Strategic Human Resource Practices and Innovation Performance

The provided content includes a range of academic papers and books related to strategic human resource management, innovation performance, knowledge management, socio-economic status, poor health in childhood, human capital development, international human resource management, organizational learning, value creation, supplier development, social capital accumulation, and psychological capital development. The studies explore various themes such as the role of strategic HR practices in driving innovation performance, the relationship between socioeconomic status, poor health, and human capital development, and the importance of high-performance HR practices for organizational performance.

HUMAN RESOURCE

INTRODUCTION
A system designed for the development of personal and organisational skills and potential
of individual within an entity. The concept is the framework or the structural format which is
developed for enhancing the capabilities in the employees so as to achieve the desired goals and
targets of the business corporation. The term Human Resource and Employee Relationship refers
to several development programmes, career development sessions, performance enhancement
and management mentoring, employee identification etc. It determines the significance of
recruitment and selection process and also management of human resource so as to build strong
pillars and aid the corporation to withstand in competitive environment (Aggarwal Datta and
Bhargava, 2007.). The present report is based on Vodafone PLC which is a well renowned
telecommunication firm in UK. The below mentioned report is focused on several kinds of
learning styles as an organisation adopts for development of their employees and also the
contribution of learning styles and theories for planning and designing learning events. Further
the advantages and disadvantages of the various training methods for the workplace and the
training needs of the employees at the different levels of the organization is evaluated.
TASK 1
Covered in PPT
TASK 2
2.1
As the new HR manager of Vodafone PLC has been appointed, it became his obligation
to develop several planning techniques and investigate the needs and desires of employees
employed and conduct some development workshop for them as their employ ability skills.
Some of them are discussed here under:
Training needed by staff:
Employees of Vodafone PLC performing technical work which requires timely training
to understand the value standards and obtain the proper training to perform task constantly
(Armstrong and Taylor, 2014). It is very much significant for HR manager to create some
healthy relationship with employees so that HR department get updated with the changing and
latest trends and technologies and this can be only done by organising the training and
development programmes. Its a key factor for human resource in order to achieve organisational
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goals and objectives. In order to identify training needs in entity a successful training needs
analysis or skill audit is required to identify those who need training and determine the level of
training and development required by the organisation. This due to the fact that employees
working at different levels in the organisation will require specific training in order to perform
effectively. The below mentioned are the trainings which can be provided to the employees at
different levels in an organization:
Managerial Level:
 Practical experiences is required for performing task and in order to develop skills,
capabilities of decision making and team leadership. On job and off job training sessions provide them assistance to learn several skills like
effective decision making, improvement areas, etc.
Customer Level:
 To manage complaints and queries, handling proper feedbacks, practical problem
solving.
 Workshops, practice for effective customer service, queue management.
Operational Level:
 Training for improvement of performance of employees.
 Review of performance, corrections for line managers to motivate and bring efficiency.
Therefore, for achieving success, business entity should provide proper training to every
level of management in organisation so that the employees and members of company should
become capable of working efficiently and can improve the skills and talent to take efficient and
effective decision on their side which may be more suitable for well being of entity. Managers
act substantially as the trainers had been counselling additional staffs to mate the workers to gain
their suggestion guide (Arregle and et.al., 2007). The role of several positions of the working
staff is to perform in the best way. Workshops are the most important aspect to train the
employees as this can make workers aware and updated.
2.2
The structure of training programmes should be framed on the basis of several factors
like budget, needs of organisation, etc. The subordinates from managerial level should be
appointed as counsel which provide assistance to workforce to track their career (Beardwell and
Claydon, 2007). Roles which have been played in diverse positions enable them to acknowledge
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responsibility and job circumstances. The technique of performance appraisal support the
employee to acknowledge about the standards and areas of progress. The option of training like
workshops, seminars, training sessions, etc. assist employee to work at s standard level. There
are several advantages and disadvantages of training methods are as follows:
Advantages:
Increase in efficiency of employees:
Effectiveness in training programme can make the employees of company work
efficiently. By providing training to individuals this helps them to increase their confidence level
and it helps in enhancing their working capabilities.
