Human Resource Development in Action

This document discusses the role of human resource development in creating an effective workforce and the importance of training and development in organizations. It explores different learning styles, training methods, and evaluates the success of training events. Additionally, it includes an essay on the future of skills and lifelong learning in the UK.

HUMAN RESOURCE DEVELOPMENT IN ACTION

HUMAN RESOURCEDEVELOPMENT IN ACTION
Table of contents
Introduction......................................................................................................................................3
Task 1: Creating reference handbook..............................................................................................3
Task 2: Planning and designing a training and development workshop.........................................5
Task 3: Evaluating and planning of a training event.......................................................................7
Task 4: Developing an essay on the future of skills and lifelong learning in the UK.....................9
Conclusion:....................................................................................................................................11
References:....................................................................................................................................12
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Introduction
A human resources manager of an organization is responsible to create an effective workforce
within the company for which the authority of the organization will be able to earn more profit.
In this regard, the selection process is very important, through which the human resources
manager will employ the employees. The salary structure and the mobility of the employees will
depend on the policy of the human resources manager because the human resources policy of an
organization will depend on the nature, working style and the experience of the human resources
manager of the company (Brewster and Hegewisch, 2016).
Now, the current organization and it production process needs a training and development
program to increase the efficiency level of the employees and make them more efficient in use of
newly introduced technology within the organization. In this first task a handbook will be
developed by the human resources manager how the training and development process will help
the organization, its importance to the employees and authority will be discussed. In addition to
that, different types of training and development process will also be discussed. Additionally the
training and development process will be decided on the basis of the nature of the trainees and
the trainers.
Task 1: Creating reference handbook
AC 1.1 comparing the different learning styles
In order to make the training and development more purposeful the human resources manager
can adopt the different types of learning style and on the basis of the nature and the learning
power of trainees the human resources manager will decide which one will be more better
(Armstrong and Taylor, 2014). There are 7 major types of learning style and they are:
i.Visual learning style
ii. Aural
iii. Verbal
iv. Logical
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v. Social
vi. Physical and
vii. Solitary learning style
The process of learning is one of the complicated processes and everyone has their unique
process of learning. In this regard, someone prefers the aural learning style because with the
visuality some music, rhyme are also included in this learning process for which it become the
more easier to adopt. In comparison with it the visual process is more convenient and easy. Most
of the organizations have adopted the visual process and verbal process of learning because both
the processes are cost saving in nature (Boella and Goss-Turner, 2013).
Figure 1: Describing the visual learning process
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(Source: Boella and Goss-Turner, 2013)
In this case, the human resources manager will decide the learning process on the basis of the
nature and the capacity of the trainees of the organization.
AC 1.2 Describing the learning curve and describing the importance of
learning transfer in the workplace
In order to measure the effectiveness of the training and developmental process the authority of
the organization or the human resources manager can take the help of the learning curve which is
plotting performance against the practice. If the curve is downward slopping then it will
represent that the employees is not getting proper knowledge from the training and
developmental process and they are not able to make themselves more effective (Marchington et
al. 2016).
In this regard, the training and development process is very much important because with the
help of it the company is able to create value. With the existing employees, they can be able to
increase their profit margin and able to increase the amount of output if the proper training and
development is provided. Within the workplace, if the employees are more aware to adopt the
training and developmental process or the learning process then they can be able to increase their
salary and can be able to achieve a better position in the workplace (Knowles et al. 2014).
Therefore, it is clear within the workplace the learning process has an advantages from the
perspective authority of the organization and as well as from the perspective of the employees of
the company. If both of them are able to achieve the effectiveness of the learning process them
both of them will be benefited.
AC 1.3 Importance of learning styles and theories while planning and
designing learning event
At the beginning, it has been stated that, everyone has their own learning style and it depends on
the nature and the adaptive capacity of the trainees in the workplace. So, while the human
resources manager will decide what will be the learning style within the organization then the
human resources manager must examine the nature of the employees. Otherwise, the
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organization will not be able to reap the harvest of the training and developmental process or the
learning process (Kramar, 2014).
If most of the employees of the current organization will prefer the visual learning process then
human resources manager will adopt the visual learning process as the learning style. On the
other hand if the human resources manager is able to understand that the employees of the
company is need a better learning style to make them more efficient then the human resources
manager will have to adopt the aural learning process as the learning style of the workplace.
Therefore, it is clear that, the proper learning style will play an important role here without the
proper learning style the organization will not be able to improve their condition (Brewster et al.
2016).
Task 2: Planning and designing a training and development workshop
AC 2.1 comparing the training needs for staff at various levels in organization
Within the organization, each and every staff requires the training and development berceuse
trough the training and developmental process they will be able to know the better process of
working. With the help of the training and development process, the technical side of every
working process will be opened to the employees of the organization for which they will become
more effective and efficient. Through the training and developmental process an employee will
able to know how to produce more within a little time. They will be able to use the technique of
machine or technology through the training and developmental process (Bamberger et al. 2014).
