th December 2016].
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