Training and Development in Ghanaian Assemblies

The assignment investigates the role of training and development as a tool for enhancing employee performance in Ghanaian district assemblies. It delves into relevant research, theories, and practices related to organizational development and human resource management in this context. Specific studies cited include Bolman & Deal (2017), Crutchfield (2014), Ford (2014), Glaister (2014), Goetsch & Davis (2014), Jayakumar et al. (2014), Kyndt et al. (2013), Marsick & Watkins (2015), Megginson & Whitaker (2017), Mone & London (2014), Monks et al. (2013), Njoroge et al. (2013), Rangel et al. (2015), and Trinchero et al. (2013).

Developing Individuals,
Teams and Organisations

Table of Contents
INTRODUCTION...........................................................................................................................1
P1 Knowledge skills and behaviour required by HR manager...............................................1
P2) Personal skills audit and personal and professional development plan...........................3
P.3 Differences between organisational and individual learning; training and development.5
P 4. Need of learning and professional development.............................................................7
P5 Role of high performance working in employee engagement and competitive advantage8
P6 Approaches to performance management.......................................................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Ultimate aim of any firm is to gain profit, it is important that all the employees with the
firm have proper knowledge and understanding so that they are able to understand the
requirement of customers and attain the goals that are set by the business. It requires
understanding the issues that are faced within the business so that each of the business operations
is enacted effectively and efficiently. Present report is based on large organization there are
appropriate steps take so that they are able to overcome the issues that are faced. Further, the
report covers type of skills, behaviour and knowledge that HR manager should possess so that
they are able to perform their roles efficiently. Further, it includes need of learning and
development process. Lastly, it also includes approaches to performance management.
P1 Knowledge skills and behaviour required by HR manager
Human resource manager is responsible for the human resource of the venture. Every
organisation need human resource manager in order to recruit, select, manage, train the
employees as well as he is responsible for performance measurement and compensation of
employees. It is duty of human resource manager to serve proper skills and abilities to the
employees with the help of different training and development programs so that they can work in
effective and efficient way.
Preparing staff handbooks :- In organisation is to be focus on human resources' department is
prepared hand books form each and every employees. In this hand book organisation is keep
record of each and every employees in organisation. This record is help in any issue in working
environment.
Recruiting staff :- In each and every organisation there will be focus on recruiting staff is work
on the recruit new employs in the organisation and give all the details about the
organisation. After the recruitment give all the selected candidate detail study about the
organisation or give final round of the interview. This work is done by human resources'
department.
Responsibilities for the organisation
It is very important to maintain good communication and co-ordination between the
employees. This is because all the employees are inter-related with each other as all the
department are inter-connected with each other. Such as an organisation want to product and
market new product then research and development department will find innovative ideas,
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purchase department will procure raw material, production will produce it, marketing one will
sell the product and services (Ford, 2014). There are several activities which are involved in the
human resource in an organisation such as hiring, selecting, firing, dealing with employees
coming up with better strategies etc. thus, he she need to maintain balance between these
activities.
Personnel and human resource knowledge
Its necessary for human resource manger to have great knowledge of the different aspects
of human resource management as they are responsible for the recruitment and hiring. Hiring
should be done in proper way so that organisation find loyal and efficient workers. Thus, human
resource manager need to evaluate all the applicants in proper way so that they can find those
employees who can put maximum efforts to fulfil all the job responsibilities and authority. This
will help them to reduce employee turnover. Ultimately expenses of human resource department
will reduce. If, employee turnover is high then it will create bad image in the eye of target maker.
Thus, hiring should be done in proper way (Goetsch and Davis, 2014). It is important that an HR
manager has proper interaction with employees so that they are able to identify the issues that
are faced by each of the workers. When they are able to identify the problem, then it becomes
favourable enough to take steps with the help of which they provide healthy environment in
which they can work.
Other than that performance management and compensation is also another major aspect
of human resource management which need to be fulfilled by human resource manager. He is
responsible to find that how employee is working in the organisation. With that performance
management helps him or her to find that what are the key areas where employees need training
and development. Compensation is linked with the performance management, salary and other
benefits are given on the basis of employee productivity. And it is being find with the help of
performance management.
Education and training knowledge:
Employee need to work individually and in the group, this he or she need to behave and
