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Design Induction Training Program For Human Resource Development

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Added on  2020-07-22

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HUMAN RESOURCE DEVELOPMENT INTRODUCTION 1 TASK 11 1.1 Design Induction Training Program1 1.2 Role Of Learning Curve And Its Importance 3 1.3 Learning Styles And Theories Contributing To The Induction Programme. 4 TASK 24 2.1 Training Needs Of Managerial Staff Employed At All Levels.4 2.2 Advantages And Disadvantages Of The Training Methods5 2.3 Systematic Approach To Plan A Training And Development Programme6 TASK 36 3.1 Evaluation Techniques Of The Induction Training Programme 6 3.2 Evaluate Effectiveness Of Training Programme7 TASK 48

Design Induction Training Program For Human Resource Development

   Added on 2020-07-22

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HUMAN RESOURCEDEVELOPMENTTable of Contents
Design Induction Training Program For Human Resource Development_1
INTRODUCTION...........................................................................................................................1TASK 1............................................................................................................................................11.1 Design Induction Training Program .....................................................................................11.2 Role Of Learning Curve And Its Importance ......................................................................31.3 Learning Styles And Theories Contributing To The Induction Programme.........................4TASK 2............................................................................................................................................42.1 Training Needs Of Managerial Staff Employed At All Levels. ...........................................42.2 Advantages And Disadvantages Of The Training Methods ................................................52.3 Systematic Approach To Plan A Training And Development Programme .........................6TASK 3............................................................................................................................................63.1 Evaluation Techniques Of The Induction Training Programme...........................................63.2 Evaluate Effectiveness Of Training Programme...................................................................7TASK 4............................................................................................................................................84.1 Role of government in training and development in the UK................................................84.2 Need of competencies and skills assessment in organisations .............................................94.3 Contribution of Government initiative on HRD:................................................................10CONCLUSION..............................................................................................................................11REFERENCES..............................................................................................................................12
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INTRODUCTIONOne of the most essential asset for any institution are the employees or work staff of thatassociation because they have the intelligence and skills to achieve the organisations goal. It isimportant to place the right person on the right job based on his education, background,capability and greed to learn. At the same time as technology improves, government law changesand with change is companies goals and objectives its is not only important to hire right peoplebut it is also important to train them from time to time so as to increase their skills and promotethem (Werner and DeSimone, 2011). Human resource development plays a significance role byadopting different measures, approaches and techniques to train the most exceptional workforceview a view to accomplish organisations mission. HSBC is one of the largest banking andfinancial corporation in terms of asset. It is a leading world class bank providing variousfinancial services to its client. HSBC was established in the year 1865, in Hongkong. TASK 11.1 Design Induction Training Program Every organisation is required to welcome the newly hired employee and introduce themabout the company. An induction training program includes details about what the company is,what are is goals, mission and objectives, its vision – where it see itself over a period of years,how and what it does to accomplish it. It also describes the role for which the workforce is hired,its responsibility, and contribution to make the company successful and a leader in its field.Institution believes 100% transparency and hence it discusses work hours, rules, procedure,codeof ethics, code of conduct and security policies with the new staff (Swart and et. al, 2012).Finally they explain them their salary structure, deduction policy, leave policies and detailsabout bond with company if it exists. HSBC is the seventh largest in international banking and financial services. It providesfollowing services to its high end profile clients:commercial banking, global banking, retailbanking and wealth management. Because of the growing completion HSBC hires a largenumber of workforce. All the individuals hired are different from one another is some or theother aspect hence, different learning styles for each individual is adopted by the bank. Learning Styles are as follows:1
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Illustration 1: Different Learning StyleActivists: They are the individuals who grasp by actually doing or experiencing the taskthat is been given to them. They are not easily adaptive to the change in situation, and are lessadaptive to a particular skill. Theorist: They are the one who just don't jump to the conclusions. The like to readtheories, evaluate and analyse it and only then come to a conclusion relating these theories to thepresent situation. Pragmatist: They are practical in nature, this means they relate all the learning, theoriesand ideas to how they can put it to practical use (Knowles, Holton and Swanson, 2014). Theydoes not believe in philosophical concepts. They are easily adaptive to change in situations andlove to take new challenges and work in new situations. Reflector: These type of individuals normally learn by observing other people. They areslow learners as they collect data, compare it to his observations, and then come to a conclusion. HSBC follows Pragmatist style of learning. They prefer employees who are ready to takenew challenges, are able to work in any situation and don't just believe in book learning butbelieve in applying what they have learned through many sources. 2
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