Strategic HRM and Firm Performance

This assignment delves into the crucial role of strategic human resource management (HRM) in driving firm performance. It examines the impact of commitment-based HR systems on organizational outcomes. The analysis draws upon academic literature and real-world examples to illustrate the connection between effective HRM practices, employee engagement, and overall business success. Students are expected to critically evaluate the research findings and discuss the implications for organizations seeking to enhance their competitive advantage through strategic HRM.

Human Resource
Development

Table of Contents
INTRODUCTION ..........................................................................................................................1
TASK 1 ........................................................................................................................................1
1.1 Different learning styles........................................................................................................1
1.2 Role of learning curve and significance of transferring learning at workplace....................2
1.3 Contribution of learning theories and styles in planning and developing learning
programme..................................................................................................................................3
4.1 Government role in training, development & life long learning...........................................3
4.2 Impact of competency movement on private and public section..........................................4
4.3 Contribution of contemporary training initiatives in human resource development............5
TASK 2 ...........................................................................................................................................6
2.1 Training needs for staff at different level in an organization................................................6
2.2 Advantage and disadvantage of training methods................................................................7
2.3 Systematic approach to plan training and development for a training event........................8
3.1 Prepare an evaluation of training an event............................................................................9
3.2 Measures of evaluating training event................................................................................10
3.2 Reviewing the success of evaluation...................................................................................11
CONCLUSION..............................................................................................................................12
REFERENCES .............................................................................................................................13

INTRODUCTION
Human Resource Development deals with providing learning and training to the
workforce so that their skills and abilities are developed and administer those benefits for long
term. It is a broad concept and necessary for every organisation in order to improve the
performance of firm as well as its employees. Appropriate training and learning provides overall
development to the individual which helps them in their career growth. It also assists in
increasing the productivity and profitability of firm (Armstrong and Taylor, 2014). In the present
report, given organisation is Sun Court Ltd. which is engaged in management and property. The
assignment covers various styles of learning and its importance in transferring knowledge.
Contribution of different styles and theories at the time of planning and formulating a learning
programme is also defined in the report. Apart from this, government role in training and lifelong
learning as well as utilization of systematic approach in planning an appropriate training event is
defined. Besides this, need of training for manpower at top, middle and operational level along
with advantages and disadvantages of different methods of training is determined. Influence of
competency movement on public as well as private sectors and role of contemporary training
initiatives in development of human resources is also explained in this assignment.
TASK 1
1.1 Different learning styles
Every business organisation used different styles of learning in order to improve the
performance of firm as well as its employees. These refer to the methods in which individual is
able to gain learning at workplace. Each learning style defines the preferred way of processing
and receiving information to learn something. All persons are different from each other in terms
of their skills, abilities and knowledge. They perform task in their own manner. It is necessary
for an organisation to conduct appropriate training and development programme so that skills of
employees can be increased and they are able to perform their tasks in an effective manner.
Identification of suitable learning style assists the manager in making training events easy and
understandable to employees (Bakker and Leiter, 2010). Some learning styles that are adopted by
the workforce are defined as below:
Visual learning: It is a common style in which individuals can learn only by seeing some
pictures, images or other things. This style of learning assists in improving the reading
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comprehension, high order thinking, critical thinking skills and other abilities of an individual.
Information and knowledge is gained only by visioning something which includes maps, graphs,
charts, pictures, images, presentations, etc.
Auditory learning: In this style, learners can gain knowledge by the way of listening. In
order to gain new information and knowledge, speaking and hearing are considered as the
primary ways on which learners rely. In auditory learning style, the methods involved are voice
recording, debates, discussions, musical notes, lectures, etc. But, sometimes, it may be difficult
for the learner to retain complete information that is provided to them (Bratton and Gold, 2012).
Kinaesthetic learning: Physical activities, body movements and touch are involved in
this kind of learning. This is the most preferred style used by organisation in order to administer
knowledge to its employees. It is also known as tactile learning. For better understanding of
working, employees perform physical activities that assist in making learning easy. The methods
include in this style of learning are field trips, role playing, simulation, etc.
