Human Resource Development Report: BSB41015 Certificate IV

This report analyzes talent management and human resource development within a fictitious environmental start-up. It examines the development needs of the R&D team, focusing on career development strategies, job analysis, and training needs. The report is structured in four parts, detailing career development strategies, job analysis, and the implementation of learning and development programs. The analysis includes the career stages of team members, training needs based on the ADDIE model, and the design and implementation of development programs. The report also addresses the specific needs of team members, like providing ICT and soft skills training. This assignment showcases the student's understanding of HR principles through practical application and analysis.

Running head: HUMAN RESOURCE DEVELOPMENT
HUMAN RESOURCE DEVELOPMENT
Name of the student
Name of the university
Author Note

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Table of Contents
Introduction.................................................................................................................................................2
Discussion...................................................................................................................................................2
Development needs of the Team.................................................................................................................2
PART 1.........................................................................................................................................................3
PART 2......................................................................................................................................................12
PART 3......................................................................................................................................................16
PART 4......................................................................................................................................................18
Conclusion.................................................................................................................................................20

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Introduction
Talent management is an integral part of human resource development. Human resource
department of an organization is responsible for selecting the right kind of candidates and
employees for the right kind of jobs. American society for training and development has
generically defined human resource department as the process by which capacity of human
resource is increased through development. Therefore, it can be summarized that the process of
adding value to the individuals, teams and organizations largely fall under the canopy of talent
management and evaluation. The respective paper is an examination, analysis and evaluation of
talent management at a human resource development department of a fictitious/ non- fictitious
organization or team. Through the respective paper, career development strategies, job analysis,
training and development needs are examined, analyzed and formulated. On the second part of
the assignment, career development strategies are designed, career development programs are
implemented and monitored and lastly, the career development programs that need to be
incorporated in the respective organization/ team is incorporated and evaluated. The respective
paper is in a format of a report where the strategies and evaluations are structured accordingly.
Discussion
Development needs of the Team
Team: Introduction
The organization where I work is an environmental for-profit start-up company which
works for the benefit of the ecosystem and environment. The company is headquartered at the

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Western Australia and it specifically works for the issues such as health and well being of the
aboriginals of Australia, water and waste management, recycling and global warming. The
specific team which is malfunctioning in the organization is the Research and Development
team. The respective team has become drab and non- creative for a few months. The team
members seem to have lost interest in their work and not working up to the mark. As a human
resource management officer, I have scrutinized the team and decided that the team needs talent
management in it in order to re-order and restructure the employees and their designations for a
fresh start. Therefore, as a human resource management officer, I have decided to implement
learning and development/ career development activities in the respective team.
PART 1
Question 1
Career development is a new and latest phenomenon in the arena of human resource
development in today’s world where the employees, no matter how trivial or significant they
might be, are given the opportunities to develop their career and profession within the
organization for their own betterment. Fueled by traditional and cosmopolitan methodologies,
career development has become an important organ of human resource development in corporate
environment. Certain “appropriate (good) practices” or strategies of career development with
special reference to social organizations are provided hereafter.
1. Embracing new challenges through digital and electronic learning: The research and
development team in an organization is becoming increasingly diverse yet significant as
they are collaborating, networking and building interdisciplinary work environment to
cope with the growing global and local needs of an organization. The dedicated

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academics, researchers, assistant researchers and technical professionals, who work
diligently to innovate different ideas and approaches for the organizations can accelerate
their skills if they incorporate electronic learning in their career. A sound electronic
means based learning for the professionals working in the research and development team
would not only accelerate and integrate their work but also provide the accurate expected
outcome of work without much digression. Electronic learning would also enhance their
problem solving skills and ensure a steady work flow within the department. Even though
different universities and institutions provide informal training of the electronics and ICT
resources (Information and Communication resources) to the professionals during their
academic and professional training, the companies can still take initiatives to provide
“formal” and “more integrated and holistic” training to the working professionals of the
respective team. A sound knowledge and skills of ICT resources would help the research
and development wing to take up different unconventional challenges in their work.
2. Networking: Networking is considered to be an essential part of professional
development and also a valuable skill that needs to be incorporated throughout the entire
career tenure of a professional. A company which has a strong network with different
global and local organizations and institutions would automatically incorporate new ideas
and discover new jobs every other day. A strong and durable network within the
multidimensional industries helps in job hunting and talent acquisition. Keeping open
minded spirit and unconventional outlook along with a strong networking with the
outside world would ensure accelerated and premium career development in any
company.