Each and every employees has the knowledge how to work but the training and development is
necessary in order to enhance their knowledge otherwise, mobilization of employees will not be
possible which is not good for the company and also not good for the career of an employee.
AC2.2 Describing the advantages and disadvantages of different methods of
training
Each and every methods of training and development process has their own advantages and
disadvantages which will be discussed here:
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Advantages:
1. With the help of the training and development process the employees will able to know about
the simple methods of working
2. With the help of the training and developmental process the authority of the organization will
able to create an immediate productivity capacity within the employees.
3. Through the training and developmental process the employees of the organization will be
able to manage time
4. The cost saving or the cost reducing working process will be adopted by the emp0loyees
through the training and developmental process
5. Through the training and development process, an employee has the proper understanding of
the work for which the management will be stress free about the quality of the products.
Disadvantages:
1. The frequent training will increase the stress within the employees of the organization
2. If the training and development process will not be proper it will nothing but waste of time
and money.
3. The training and developmental process is basically depend on the theory for which sometime
it loses the importance.
Therefore, on the basis of the advantages and disadvantages of training and developmental
process the human resources manager willde4cide how the training and development process
will be introduces within the organization. In order to incorporate the process the number of
advantages must be higher otherwise, the organization will not be able to reap the harvest of the
training process.
AC 2.3 Planning for training event
In order to plan a training event within the current organization the human resources manager
will take the initiative. By discussing with the authority and the employees the human resources
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manager will try to understand in which sector of the company the training and development is
needed. On the other hand, on the basis of the requirement of the authority the human resources
manager will plan a training event within the workplace. In this regard, the human resources
manager will first decide the timing of the training and developmental process. The human
recourse manger will responsible to decide the trainer and it will be decided on the basis of the
working experience of the employees who has much experience he or she will be asked to
provide the training to the new set of or the existing employees (Anderson, 2013).
Figure 2: sample of project for training and development
(source: Anderson, 2013)
Therefore, a proper planning is required to provide the training to the employees of the
organization. In this regard, the human resources manager can take training project to make the
process appropriately.
Task 3: Evaluating and planning of a training event
AC 3.1 prepare an evaluation form to consider what the staff have learnt, the
usefulness of the training and feedback about the trainer
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In order to develop a form, the human resources manager will first set the variable on the basis of
which the learning of the employees will be examined and on the basis of which the trainer will
be evaluated.
In this regard, the learning of the employees will be evaluated on the basis of:
1. Their capacity
2. Techniques of working
3. Knowledge of working
4. Time management
Therefore, if an employee is able to enhance or adopt those factors then the authority will be sure
the training and developmental process is able to make the workers efficient.
Apart from this, the trainer will also be evaluated by the trainees on the basis of the variable:
1. Power to convince
2. Knowledge of technical skill
3. The year of experience
AC 3.2 caring out the evaluation by analyzing the responses to the evaluation
form
On the basis of those explained variable the skill of the trainer will be evaluated. If the trainer is
able to convince the trainees then it is clear that he has the extra power of teaching capacity for
which an efficiency will increase within the employees of the company.
If the trainer has the sound technical knowledge then it will be easier for the trainer to provide
the technical knowledge to the employees while giving the training to worker of the organization
(Rein, 2016).
The year of experience will play an important role here because, with the help of the experience
they will be able to know about the capability of the employees and on the basis of the
capabilities they will select the employees to provide better training in order to develop an
efficient and effective workforce within the company.
Therefore, the evaluation of the trainer is needed because the success of training and
developmental process will depend on the skill of the trainer.
AC 3.3 review how successful was the evaluation form
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The evaluation form is more important because with it the organization and the human resources
manager is able to know how was the training and developmental process. Through the
evaluation form the human resources manager is able to know the success or the failure of the
training and developmental process. If the employees are not able to enhance the above
described factors then it will be said that the training and developmental process has not worked
out. In this regard, the reason of it will be described as the failure of the trainer. From the
evaluation form the human resource manger will be able to get the performance of the trainers
and their role in the training and developmental process of the organization.
Figure 3: Sample of evaluation form to evaluate the performance of the employee
(Source: Self developed)
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Task 4: Developing an essay on the future of skills and lifelong learning in the
UK
AC 4.1 Explaining the role of government with regard to training,
development and lifelong training
Government is accentuating the significance of preparing and improvement as they mean to
evacuate the obstructions of employability of those that have fewer chances to do as such. The
long lasting learning point is evacuate and battle social prohibitions which will then advance
employability and dynamic citizenship among groups.