Reduce Supervision:
An employees needs to be monitored while performing the task. when the employees
have got appropriate training the supervision required will be less as mistakes are minimized due
to the proper training. This also reduces the work load of the supervisor.
Reduce the Employee Turnover:
This is the major problems for organisations, that after spending some time and availing
the training sessions the employee have the mentality to switch-over the jobs, this harms the
organisation on a very different level and cost very high to recruit new employees (Beardwell
and Claydon, 2007). Proper training enhances the skill and capabilities which in turn will
increase they chances of getting promotions which will motivate the individuals and this will
help the organization in retaining the existing the employees for a longer period
Disadvantages:
Employee Morale:
Transferring one responsibility from one employee to another may break the confidence
level of employee who recently learned and nourished his skills and talents. It have a very worse
effect on the morale of employees that they may loose their confidence. Employees might feel as
if they are not good enough for the job they are hired for or that they might be easily replaced.
Competition:
Sometimes it may get on wrong track that while providing training the employees may
get some essence of competition amongst themselves and for this they may adopt some wrongful
practices to participate which may create a situation of jeopardy and will be a sense of jealous
amongst the employees in organisation.
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Create disturbance:
With new trainees crawling into the actual work place can lead to lot of disturbances
within the team. The discussions between the supervisors and trainees can lead to unnecessary
disturbances for the co-workers hitting on their concentration at work.
2.3
Training is the most effective structure when it is properly planned, implemented and
evaluated in a systematic manner (Black, Clemmensen and Skov, 2010). Vodafone PLC have
adopted systematic approach to plan a training and development workshop for their employees.
This has been explained here under as follows:
Determining Training needs The obligation of HR manger is to identify the
actual requirement of training workshop for
employees of organisation, then only its going to
be arranged for employees.
Identify Training Objectives The organisation requires to identify the
objectives of training of employees. It is obliged
by entity to identify the goals and objectives of
providing education to workers about several
particular matters, so that it can be approached
easily and in a more efficient way. Therefore it
becomes necessary for entity to determine the
target for providing training sessions to
employees of organisation.
Selection of training methods This is the most important step for organisation
to adopt the appropriate training method for
employees of entity. There are several training
styles which can be used by the workforce to
learn the things. The method adopted by
organisation should be relevant and easily
adopted by the employees to obtain training
session. Thus its an vital element of the process
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of training and development process
Conduct Training In this term the training is arranged by the
organisation for the staff members of the entity
and this can be done by a proper human resource
management. These sessions can be organised by
the event managers also (Boxall and Purcell,
2011).
Evaluation This is the last step of the systematic approach of
training in this term the evaluation of the training
sessions are to be done. In it the estimated goals
are to compared with the actual goals and the
gaps are to be fulfilled with the rectified actions.
Training and development is one of the important part of business growth. Any
organisation or a company always provided training on their employees for further achievement.
Moreover it can also be mentioned that training is the key point for both employees and the
companies to fulfil their target.
TASK 3
3.1
The training sessions provided to employees should provide some suitable results to
employees as well as to organisation. The human resource and employee relation of Vodafone
PLC have a special stick um between them which helps the entity to evaluate the results and
analyse the training sessions conducted for employees (Bray and et.al., 2012). The carried out
evaluation has been discussed here under as follows:
Taking feedback:
The organisation needs to collects the feedback in appropriate manner of training
schedules by circulating training evaluation questionnaires. In this scenario, employees are
advised to fill the questionnaire with the suitable answers for the errors which occurred during
the sessions. The another way to take feedback is a general discussion in this process where
entity conduct a post training meeting in which the employees who participated in training
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provide their reviews about the pros and cons of trainings. A proper conversation can make them
aware about errors which are being faced by the staff members.
Observation and test:
Its the next best way to get interact with workforce by conducting some tests before and
after training sessions to compare the relative scores which helps the entity to provide a
benchmark to existing as well as new employees. The entity can adopt informal observation to
solicit general information about training programmes, especially in service providing scenarios.
Satisfied structured observation can generate detailed feedback through the process of creating a
checklist and interviews. Thus it is another important way to evaluate training schedules.