1.2 Role of learning curve and significance of transferring learning at workplace
Learning is a process which is continuously adopted by every individual in order to learn
new things and develop their skills and abilities. Learning curve refers to a graphical
representation which assists employees in determining their skills and knowledge level that they
gain in training sessions. In Sun Court Ltd., it assists the managers in analysing performance of
workforce at workplace. Learning curve is utilized in evaluating the performance of employees.
It depicts interrelationship of cost and output on the basis of time. Learning curve scale helps in
improving the future performance of manpower and its evaluation is based on number of
attempts that an employee takes in completion of task. It assists in attaining the objectives of
company and improving performance of its employees (Cascio and Boudreau, 2010). As the
experience of an individual increases, their learning will also get enhanced.
Importance of transferring learning:
Every firm conducts training and learning programme for employees for the purpose of
increasing their skills and knowledge. They use money and time in providing expertise to their
workforce so that they will be able to take competitive advantage from the market. Firms expect
from employees to transfer their knowledge at workplace so that objectives will be achieved
efficiently. Significance of transferring learning are as follows:
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Add value: The main purpose of a firm behind conducting training sessions for
employees is value addition. So, it is necessary for the workforce to transfer their knowledge at
workplace because if it will not be transferred then, no potential will be added in the firm.
Face challenges: Appropriate training session helps the employees to face challenges
that they confront at workplace during performing their assigned tasks. Learning programmes
provide ability to overcome those challenges by the way of transferring knowledge in an
effective way at the time of working (Daley, 2012).
Proper use of fund: If employees transfer their learning which they get from the training
session conducted by firm then only, the funds spent on these programmes are utilized properly.
So, it is necessary for the workforce to transfer their knowledge at workplace.
1.3 Contribution of learning theories and styles in planning and developing learning programme
The essential part of an organisation is its employees as they play an important role in
growth and sustainability of the firm. So, it is necessary for every business enterprise to identify
the needs of employees and administer them with appropriate training in order to enhance their
skills and knowledge. It assists in improving the productivity and performance of firm. Sun
Court Ltd. uses different theories and styles of learning to plan and design the training event.
Appropriate planning administers direction to attain the defined objectives of company. The
learning ability of an individual depends on their learning style. The theories rely on employees
adaptability to respond change. Managers designed training session on the basis of learning style
of manpower. Organisations develop learning environment so that skills of employees can be
improved and they are able to perform well (Huselid and Becker, 2011).
Learning theories and style highly impacts the performance of firm. A strong relationship
is exist between these. The theory assists in motivating manpower and encourage them to
perform well and accomplish objectives and targets of the firm. These theories helps in
developing knowledge and skills of workforce. In Sun Court Ltd., the manager evaluate the
performance of employees and determined outcomes on that basis. In spite of single, different
learning styles and theories should be used by the company so that maximum advantage can be
gained from the learning provided to employees.
4.1 Government role in training, development & life long learning
Government plays an important role in providing training and development to individuals
who work in different organisations. Various programmes are conducted in order to provide the
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learning which is beneficial for them in their career growth. They collaborate with companies so
that appropriate plans can be formulated. Government provide funds to organisations so that they
can provide training to employees (Jiang and et. al., 2012). It assists in improving productivity as
well profitability of firm. Some roles that government played in developing employees are as
follows:
Allocation of funds: Government helps organisations in various ways in order to provide
training and development to its employees. They administer funds to the companies so that they
get required resources to design appropriate training programme.
Develop policies: It is the responsibility of regulatory authority to develop appropriate
policies and norms for public and communicate these clearly so that awareness can be created
among them. Different tools & techniques are used by the government to convey these policies
to public.
Promoting HRD norms: In order to generate awareness about policies related to human
resource development among the members of society, various programmes are executed by
government as well as organisations in business environment.
Implementing same policy: Instead of formulating various policies, government now
focus on making single policy and implement it to standardise the process and provide
appropriate training to employees.
4.2 Impact of competency movement on private and public section
Knowledge, skills and employees are includes in competencies that is necessary to be
present in every individual in order to perform work efficiently. It is important for every
organisation to provide appropriate training to its employees so that they are able to perform
their assigned task in better way. It assist in enhancing the knowledge and skills of employees
and provide them overall development (Kehoe and Wright, 2013). It is necessary for the manager
to identify the needs of employees in order to develop those skills and make them productive.
