Human Resources Development: Training Needs and Methods

This presentation discusses the concept of human resources development and its importance in improving employee skills and knowledge. It compares the training needs for managers, supervisors, and customer service assistants in Apple company. It also assesses the advantages and disadvantages of different training methods such as performance appraisal, performance log, workshop, and performance coaching. Finally, it provides a systematic approach to plan training and development for managers in a group training event.

HUMAN RESOURCES
DEVELOPMENT
TASK 2

INTRODUCTION
 Human resources development is frame in the company for helping
employee develop their personal and organisation skills, abilities
and knowledge. This function include the many opportunities as
employee training and development, work performance, monitoring,
coaching, planning foe succession and organization development. It
is systematic approach with the efficiency of employee is improved
and it is a continue process to establishing and developing better
inter-personal relations with in the employees and organization.
 Apple is a multinational technology company that design and
develop consumer electronics, comports ad software with providing
online services. This company is the world largest information
technology company with the highest revenue. It’s provide
hardware products include the i phones, laptops, i pod media
players and smart watches.

2.1 Compare the training needs for Manager,
Supervisor and customer service assistant
 Training needs at different level- There are different
level in the apple company such as managers, supervisor’s,
employee and expert that they need the learning styles and
theories. Company adopt the different level of the turning
for the different level of organization function. Every
employee of the company perform eth work according their
skill and efficiency. There are many training need at
management and operational level. In the management
level of the company are including the mangers, supervisor
and exports they need to different level of the trading than
the operational level.

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 The management level use the different tools and techniques for
training need. Various training need at the management such as
role playing technique including the different role of the other
people to different the employees personality. Performance
appraisal is techniques to identify the work level of the manger
and give the rating according to their work performance.
Workshop technique to create a work shop for employee to get
the new thing and finding for the problems. At the management
level training techniques are helpful in the increases the work
efficiency. The objective of the training nee at the management
level to increase the decision making ability analysis the
improvement areas, develop the career path team leadership and
practical knowledge.

2.2 Assess the advantages and disadvantages
of using different training methods
 Performance appraisal – the advantage of this method is that the employer is very
well known about the every employees working capability in the organisation and
make feedback easy to them. Disadvantage of the performance appraisal is that by
their performance appraisal sometimes it make the negative comments and the of
these comments is that the behaviour and the working power of the employee is
decreased and the result of this is the employee going to be demotivated.
 Performance log - The advantage of the performance log is that
the complete tracking of the employees work history and they
identify the strength and week ness of the employees. By
providing employees their feedback it helps to them more
motivated. The disadvantage of the performance log is that by
the performance improvement of the employee is might be
undermined due to his past failure in a task.

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 Workshop – By the workshops employees improve their practical
experience and criticism and make their ability of work better. It also
helps to understand the new responsibilities of the new task and the
previously tasks and make their leadership skills better. The
disadvantage of the workshops that criticism might be demotivated the
employees to participants in the many tasks of the company and make
difference in their implicit knowledge and their practical knowledge may
vary. It will make employees demotivated and them less creative if the
discrimination or the misunderstanding is flow in the tasks and the
workshops of the company.
 Performance Coaching – by the performance coaching employees
have the proper guidance of their work they are doing and learn more
skills that helps them to make their work and performance better. On the
other hand discriminatory coaching make their performance and ability
of work is weak and provide the wrong direction to them. The result of
this is that they do not participates in the other task of organisation.

2.3 Using a systematic approach, plan the
training and development for managers
 Training and development for a group training event

 Apple Company need anew and faster adaptability of the employees to
changing the business environment focus on appropriate training events for
the group performance. Company create a training event with more effective
abilities and involvement of the external experts to solve the problem in the
training events. Apple company management team and experts provide the
best solution of the employee’s problem and implement according the
environment adjustment to assist the employees to better performance in a
group event with more efficiency. Company create this session by making
cost is low because the employees working their skills and their work
abilities that only experts and managers will identify or conduct the training
applications for environmental change.

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 Training process of the event
 Company involves the external experts to make the training
event process more effective with the company management team
and make the employees motivated. Training process of the event
include the various steps such as observes activities and
performance, experts discuss the problem, provide solutions of
their problems to management and the employees at the and
solution for training events and make adjustment the management
and the employment needs. Managers before observes the gap in
the performance and the numeric output come with their work
reports, employees activities, comments of managers and
observation make by the experts. They will Cree a report the
findings and expectations to the experts in the training events
process. The experts will suggest a structure and the environment
solution and providing the adjustment for the management

REFERENCES
 Werner, J.M. and DeSimone, R.L., 2011. Human resource development.
Cengage Learning.
 Guest, D.E., 2011. Human resource management and performance: still
searching for some answers. Human resource management journal. 21(1).
pp.3-13.
 Maurer, M. and Githens, R.P., 2010. Toward a reframing of action
research for human resource and organization development Moving
beyond problem solving and toward dialogue. Action Research. 8(3).
pp.267-292.

Thank
you…