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3. Creating an open feedback curve: Timely, high quality feedback, despite of the fact of
being positive or negative, would provide the organizations with a better understanding
about what kinds of talents are creating more value to the business or not. A company
should incorporate the strategy of listening to honest feedback regarding their talent
management and HR programs from their employees in order to improve and advance in
its department. Feedback also helps the company to realize where is it standing in talent
management and its speculated path and how should it deal with the respective issues it
might be facing.
Question 2
The Research and Development wing on which I am incorporating my talent management skills
as an HR manager have 3 members in them. I have conducted a thorough job analysis of the
respective three members. The one analysis which I am going to place in the respective
assignment is provided hereafter.
1. Job title: Innovation Researcher
2. Name of the task: Innovation through research in the field of environment and
ecosystem
3. Supervisor: Mr. Hall
4. Outline of job duties: The duties of innovation researcher are to search for new and
innovative business prospects, strategies and methodologies with proper ICT skills
for the respective organization. The innovation researcher has to develop and
optimize methodologies for better business solutions.

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5. Physical job demands: Innovation researcher has to have patience, perseverance and
physical tenacity to carry out difficult innovative and creative yet challenging
business tasks.
6. Pay Scale: Approximate salary is expected to be $40,000 per month.
Question 3
The three employees who are the members of the Research and Development wing, namely,
Mohammed Ajmal, Mrs. Kate Hall and Mr. Dooby Parker, are the head researcher, Assistant
researcher and innovation researcher hereafter. The career stages of the each of the members are
hereby presented in the tabular form.
Serial Number Name Career Stage Commentary
1. Mohammed Ajmal Mohammed Ajmal is
the head researcher of
the respective
department. Mr.
Mohammed Ajmal is
in the exploration
stage of his career and
he is as young as 23.
This is his first time
recruitment in a
corporate and he is a
The career stage of
Mohammed Ajmal is
in exploration stage
where he must be
looking for new
opportunities outside
our organization.
Retention of capable,
fresher employees
needs to be practiced
in the organization

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fresher in the field of
research. He is
competent with merit
and skills, therefore,
our company has
hired him. He is
responsible for
management of all
kinds of research
activities (small or
big) that are
happening in the
department.
Mohammed Ajmal
has received an
informal training in
electronic resources in
his college days and
works with the
computers well,
however, he needs a
little training in
handling digital
through different
learning and
development and
appraisal methods.
However, the
company is planning
to provide
Mohammed Ajmal
with formal training
in electronic and ICT
resources as a part of
his “career
development” and
“development of
employability”.

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devices and
applications that
would accelerate his
work and add extra
perks of employability
in his career.
Mohammed Ajmal
might be looking for
other prospects in the
industry outside our
organization, as
presumed.
2. Mrs. Kate Hall Mrs. Hall is the
assistant researcher
who works
collaborating with
Mohammed Ajmal,
the head researcher.
Mrs. Hall, who is a
postgraduate in
environmental science
from a reputed
university, is in the
The career stage of
Mts. Kate Hall is in
maintenance stage.
However, the
company has been
planning to provide
her with an integrated
professional program
of soft skills and
behavior management
as Mrs. Hall has been

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maintenance stage in
her career. She is 49
years old and works
as an assistant
researcher who assists
and contributes to the
research projects in
multidimensional
ways, conducts
literature reviews,
analyzes data in
certain cases also acts
as a deputy supervisor
of the research and
development
department of the
company. She has
already established
herself as a
professional in the
organization and as
assumed, comfortable
in her position in the
showing certain
ethnocentric and racist
attitude while working
with Mohammed
Ajmal in the
organization due to
the religious and
ethnic differences
they posses. As she is
presumed to be a
permanent employee,
she would be given
special training on
behavior management
by our firm.

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company.
3. Mr. Dooby Parker Mr. Dooby Parker is
an innovation
researcher of the
respective company.
Mr. Dooby Parker is
in the establishment
stage of his career as
he has started his full-
fledged professional
life. He is aged 32 and
it is the central period
of his work lives. Mr.
Dooby Parker, who is
in the stage of
establishment, is
presumed to have
sorted his career goals
and therefore, there
are areas where the
company can provide
him with extra skill
management
The career stage of
Mr. Dooby Parker as
an innovation
researcher is in the
establishment stage of
his career as he has
started his full-
fledged professional
life. To keep such
employees happy and
content, employee
engagement and
development
initiatives must be
taken.

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certificates for his
“intrinsic career
development”
Question 4
Based on the training needs analysis model of ADDIE, the five phases, namely, Analysis,
Design, Development, Implementation and Evaluation can be incorporated in order to carry out
an in- depth analysis of the training programs (Molenda 2015).
1. Analysis: Before implementing and executing a particular training and development
program, the first step is to review the learning objectives, establish learning outcomes,
and align the training programs to meet the organizational needs. Mrs. Hall is a candidate
who has been a loyal employee but has not grown or developed herself professionally.
Gaps in her developmental process were poor knowledge in ICT resources and lack of
leadership abilities.
2. Design: the contents and the matters of the training and development programs should be
designed in such a way that it is customized through discussions and focus groups
interactions while formulation of the programs. Mrs. Hall would be given basic and
primary education on ICT resources and in-depth learning of Research methodology tools
in ICT. She would be given soft skills training on diversity management skills to rectify
her xenophobic attitude.