“People ‘R’ Us” needs to analyse the influence of competency of movement on public and
private sector.
Influence on public sector:
Enhance coordination: By competency movement, workforce are getting trained
according to their needs. Their skills and abilities are improved and they are able to perform
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well. Learning provides them motivation and they are encourage to work with coordination at
work place.
Increases motivation level: Government provides funds to firms so that the can get
resources that are needed in administer training to employees. This assists in proper
implementation of plans and policies and increases their motivation level.
Influence on private sector:
Improving productivity: Competency movement assists in increasing skills and
knowledge of employees and provides them ability to perform well. It in turn, increases the
productivity of the organisations listed in private sectors (Noe, 2010).
Interest Building: Sometimes, due to the absence of skills and abilities, employees loose
interest to perform task. So, management administer them training in order to develop their
interest in work and they complete their task effectively.
4.3 Contribution of contemporary training initiatives in human resource development
Government of United Kingdom highly contributes in the development of human
resource in an organisation. The regulatory authority pay attention towards those individuals who
are working in different firms. They ensure that appropriate learning is provided to the
employees so that they make use of that at the time they perform their work. It eliminate the
issues that takes place in company as the employees are stay happy & motivated and they
perform well. By the intervention of government, competitive work environment remain
maintain at workplace as firm get more exposure by this. “People ‘R’ Us” determine various
methods of training for Sun Court Limited so that they are able to provide effective training to
their workforce. There are different departments that functioning in government and prepare
human resource development plan which are as follows:
 Health department
 Work & pension department
 Trade and industry department
 Education & skill development department
Responsibility is given to all these departments to formulate training and development
plan for the organisations that are operating in the country (Reio Jr, 2010)). These policies are
assistive in providing training and development to employees and enhance productivity of firm
as well as its individuals. UK government ensures that the functioning of all the departments are
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carried out properly and the firms are implemented those plans effectively. Therefore, People ‘R’
Us consider the laws and policies formulated by UK government before developing training
event for Sun Court Ltd. The firm apply all the methods prescribed by government of UK.
TASK 2
2.1 Training needs for staff at different level in an organization
In Sun Court Limited various management level are exist which is manage by the
manager of the company. With the help of this they easily fulfilled entire needs of the firm in
appropriate manner. Every business environment is more dynamic so that it is important for the
workers to handle every condition is appropriate way (Clark and et. al., 2016). In this manager
allocate the task as per workers capabilities which leads in enhancing productivity level of firm
and workers also. By this manager complete all the target in specific time period. For attain
positive outcomes, employer organize as well as provide better training and devilment programs
to their workers so that they easily perform their task and get maximum positive results. In this
manager evaluate the workers work and determine their performance so that they make training
schedule accordingly and provide them as per their requirement. Along with this they define
various administration level to identify the training needs which are as follows: Upper senior level: Under this level management evaluate the training needs of strategies
level in which they provide them better opportunities to improve their performance and
execute their task effectively. In this senior's think about overall business growth at
market place. With the help of this they easily take strong place and also enhance
organization productivity level. Middle management: In this level of Sun Court Limited, manager are responsible for
developing an effective plan in which they set all the targets and scheme in order to
enhance profitability level of the company at market place. In this manager has best
capabilities to effectively evaluate the better use resources so that they attain positive
results. Along with this they also give direction to their workers so that they perform
well. In this process training is also important which improve workers skills and
knowledge regarding the work (Bratton and Gold, 2012).
 Lower level: Under this stage, line manager implement all the work to its employees but
before allocation work it is important for manager to provide them better knowledge
about machines so that they effectively done operations task and attain positive results
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(Andrade, and et. al., 2015). In this motivation also an important factors which influence
morale of workers towards the work in which they get positive outcomes easily.
2.2 Advantage and disadvantage of training methods
For improving performance level of employees, manager of Sun Court Limited use
various training methods which positively impact on overall success of the company. In this
process top level management use various effective tools for their employees in order to motivate
them and also enhance their skills. By this workers improve their quality of working which leads
in enhancing productivity level at workplace (Dhar, 2015). Furthermore, manager also conduct
training programs for new joined employees because they are not aware about their job position.