act in such a way that he or she can manage and complete all the activities and operations in
appropriate manner. Human resource need to teach all the employees that how they can act or
conduct activities to satisfy the organisational and group goal (Monks and et. al., 2013). Human
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resource plays very significant role in enhancing skills and knowledge of the employees.
Employees need to cater the needs and wants of the customers, thus they need to manage their
skills in such a way that they serve maximum satisfaction.
Other than this, the HR Officer will interact and consult with the other firms and
organisation of the same sector to gain a better idea and knowledge about the measures to
improve the efficiency of the employee's in his own organisation. Other than this, he will look
after the management of the various improvement measures that are been taken in the company
in regard of improvement of working conditions, managing the performance of the employee's,
providing them equal opportunities of growth and take disciplinary actions, if required. Also,
they will negotiate win various trade unions to see through the issue's related to employee's pay
scale and working conditions.
P2) Personal skills audit and personal and professional development plan.
Strength
Great knowledge
monitoring skill
good interpersonal skill
time management
Good writing skills.
Weaknesses
Organising skills
risk management skills
decision making
Problem solving
Opportunities
Working at international level.
Threat
Threats of new entries
Demand of changing trends
SWOT analysis helps me in identifying my strength and weaknesses which help me in
taking necessary steps in order to strengthen my strong points and eliminate my weaknesses. In
addition to it I also came to know various opportunity that will help me in my further
development and professional working. By developing my strength and enhancing my skills I
can achieve my long term goal of working globally which will help me in gaining experience
and will also reflect good in my professional career.
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Issues Objectives Mitigation strategy Time
Risk management
skills
Enhance the skill and
knowledge to make
sure that appropriate
action can be taken to
mitigate the risk at the
time of need.
I plan to take the help
of professional so that
proper knowledge can
be acquired. I also
plan to learn basic
effective measure so
that this skill can be
improved.
1 – 2 months.
Decision making Learn to take decision
at much faster rate
without getting
confused about
irrelevant things along
with this do not let
other influence my
decision.
Reading the articles
and experience of
people can help me in
understanding the
point where I lack, I
am also planning to
use online resources
and webinar so that
proper so that my
skills can be improved.
2 – 3 months
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Problem solving Enhance the skill so
that the issue and
conflicts doesn't take
much of time and
affects performance
and other role in
organisation.
I plan to seek the
guidance of my senior
and identify the places
where I lack. I also
plan to take part in
different activities and
see how things are
done. At
organisational level.
1 month
Organising skills Enhance the
coordination skills,
and also increase my
knowledge so that
managing different
activities at the same
time could be possible.
For this I plan to visit
different conference
and workshop that
help in understanding
the process of decision
making and make
hindrance in coming
up with good decision.
2 months
 Examination of Communication Skills: For the HR is the channel vital expertise where
she had poor correspondence aptitude in which the correct correspondence with
representatives not in powerful way. As the verbal and non verbal correspondence in
Jane Cambridge will be premise on the structure of the association. As she is slacking in
the in the verbal correspondence while her outward appearance are not legitimately.
 Examination of critical thinking skills: If the human asset don't have these aptitude it
will be more obstacle for the association. In Jane Cambridge diverse choice when the
issues have been emerge. Be that as it may, her choice was not ready to get the
progressions the association. Issues fathoming aptitude is most essential angle in the
human asset chief profession. As the day by day life they need to manage the different
issues which is essential to settle by making fundamental strides in many issues where
the issue will be emerge in the individual also proficient life.
In order to improve my overall performance I have done a self audit and the basis of that I have
come up with a plan that can help me in enhancing my skills so that my long term goal can be
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achieved. To improve my risk management skill I have decided to seek the help of professional
so that I can learn basic measure that are required to be taken in order mitigate the risk at the
time of need. In order to overcome my problem solving issue along with lack of skill in coming
to a particular decision I plan to seek the help of professionals and seniors who can guide me and
point out the various area where I lack. I have decided to attain various conference and webinar
so that I can enhance my organisation skill and increase my skill of coordination and
multitasking. I have decided a time limit of 3 months so that I can achieve my goal within the
time limit. This plan will help me in my professional development. When this plan will be
followed, then I will be able to make sure that all the areas in which improvement is to be can be
determined and I can make sure that the skills are developed in effective manner.
Very good Good Adequate No experience
Connection skills
Taking note of
hiring

Produces note of
material activity
presentment

Writes reports 
Drafting a
contract of
employment

To be deliver a
preparation
sessions

Examination 
Advise on hr.
issuing

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Resoluteness in
the interior
conflict