Qualitative and Quantitative Results:
For measuring the efficiency and effectiveness of a training session provide a benchmark
to evaluate the success of an organisation. If a training programme is effective then it can secure
winning results and can often achieve more than the expectations of entity. The corporate can
identify and track changes to the training programmes to ensure accountability and the value add
of the evaluation process (Chen and Huang, 2009).
Planning the schedule of data collection, analysis and reporting and check will provide
sufficient time to adopt this method of questionnaire to examine. Analyse the equipment and
skills that will be needed to use these methods, and assess whether these are available, or can be
obtained or developed.
3.2
The evaluation plays a very prominent part on its side for analysing that organisation has
provided appropriate information through a training session or not. This can be identified by
conducting an evaluation process which provide a background to perform the evaluation
(Dowling, 2008). The step of learning programme in this element is feedback of entire session
which is to be taken in account by the taskforce of entity. This is very prominent for Vodafone
PLC to carry out this analysis so that they can evaluate the needs and desires of their workforce
and gather feedback and evaluate it which helps them to implement some new techniques and
strategies to remove all odds. There are some various options for carrying out an evaluation and
gathering feedback, which are discussed here under:
By speckling changes during training:
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The entity has right to ask any question relating to training sessions, the job assigned and
get to know about the key aspects of learning outcomes from any candidate participating session.
This methodology is very helpful during the longer training events where employees have
suitable time to settle down and start learning. Along with this, the HR manager have a
subsequent right to interrogate any candidate by questioning from him as well as his colleagues
that what are their reviews about the training sessions, which is proven much better way to
acknowledge feedback of training programme.
Group discussions:
Its another prominent aspect to evaluate training session in which the management of
organisation arrange several discussion programmes to enquire about the employees and their
experience in whole educating sessions (Guest, 2011). This helps entity to acknowledge about
the needs and desires of employees and what they are expecting from organisation and vice
versa.
Evaluation of key learning outcomes:
In this process the company makes several conversation with working staff of entity to
attain knowledge about results of educating programmes and firm also assess that at what level it
has been helpful for employees of organisation. Through this employees have a proper chance to
elaborate their point of views towards the schemes and policies of entity.
These are some platforms which provide Vodafone PLC to acknowledge about their
employees and their performance criteria to evaluate the response of workforce towards training
sessions with help of appropriate channels of feedback and proper procedures adopted by entity.
3.3
A crystal framework is essential to monitor and evaluate the methods and ideas for
training sessions of employees (Heckman, 2006). A framework should be explained that how the
structured programmes is supposed to work by laying out the components of initiative and the
order or the steps needed to achieve the desired results. A framework increases understanding of
programmes' goals and objectives defines the relationship between factors key to
implementation, and articulates the internal and external elements that could affect the success.
Various approaches for evaluating the training have been discussed and they are well
framed and structured. Further its elaborated that evaluation activities in training programmes
include multiple level of steps. As it should be viewed as a collaborative activity between
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management of Vodafone PLC and its employees. These activities shows the proper outcomes of
learning process and is helpful in for organisation in providing the better opportunities to
working staff. The prominent training session is very decisive in context of company without
evaluation. Its the important paradigm for success of organisation's training programmes. If the
evaluation is being conducted of the educating session then it provides the information to the
entity that where the changes are required and by assessing those gaps the company can opt the
more improved way to provide training to working staff of the company, as this process is useful
to let company know about the loopholes of the whole educating programme. Thus evaluation is
an most prominent part of the training session which is incomplete (Kang, Morris and Snell,
2007.). Many existing tools can be adapted to specific contexts and monitoring and evaluation
needs. If monitoring and evaluation activities and tools are considered and built into
programmatic work or service provision from the start, the resource and time burden is
minimized.
TASK 4
4.1
UK government focusing on development of organisational employee to internal
development to achieve assign task cost effectively. Lifelong learning means continua learning
to enhance in knowledge and shine individual skills. Government arrange training and develop
program help less skill individual turn into skill employee (Knowles, Holton III and Swanson,
2014). The aim of training and development is enhance the opportunity and remove barriers to
job seeker to get job. UK Govt. arrange expert to provide training to unskilful employee.
UK Govt. Contribution in training and development:
Govt. operate National Apprenticeship ship service that support funds and helps to coordinate
with business organisation in Vodafone PLC this scheme also assist in fund management and
getting training to company employees.