By this employer easily enhance workers capabilities and make them able to perform all the task
in appropriate way. In this context, there are some advantage and disadvantage of using training
methods at Sun Court Limited are as follows:
Training methods Advantages Disadvantages
Performance appraisal Skills and knowledge gets
improved which helps in
enhancing performance at
workplace and here employer
can compensate them in term
of money.
Other employees who don't got
promoted can get demotivated
which tends to reduction of
performance of their at
workplace.
Role playing Leaders and managers give
role according to capabilities
of an individual and it is also
necessary for employees to
understand what they are
doing and how their work can
put impact on profitability of
organisation.
Situations comes up when
members do gets nervous at the
time when managers do give
responsibility which they have
to finish in a short period of
time.
Induction A program where HR manager Possibilities are there that this
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introduce company to new
candidate which got selected
this gives them brief and show
what they will be doing in
firm.
programme may put bad
impact on new employees if
the work comes up totally
different from what they have
shown in Induction (Hechter,
2017).
Workshops This is a place where
managers give proper training
to every staff member so that
they can develop their skills
and knowledge.
Time taking and costly process,
success totally depends on how
much employee understood.
Discussion Healthy relations in between
employee and employer is
important in this as here
managers can show
weaknesses of employee and
here they try to train them in
their weak parts.
Discussions are necessary at
the time of decision making
otherwise members can get
demotivated.
2.3 Systematic approach to plan training and development for a training event
Sun Court Limited use effective process to make flexible workplace by providing better
training to the staff members. By this manager easily influence their workers so that they
perform their work in systematic way and get positive outcomes. It is related with formal training
in which manager ensure about beginning training needs and evaluate the business requirement
of the firm. In this manager is responsible for setting goals and objectives of business and train
their workers accordingly so that they effectively accomplish their targets (Chadwick, Super and
Kwon, 2015). Along with this, systematic approach of training define various combination of
stages which implement by the manager to improve efficiency of the workers at workplace that
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largely affect overall success of the company. With the help of this manager know about
company objectives and execute training program accordingly. In this context, there is a
systematic plan for training and development are as follows:
Aims of the firm: It is one of the important for organization to enhance their workers
skills and knowledge. The main aim of Sun Court Limited to capture larger market share by
using various innovation and marketing activities which leads in reducing the overall cost of the
company. In this manager build product line to make an effective performance level at the
workplace.
Setting up the training needs: Under this step, manager of the selected company identify
the marketing and employees activities in order to accomplish all the goals and objectives of the
company (Brewster, Mayrhofer and Morley, 2016). Along with this it is important duty of top
level management to organize training programs for their employees as per their performance.
Designing training strategies: In this stage, company design an effective strategy to
make better training programs to their staff members and department so that they improve their
performance level and also aid in reducing the overall cost.
In process of designing training strategy selected company consider efficiency of training
and also include an effective budget in order to improve overall performance level.
Execution of training programme: This is last stage in which Sun court limited
implement entire training programs in more effective way.
3.1 Prepare an evaluation of training an event
There are many techniques used by organisation to evaluate training of their employees.
Different organisations use different models as per convenience and suitability of their working.
Few models are as follows:
Kirkpatrick's Model of learning Evaluation: This model is tradition model used by many big
company. Kirkpatrick”s model first time published in1959 in US Journal. In 1975 and 1994
some updates are done. It mainly talks about four levels: Reaction: How candidate reacts towards a training program is analysed under this. This
level is important as reaction of employees is mandatory. Company should try to feel
candidate good about instructor, training material, methods, techniques,etc. Their reaction
may give emphasis to improve the quality of training (Scullion and Collings, 2011).
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 Learning: What employee is learning is also a mandatory to know. Training is conducted
for the value addition in the knowledge of individual. Hence it should be checked that
how much employee learn from the program and how they are applying it to their work. Behaviour: It is most important task to know how candidate feel with training program.
Training is all about change, sometimes employees are not willing accept the changes. It
employees does not accept modification then he/she should get motivated for the training
and its benefits (Werner and DeSimone, 2011).
