Importance of Learning, Training and Development, Performance Management, and Employment Law in Human Resource Management

Running head: HUMAN RESOURCE MANAGEMENT
HUMAN RESOURCE MANAGEMENT
Name of the Student
Name of the University
Author Note

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HUMAN RESOURCE MANAGEMENT
Executive summary
The aim of the report is to discuss the importance of three essential components as Learning,
Training and Development, Performance management Processes and Practices, and
Employment Law, common legislation and process for change of employment terms, for
designing an effective human program for the organization. Here the discussion has been
made with reference to the airline industry. Learning and Development is an essential
component of the human resource management. It constitutes an important part of the
organisational strategy. Along with that performance of the employees needs to be measured
as well for assessing the effectiveness of the employee performance. Compliance with the
various employment law is also necessary for effective human resource program design.

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HUMAN RESOURCE MANAGEMENT
Table of Contents
Introduction:...............................................................................................................................2
Analysis and the findings:..........................................................................................................2
Outcome 3 – Learning, Training and Development...............................................................2
The main function and objectives of a Learning and Development entity........................2
The approach to take when designing a learning and Development Strategy...................3
Various learning styles and approaches to consider..........................................................3
The process for measuring learning practices:...................................................................5
Outcome 4 – Performance management Processes and Practices.........................................6
Definition and explanation of the concept of performance management and its purpose. 6
Discussion of the role of motivational theory in performance management and the
procedure through which HR can utilise this knowledge..................................................7
Identification and explanation of some of the key tools used in the performance
management process..........................................................................................................8
Outcome 5 – Employment Law, common legislation and change of employment terms.........8
Identification of the most common sources of Law...........................................................8
The purpose and benefits of employment law for different stakeholders..........................8
The basic process to address workplace disputes, and the various systems that could be
utilized:...............................................................................................................................9
Investigation of the specific employment legislation.......................................................10
Conclusion:..............................................................................................................................11

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HUMAN RESOURCE MANAGEMENT
References:...............................................................................................................................13
Introduction:
The organization that has been considered in this context is the airline industry. With
reference to the chosen industry, some key topics will be discussed here.
Within the main topic, Learning, Training and Development, things that have been
discussed are objectives of Learning and Development entity, procedure to design an
effective one, approaches and learning style to consider along with methods for measuring
the learning process. Discussion on Performance management Processes and Practices
includes concept of Performance management Processes, its contribution to organisational
strategy, impact of motivational theory on performance management, lesson for HR,
identification of key tools and techniques in the performance management process.
Analysis of the Employment Law, common legislation and process for change of
employment terms includes identification of common sources of law, the purpose and
benefits of employment law, specific employment legislation for HR and legislations required
for changing terms in working agreement.
Analysis and the findings:
Outcome 3 – Learning, Training and Development
The main function and objectives of a Learning and Development entity
The main function of the Learning and Development is to provide the basis for the
employees to improve their performance both at the individual as well as at the group level.
The aim here is to provide the platform where employees can increase and hone their skills.
Hence the objective of the Learning and Development entity is to integrate individual and
group goals and the performance with the vision and goals of the organisation (Sung and