P.3 Differences between organisational and individual learning; training and development
Difference between organisational and individual learning :-
Learning is main part in any organisation and it has two ways to learn.
1. Organisation Learning.
2. Individual learning.
These both are different things and so many difference available in organisation learning
and individual learning. Organisational learning is a team learning and individual learning is an
one person learning. In organisational learning people learn more things what can be very
important for themselves and organisation but In individual learning only one person's thinking
and strategy work and it is less learning compare to team learning or organisation learning.
Organisational learning is a quality learning and individual learning can be quality or not
also. From organisational learning team built but in individual learning only one person built. In
organisational learning is a little agreement on what constitutes "appropriate" learning but in
individual learning it can not be appropriate. there are some learning methods like lessons,
meetings, parties and personally development types of learning but in individual learning a
person can not afford these all are things and he/she can not increase their knowledge.
Organisation have behavioural system and a man viewed as a behaving system is quite
simple. The apparent complexity of his behaviour over time is largely a reflection of the
complexity of the environment in which he finds himself. This behavioural knowledge can be
extended to organisation. Individual knowledge is also important, because a person is a self
learner and he do not need any learning methods like meetings or any other types of cost related
work. He/she can learn from self, from others. Individual actions are based on certain individual
beliefs.
This action, in turn, lead to organisational action, which produces some environmental
response. The Cycle is completed when the environmental response affects individual beliefs. If
a distinction between organisation and individual is not made explicit, a model of organisation
learning will either obscure the actual learning process by ignoring the role or individual or
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become a simplistic extension of individual learning by glossing over organisational
complexities. Individual are constantly taking actions and observing their experience, but not all
individual learning has organisational consequences. A person may go in singing class and learn
how to singing but we not expect that it is relevant to organisational learning.
Organisational learning broadly defined, includes everything that is important for
organisation or contained in an organisation. An individual encounters a problem, improvises on
the spot, solves the problem, and moves on the next task. Organisational learning people that
how company work, how their employee work but in an individual learning a person can not
know the company and what people are actually doing. Organisational learning improves
employees strength, evaluate the definition, process of organisation, explain the barriers,
discover the components, explain the difference and similarities between organisational learning
and a learning organisation. Individual learning is also important part for any organisation,
because he/she is self motivated, self learner and carrier oriented people in the industry, So both
learning are important and from both learnings company can grow fast.
P 4. Need of learning and professional development
Learning is very important nowadays because learning need new employees to the learn
new things in the organisation for the development in the organisation. Learning is useful to the
business environment. Learning is very important to solve any kind of problems or to learn new
things in the organisation. In every new employees is the organisation it is important to learn
new employees in the organisation. Learning remove the gap between the individual and group
of the organisation because if learning is good and learn all the thing in the organisation there
should be remove the gap between the overall performance in the origination. There are three
models which is useful to the organisation are as follows :-
Relevance :- Learn skill which are to be relevant to the present and future situation in the
organisation. Relevance is one of the most important to solve any kind of situations in the
organisations.
Competence :- It is most important part of learning in this situation is individual ability to handle
them. This is the best part after learning is to do they own work.
Motivation :- Motivation means after to complete the learning process there should be motivate
for their own work. It is like a positive thing in the organisation. This is determine to be the
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most important factor that employees need to possess. When they have willingness and
interest for the roles that has to be performed by them is with their full efficiency.
Learning need some other factor are as follows :-
Organisational need :- At the time of organisational learning it is need to learn there filed in
proper way so problems handle in fast way.
Job need :- Job need means it is very helpful to solve any kin d of problems in job so before start
a job it is very important to learn all the organisation activity.
Individual level :- In organisation filed individual learning is very important to solve all to
problems because at a time of individual learning for performance appraisal. It means that to
best learning is help to increase the performance level in the organisation of the employees.
Learning is important to identification of development needs and observations etc. it is the
best part of learning process.
In the business performance there will be the learning is the best part because in learning is to
increase to performance level of organisational as well as self. Learning involves more things in
the life like sense, filling, intuition, belief values etc. there all will be help full at a time of
learning process.
Learning is also helped at the time of professional development because at a time of
learning there will be helpful at a time of develop new skills according to corporate sector.
Learning is help at a time of when physical environment is comfortable. Learning is helpful for
interaction of a new person. Learning is very important for self evolution in the organisation. So
it can say that learning is very important for the development of the professional or can say
professional development. Learning can help to delivery our need in the organisation.
P5 Role of high performance working in employee engagement and competitive advantage
High performance working is the internal part of the human resource management, other
than it can be said that it is separate part of the organisation. This is because some venture