 Results: After conducting training program, feedback are to be noted. Feedback can be
get through their work evaluation. Comparison should be done in performance before and
after training. If results are not as per standards then corrective actions should be taken.
Anderson’s Value Of Learning Model: This model emphasis on learning part of the
employees. It states that once knowing what to achieve there should be planning done to how to
achieve that. This gives more emphasis on organisational goal rather than individual's goal. We
can say it proves to be disadvantage. It say that first of all analyse of problem is done, where the
need of training. After analysis, best alternative among available methods or techniques are
opted. At last organisation see what more can be done to reduce problem. As per this model there
is always scope of increase in the learning of individual. After learning program, methods should
be used to evaluate the performance.
3.2 Measures of evaluating training event
If Sun Court wants to evaluate the training event in aspect of “People 'R' Us” company
then they have go through some measure to know experience of training programs because today
it is considered most recognized method of evaluating the effectiveness in four levels:-
Reaction:-
It describes the learning experience of whole training events or course. Under this
question are asked related to training that whether the whole event is valuable and up-to what
degree they felt it logical or relevant for future point of view (Flamholtz, 2012). These programs
are generally consider as employee feedback to evaluate the effectiveness of the training,
employees perceptions, future further improvements ans explanation for training expenses.
From the research it has been found that around 75-80% of training events include this level.
Learning:-
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This is most relevant level from both company and employees point of view to evaluate
the usage of training event. It measures the degree to which participants acquired the intended
potentiality in their knowledge, skills and their working quality from training programs. The
main objectives behind this level is to determine whether all the targets fixed for this is achieved
or not generally measured by training executives. This tool decide whether there is a need to
change or make improvements in training programs or not (Gruman and Saks, 2011).
Behaviour:-
This level basically help to know changing behaviour patterns of employees whether it
brings positivity or negativity in organization. Positive behaviour applied to the work culture that
brings effectiveness in company targets. This measurement can be put not necessarily reflect that
participants actually learned the subject matter. For example non adoption of changes is due to
resistance of change because of stuck with traditional working culture. Level 3 evaluate both pre
and post event tool for measuring learning behaviour.
Results:-
This level determine whether actual training achievements is according to standard set.
Further, it measured the tangible results of training like increased productivity,reduction in cost,
efficiency in working style, favourable changing pattern, employee retention, increased profit
sale measure, employee employer relationship and higher morale. While such measures are
standards or benchmarks to determine organization return on investment of training expenditure.
3.2 Reviewing the success of evaluation
Now a days every organization whether it is large or small give training to its employees
in the organization. Companies HR manager had to emphasis on training and development
tools,techniques for development of them. They evaluate data and information of various
sources so that training event can be successful. Sun Court Ltd managers have to check various
information from references such as customers,workers and trainers. Through Kirkpatrick model
it helps in evaluating training of employees (Armstrong and Taylor, 2014). It also helps them in
improving performance of them.
Company can check advantages and disadvantages of event and other
knowledge,understanding, education of it. Through various points success of training event can
be examined -
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 Quality of goods and services – It means evaluating the standard of goods and services
provided by employees. It checks the productivity of firm. Match with values – Services provided to customer aligned according to the core values
of the firm (Bakker and Leiter, 2010). Increases motivation – It checks whether the event can increases the enthusiasm ,zeal
and energy of employees to perform better. Perform better – It checks whether employees can perform efficiently and effectively in
the firm. It is beneficial for company. Organization's success - It checks the firm's success and performance.
 Achieve objectives – It checks whether personnel,manager and other members can
achieve their objectives .It is important for future working and long term success of the
firm.
CONCLUSION
From the above mentioned report, it has been concluded that development is human
resource is necessary for every organisation in order to increase productivity of the firm.
Properly formulated training programmes helps in increasing skills and abilities of employees
and increase their motivation level which encourage them to perform well. Every individual has
different learning styles and identification of these helps the manager design effective training
sessions. Learning curve assists in evaluating the performance of workforce so that it can be
improved if needed. Knowledge transfer ensures optimum utilization of funds and adds value to
the organisation.
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REFERENCES
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Noe, R. A., 2010. Employee training and development. McGraw-Hill/Irwin.
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