Introduction to Human Resource Management and Talent Development

This document provides an introduction to human resource management and talent development. It discusses the importance of proactive managers in organizations, the challenges of high absenteeism, and the evaluation of training programs. The document also explores three motivation process theories and their roles in organizations.

Introduction to
Human Resource
Management and
talent development
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TABLE OF CONTENT
ESSAY.............................................................................................................................................3
1 Importance of proactive manager in organisation....................................................................3
INTRODUCTION...........................................................................................................................3
A) Importance of proactive manager with organisation..............................................................3
B) Things that need to be included in procedural document.......................................................4
CONCLUSION................................................................................................................................5
2 Most of the organisation fails to evaluates training..................................................................5
INTRODUCTION...........................................................................................................................5
A) Importance of training and development program with organisation....................................5
B) Various process that can be used to evaluates training and development program................6
CONCLUSION................................................................................................................................7
3 Three Motivation process theories and their roles in organisation...........................................7
INTRODUCTION...........................................................................................................................7
A) Equity theory of motivation....................................................................................................8
B) Expectancy theory..................................................................................................................9
C) Porter and Lawler theory........................................................................................................9
CONCLUSION..............................................................................................................................10
REFERENCE................................................................................................................................11
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ESSAY
1 Most of organisation facing high absentees challenge
INTRODUCTION
Some of organisations are facing situation of high level of employment turnover and
absentees due to ineffective management which has adversely impacted on overall operation of
enterprise. Therefore active manager plays important roles in managing and influencing
employees to work hard so that firm can grow and expand its market share. Procedural
documents are necessary for clearly stating roles and responsibilities that need to be performed
by each manager.
Challenged of high absentees
Due to poor working environment most of the employees does not likes to work for
growth and success of organisation. There are various challenges, problem that are faced by
employees while working in the organisation thus impact adversely on their satisfaction level.
Indefinite organisational policies, structure and less break interval reduce employees morale and
motivation level so HR manager through providing flexible work policies, interval after certain
period of time motivate maximum number of employees to stay with the organisation. Most of
the organisation exploits their employees or forces them to work overtime thus it has forced
employees to take several leave. Employees social needs can also not fulfilled due to poor
working environment and work pressure that create pressure on them and forced to take more
and more leave. They does likes to work with such a organisation that not provide proper
importance, values to individual thus all such are reason for high chance of Absentees and
employment turnover (Han, Jeong and Beyerlein, 2017). Some of the employees does not like to
come because they are not provide equal respect, recognition and reward that lead to reduction in
performance and high chance of absentees. On the other hand few individual likes to share their
ideas, views or wants that manage should considered that ideas in decision making but most of
the leaders take decision on their own. Inequality, discrimination and over time have resulted in
more and more Absentees with most of the organisation. There are various employees in
organisation that belong to different culture, tradition so there are chances of high conflict and in
effective coordination between managers. Due to rigid policies and democratic leadership of
manager employees tries to avoid coming to organisation and performing different function.
Some of the leaders does not provide proper support and guidance to employees that resulted in
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more wastage and efforts to completed particular task therefore proactive manager helps in
reducing all such problems or can make various efforts to reduce chance of absentees in firm are:
Proactive manager continuously supervise, monitor performances of each individual that
are working within firm so that maximum output can be gained within minimum input. It is able
to find thus plan effective strategies to induce individual to work effectively thus reduce chance
of high employment turnover. Proactive manager promote equality and diversity within
organisation so that number of employees work together for a company to provide better services
and products (Glaister and et.al., 2018). Therefore effectively and continuous planning of HR
helps in reducing employees turnover and chances of absentees in the firm. They planned various
method and techniques to build strong relationship with employees so that their social needs can
be fulfilled and influenced to improve their performance and productivity for overall growth and
success of enterprise. Proactive HR manager find reason for high unemployment and
absenteeism within firm so that appropriate steps can be taken to retain maximum employees
within organisation. They motivate employees to work in a team or coordinate with each other’s
so that various task can be performed within limit time and energy. It is also responsible for
resolve conflict and confusion between employees regarding task to be performed through
clearly defining roles, activities that need to be performed by particular individual. Thus, it leads
to better coordination and satisfaction of employees need beyond their expectancy so that
maximum output can be gained within minimum cost and effort (Liu and et.al., 2020). HR
manager also ensure that proper steps are taken for health and safety of employees that are
working within firm so that they can be inspired to work more effectively. Thus, it can be stated
that HR manager crucial for recruitment, management and retention of maximum number of
employees within firm. It helps in reducing cost of hiring new employees that have high skilled,
knowledge and experience in particular field so that company can easily earn more profitability
(Azma and et.al., 2019). Attractive compensation and friendly working environment motivates
employees to regularly come in organisation and easily perform their respective task. Active
manager plans for growth and development of employees and encourages individual to share
their ideas, views thus creates feeling of belongingness and influence for better performance.