understand this as a human resource activities and some understand it as a very important part.
Thus, they keep it as separates and have great focus on the different activities of the High
performance working. This part of the company includes several activities such as selection,
training, performance appraisal compensation etc. it is very important part of the firm as it
consist involvement of employees towards to the firm decision so that they can employ all the
responsibilities and operations of the organisation(Armstrong, M., 2016.). These activities help
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the venture to enhance their productivity and profitability. This is because the firm keep proper
eye on the human resources activities so that all the employees are appointed, trained and
managed properly. Ultimately the venture can able to serve maximum benefits to customers.
Customers are the only one for which all the activities are conducted. Company want to cater the
needs and wants of the customers, so they need support from the human resources in order to
produce quality goods and services to satisfy target market. Thus, it is very significant for
human resource department to implement high performance working process in the firm.
While execution of this process or technique helps the venture to create loyal customers,
this is because the firm is able to fulfil their all the commitments. The firm need to serve
different services to the employees so that they can feel comfortable in the organisation. This
will help them to enhance their efficiency and effectiveness. Jane Cambridge is very effective in
implementing this tool as they have proper resources so that they can manage their employees in
proper way. The venture is trying to build good relationship with the employees so that they can
work in effective and efficient manner. Other than that it can be said that it have very great
impact over the behaviour of the employees when they are working individually and in the
group. Employees have created good image of the firm and due to this they have good attitude
towards the management and supervisor of the company. Citizenship behaviour and High
performance working process have direct and indirect impact over the performance of
employees. This practice has great influence over the employee’s attitude and perception.
Ultimately it will enhance the productivity and profitability of the venture. Healthy and
favourable surrounding can be created with helps the employees to create motivation and
enthusiasm towards the work.
When it is being discussed about the recruitment and selection of the employees,
organisation need to select those employees who are loyal for the venture. This is because
worker turnover creates huge cost for the company. Cost my consist the training and
development of old employees, selection of new workers, training of new employees etc. The
basic strategy which helps the employees to reduce this problem is proper evaluation of
application. Organisation need to select the best source by which they can find relevant
applicants. Other than that venture should take several test of the applicants related to the job
responsibilities and authorities. With that when interview is conducted, examiner should analyse
applicant properly so that they can find that he or she can be loyal for the employees.
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When it is discussed about the training of employees, venture should organise different
training and development programs so that workers can have proper skills and abilities. In such a
way that it enhance the skills and ability of the workers so that they can work in effective and
efficient way. Other than that when it comes to the performance management of the employees,
it is the way by which organisation find that how the workers is working in the venture and what
are the capabilities of the employees. This helps the company to allot the task and activities to
the employees according to the abilities.
P6 Approaches to performance management
Performance management is very significant for the venture, as it helps the human
resource manager to find that what is progress chart of the every individual employee. Other
than that it also helps the company to find that how much the employees are productive and how
does their effectiveness and efficiency can be enhanced. There are various methods by which the
firm can find the performance of employees, that are as follows:
Collaborative approach
It is being known that there are several departments in the firm that are human resources,
production, sales, marketing, operations, finance etc. All these departments are inter-related with
each other as well as they have their own resources which includes man power. Workers are the
key assets which helps every department to succeed. Without intervention of the employees, no
organisation can work effectively and efficiently (Bolman and Deal, 2017). As these
departments are connected, all the employees of different department are also inter-related and
working of all the employees in together way will promote the organisation and employee
performance
Comparative approach
Comparison tool have been used in this method in order to analyse the performance of
employees. Organisation has several groups, each group have some members. Here the venture
analyse group performance. First company will evaluate the performance of every group and
then compare it to the other one (Mone, E. M. and London, 2014). The group which have
achieved the highest performance will be ranked 1 and then other are ranked accordingly
Behavioural approach
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It is very old method of the venture to analyse the performance of the employees. This
approach is made up of series of vertical scales for different dimension of work. Two techniques
have been used under these methods that are BARS or BOS. Behavioural anchored rating scale
is made with the different parameters, which is being suggested by the employees. Then rating is
given to the employees on that parameters. BOS is current version of the BARS where rating
have been explained to the employees so that they can find that where they need to improve.
CONCLUSION
It can be concluded from the project report that concluded that for the proper
development and growth of firm its necessary to provide proper training and development
program. Human resource manger need to manage several activities such as recruit, select,
manage, train the employees. Professional development plan help an employee to achieve its
long term objectives and help in taking appropriate actions within the time to reduce different
weaknesses. Other than that due to several differences, conflict have been arisen between
employees. Thus, collective bargaining done by human resource management to reduce conflict
and differences.
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