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Human Resource Management in Green and Company

Creating a training session plan for the Human Resource Development unit in the Pearson BTEC Level 5 HND in Business program at ICON College of Technology and Management.

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Added on  2020-01-06

Human Resource Management in Green and Company

Creating a training session plan for the Human Resource Development unit in the Pearson BTEC Level 5 HND in Business program at ICON College of Technology and Management.

   Added on 2020-01-06

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Human Resource Management in Green and Company_1
Table of ContentsINTRODUCTION ..........................................................................................................................1TASK 1............................................................................................................................................11.1 Different learning styles .......................................................................................................11.2 Learning curve and its importance........................................................................................51.3 Contribution of the learning style in the induction training and practical implementation ofinduction training .......................................................................................................................6TASK 2............................................................................................................................................62.1 Compare the needs of the training at different level of Green and company........................62.2 Advantages and disadvantage of training methods...............................................................72.3 Plan of training and development for the staff at various levels ..........................................8TASK 3............................................................................................................................................93.1 Evaluation of the induction training programme..................................................................93.2 Techniques for evaluating the success of the induction training programmes.....................93.3 Evaluation of induction training assessment techniques ....................................................11TASK 4..........................................................................................................................................114.1 The role of Government in training, development and life long learning..........................114.2 Competency and skilled based assessments of UK programmes........................................124.3 Contemporary training initiatives by the UK government for the development of humanresource ....................................................................................................................................13CONCLUSION..............................................................................................................................13REFERENCES..............................................................................................................................14
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Human Resource Management in Green and Company_3
Illustration IndexIllustration 1: Kolb learning style...................................................................................................2Illustration 2: VARK model.............................................................................................................3Illustration 3: Myers Briggs model .................................................................................................4Illustration 4: Honey and Mumford model......................................................................................4Illustration 5: Learning curve...........................................................................................................5
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INTRODUCTIONHuman resource management in an important function of an organisation which isdesigned to increase the efficiency and performance of the employees. HR manage takes care ofall the things which are related to the employees. He is responsible for recruiting, training,payroll, appraisals and exit interviews (Lincoln, 2015). The business environment has becomemore complex in the recent past and the organisation needs highly motivated and productiveemployees. The report is based on the Green and company which is a family owned business.The company has the reputation of selling the high quality shoes in the market. Recently theyhave been facing paradigm shifts in the organisation because of new recruitments of linemanagers and graduate management trainees. Furthermore the plans, induction process, trainingand development process of Green and company has also been included in the report. TASK 11.1 Different learning styles UseThe induction programme of Green and company is for two days and the main topicshave to be covered are mission statement, objectives, history of the company, pay and benefits,holidays, HRM policies, terms of employment, health and safety policies and the rules andregulations of the company. It is important for the company to decide their priorities. Day 1To revise the induction training programme for new employees at Green and Company,HR manager of corporation will initiate with introduction of the corporation which willassociate its mission, objectives, background history and other factors. In addition to this, thereare various kind of learning styles that will include background knowledge and statistics whichreflectors try to learn through doing as well as group discussions.Health and safety is important for new people in the organisational workplaces. Inaddition to this, new trainees will require to know health and safety policies and procedures.Furthermore, HR managers also organizes some role plays (activists) to leave the buildingduring emergency situations. Furthermore, feedback and comments can be taken from thetrainees and any queries are given to ensure pragmatists are learning then a break for all traineesto consider information and knowledge and allow theorist time to think in the firm. The after, HR manager explains terms and conditions of employment, pay and benefits,holiday as well as sick pay. These topics are also covered to give better information and1
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knowledge about organisational rules and policies. In addition to this, HR manger asks anyqueries regarding overall procedure which aid to clear doubt of new trainees. Day 2In the second day, trainees will get on the job training at the workplaces. Managementof Green and company will be assigned coach to provide better knowledge and information. Inaddition to this, Coaching is linked with pragmatist learning style which will help trainees a moreintensive approach of training as they do job with experienced staff members. Furthermore,pragmatists will learn by monitoring activities as well as discussions during job time. Accordingto case study, Green and Company continuous follows production method because this processaids the organization to provide better knowledge to graduates.Different learning styles Kolb learning styleVARK modelMyers Briggs model Honey and MumfordKolb has identifiedfour stages of learning:Concrete experience,Reflective observation,abstractconceptualization andactiveexperimentation.It allows theemployees to leanvarious things byobserving them. Green and companycan implement thismodel as it has variousprocess which requirestraining. VARK model has fourparts: visual, audio,reading andkinesthetic. visual involvesdiagrams, charts,pictures and videos.Audio involveslectures, seminars andweb chats. reading includesmagazines, journals,internet, reports ansessays.Kinesthetic consists ofon the job trainingmethods. It recognizesindividual talents andstrengths of theemployees. It has fourdimensions whichincludes sensingversus intuition,thinking versusfeeling, judgingversus perceptive andextroversion versusintroversion.It is based on Kolblearning style. It hasfour types of learning:Activists, theorists,Pragmatist andreflector. Green andcompany can organisesessions wit expertswho can providetraining to the newemployees. 2
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