The government of United Kingdom will take the initiative to make a effective labor force by
adopting the revolutionary educational policy and skill developmental policy. In the educational
policy, the government has incorporated more practical subjects and theories. It helps to build
more knowledge within the students and they will be more efficient. Incorporation of advanced
learning process within the education is a vital decision of UK government that helps the student
to achieve more technical knowledge. From the school level, the government is trying to provide
the technological knowledge to the students to make the human capital. With the help of the
educational policy, the government is trying to build an effective workforce in future. In this
regard, the government has introduces most effective learning style to most of the school in order
to transfer the students to human capital. The vocational training is also incorporated in the
school level for which the students are able to get a job after their education for which the
number of unemployed people in United Kingdom has reduced (Bergstrom and Randall, 2016).
On the basis of the policy of the government it is clear that, the organizations are able to get an
efficient and effective labor force that are very much helpful for them. Their cost is increasing in
order to provide the training to the employees. Apart from this, through this policy the
government is able to reduce the percentage of unemployed person lower and as a result of this
the government is also able to maximize the social welfare.
AC 4.2 explaining the role of training in the public and private sector
organizations
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The training and development is necessary for ever sector. Training and development is one of
the essential factors that play an important role for the growth of the organization in any sector.
In private sector and public sector, both are adopting the process of training and development in
order to achieve the growth. Without the training and development, it will be tough for the
authority to increase the efficiency of their existing employees. In case of private sector, the role
of training and development will be discussed here:
Time management: Time is the important factor in the private sector and an employee in private
sector is bound to maintain the time otherwise, their efficiency will raise the question.
Enhancement of skill: All the private sector organization has the objective to provide the
qualitative goods and services and in order to provide the quality the enhancement of the
efficiency of the workers are very much necessary that can be achieved only through the training
and development.
Immediate increase in productivity: Through the training and developmental process the
private sector organization will be able to create productivity within their existing employees
which is very much important for the private sector organization. As result of this, they will be
able to produce more goods and services within a stipulated time period and can be able to earn
the higher profit margin within short period.
On the other hand, the public sector organizations are also adopting the training and
developmental process the role of the training and development in the public sector will be
discussed:
Capabilities building: Through the training and developmental program the public sector
organizations will be able to create the capabilities within the employees because in order to
maximize the social welfare the public sector organization will appoint some employees who has
the less capabilities. Therefore, the training and development will play an important role for the
public sector organization.
Achievement of innovation: Through the training and developmental process the public sector
organization is able to achieve the innovation within the production process and they also can be
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able to adopt the innovative policy to achieve the social welfare. In this regard, the common
people will able to get beneficial results of the training and developmental process.
AC4.3 assessing the process that the UK government takes for the human
resources development for an organization
Keeping in mind the end goal to design a preparation occasion inside the present association the
government of United Kingdom will step up. By examining with the expert and the workers the
government will endeavor to comprehend in which division of the organizations the training and
advancement is required. Then again, on the premise of the prerequisite of the specialist the
government or the administrator will design a preparation occasion inside the working
environment. In such manner, the government or the director will initially choose the planning of
the preparation and formative process. The human plan of action trough will mindful to choose
the mentor and it will be chosen the premise of the working background of the representatives
who has much experience he or she will be made a request to give the preparation to the new
arrangement of or the current workers (Northouse, 2015).
The current human resources policy of UK is different from other country and the government
has designed their educational policy to create an effective and efficient labor force in future. In
this regard, the government has emphasized on the on job training and vocational training in
order to create labor force for future.
Conclusion:
Therefore, it is clear that on the basis of the requirement of the organization the human resources
manager will appoint the employees otherwise the appointed employee will not be able to
increase the value of the company. In this case, the human resource manager must have the
knowledge about the requirements of the organization. In order to make the employees more
effective and more efficient the human resources manager will discuss with the authority of the
organization and will arrange the training and development program for which the employees
will be able to increase their efficiency.
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References:
Anderson, V., 2013. Research methods in human resource management: investigating a business
issue. Kogan Page Publishers.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bamberger, P.A., Biron, M. and Meshoulam, I., 2014. Human resource strategy: Formulation,
implementation, and impact. Routledge.
Bergstrom, J.C. and Randall, A., 2016. Resource economics: an economic approach to natural
resource and environmental policy. Edward Elgar Publishing.
Boella, M. and Goss-Turner, S., 2013. Human resource management in the hospitality industry:
A guide to best practice. Routledge.
Brewster, C. and Hegewisch, A. eds., 2016. Policy and Practice in European Human Resource
Management: The Price Waterhouse Cranfield Survey. Taylor & Francis.
Brewster, C., Houldsworth, E., Sparrow, P. and Vernon, G., 2016. International human resource
management. Kogan Page Publishers.
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.
Kramar, R., 2014. Beyond strategic human resource management: is sustainable human resource
management the next approach?. The International Journal of Human Resource
Management, 25(8), pp.1069-1089.
Marchington, M., Wilkinson, A., Donnelly, R. and Kynighou, A., 2016. Human resource
management at work. Kogan Page Publishers.
Northouse, P.G., 2015. Leadership: Theory and practice. Sage publications.
Rein, M., 2016. From policy to practice. Routledge.
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