Apprenticeship in this scheme offer training and development in UK that link sector skills
council industry bodies. This gov. training program help to company to hire trained and
productive employee.
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Development of national skills academies 19 skills academies is working on employee skills
development at different stages with support of UK Govt. This academies helps to reduce the
cost of training and development of the company.
Growth and innovation fund provide financial assist to company to get financial skills employee
to manage company financial resources avoid financial wastage (Krause, Handfield and Tyler,
2007). It is helps to company to brings innovative things.
Sector- based working academies providing employment training to job seeker in England. In
this scheme to pay cost of training company get cost advantage on training and development.
Promote education program: Focusing on the education system strength to provide knowledge
from schooling about corporate culture. It helps gain more knowledge about organisation work
culture.
Training policy formulation: In policy formulation, guidelines of training include training
season, training method and techniques etc. Its helps to make company training policy
effectively it reduce cost and save time of training.
Technological benefit: Administration have to provide help for getting technological benefit for
Vodafone PLC to promote technical employee at various level (Luthans and et.al., 2006).
Through help of this policy company don not spent huge amount technical training program and
save time and fund.
4.2
Competency is capability of doing and completing any task given. The UK government
began to introduce the performance management so that the companies can enhance the human
resource in the management and this is assisting in achieving the sound economy,efficiency and
effectiveness (Steinmann and et.al., 2006). The competency structure is the practice of the
Human resource.
Competency in the management facilitating the selection ,evaluation and development of the
employees, the employees of any company whether private or public company they are the asset
of the company and so any work done in this part of the company lead the company in better
production and this will let the company in achieving its goals with required pace.
Private company as well as the public company also started to increase the competencies and the
knowledge, now the companies spending much for improvements in the performance,
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production, adaptability and the workings of the organisation. Organisations started working for
competency and now the skills of the employees are developing. Competency movement has
impacted on both the private and public organisation in UK. This is good for the economy of the
country.
Moreover the public company strongly started working in the improvement of competency,the
development of the organisation of the company is the development of the country somewhere
this is the also reason why the companies are working in improving the competency.
Competency movement by the country is one of best movement in developing the country people
and the organisations. The impact of this competency movement in the country is quite high.
Circumstances of competencies and skills are initial drive of learning and farmhand enforcement
(Sun, Aryee and Law, 2007). Vodafone PLC is the private company which take the performance
assessment, design training programmes and serve the clients in the best of their way, to provide
the finest human resource quality. Thus the competency has influenced the public and the private
organisation in the country so well and this is the beneficial influence for the organisation,
employees and for the country also.
4.3
Contemporary learning system is introduced by the UK government for bringing speedy
development and to enhance the strength in human resource of the public and private firms of the
country (Arregle and et.al., 2007). It is a learning system which is very necessary for the growth
in human resource. Depending on the condition of the market, moderate factors and rationale
government offers quantitative and qualitative learning extent. The government of the mentioned
country has provided and still providing the scope of learning to the employees or workers of the
organisations. And the result of this initiative of the government the development in human
resource of the company has been seen. The sole object of the government is to develop the skills
of the workers and make the working environment more capable.
Contemporary training is golden opportunity instigated by the government and this is very
beneficial for the development and improvement of human resource for instance it also enhances
the skills of the Vodafone PLC. Workers of the company can find out the issues and percieve the
structural value of the organisation. Rapid growth, standardised and well improvement in other
human elements are provided by the contemporary learning and also the improvement is
qualitative and quantitative both (Daley, 2006). This learning systems of the government are for
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the human resource and for upgrading the capability so that it can match with the requirements
of firm and employment. Human resource is the asset of any firm or organisation and here the
government has invested in the asset this is advantageous for the country. The workers of the
organisation can be governed in the required area where the necessity of the contribution is
required by learning system of the authority. The contemporary learning provides the
environment highly integrative and motivating. Thus the contemporary learning system is the
one of best initiative of the government.
CONCLUSION
From the above carried out analysis it can be evaluated that the different styles and
theories are to be summarised to plan and design a learning event in an Vodafone PLC and also
the significance of the learning curve is elaborated in transferring the learning to the workplace.
Moreover the advantages and disadvantages of the various training methods are explained.
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