B) Things that need to be included in procedural document
Procedural is a document that outlines action or steps that need to be performed by
employees so that particular goals can be achieved in effectively and efficient manner. HR
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manage prepares procedural documents so that individual are aware about steps that need to be
taken by themselves so that company can gain competitive advantages. Hr manager of company
in procedural documents clearly defines policies, rules and regulation that need to be performed
by person so that qualitative services can be render to customers. Hr manager plans in advance
about different task to be performed in particular years or month so that goals of organisation can
be attained (Maratos and Pessoa, 2019). It clearly explained about skills, resources such as
physical and human those are need for completion of particular task or activities. Thus, it
reduces chance of conflict between employees regarding particular activities that need to be
performed by person and helps in better coordination. Procedural document included number of
time need to be invested in order to complete particular task so that maximum utilisation can be
gained from minimum inputs. Media and technological that will be used for specific task so that
no delay can be caused in performance of employees and customers needs can be satisfied. It
included goals, objectives that need to be achieved through following standard activities so that
actual performance can be easily compared with set target (Pugh and Salter, 2018). Thus HR
manager can plan various strategies for corrective action in order to get maximum outcome and
attain predetermined objectives. HR manager through explains goals and objectives of company
and roles of individual helps in enhancing performance of employees so that company can earn
maximum profitability (Esmaeili and et.al., 2019). Therefore it can be stated that HR manager
through preparation of procedural documents helps in effective coordination and standard
performance of employees thus promote growth and success of enterprise.
CONCLUSION
It can be concluded from above analysis that employees are happy, satisfied with
organisation that ensure safety and security of individual. Proactive manager are essential for
growth and success of enterprise as they helps in retention of large number of employees in the
organisation. Procedural document are made by HR manager so that no delay can be caused in
performance of task and goals can be effectively achieved.
2 Most of the organisation fails to evaluates training
INTRODUCTION
Training and development is most important process that is used by HR manager of firm
in order to enhanced existing skills, capabilities of particular individual. It can be stated that
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training and development is worthwhile investment for any company as it helps in improve
performance and productivity of individual. This report is about an essay that evaluates
importance of training and development program for an enterprise.
A) Importance of training and development program with organisation
As per view of some of the organisation training and development is not worthwhile for
organisation as they think it is wastage of lot of time, money and energy. But in reality training
and development provides various benefits to organisation such as enhance employee’s
performance so that company can achieve its goals. Due to lack of evaluation of benefits of
training and development organisation think that it is not so effective (Csaba, 2018). Thus, HR
manager need to properly evaluate and analysis benefits of training program so that result of
program can be measured and correct report can be presented to top management of firm.
Training and development improve motivation level and influence individual to work hard so
that company can expand its market share. It increases confidence among employees about the
way they need perform particular task so that better outcome can be gained. It also stated that
training and development increase skills and capabilities of individual so that it can easily adapt
new changes and retained within organisation for longer period of time. Therefore it can be
stated that investments in training and development program provides different benefits to firms
such as growth and success of enterprise in competitive market (Davidson-Shivers, Rasmussen,
and Lowenthal, 2018). Evaluation of training and development programs helps in finding areas
or things that have make training program failure so that such can be improved in order to avoid
future circumstance. There are various reason for failure of training and development program
such as poor communication, bad physical environment in which employees are provided
training. Lack of poor planning and arrangement of resources is another reason that impact on
overall training and development program. Therefore HR manager need to evaluate all such
areas so that better result can be get for investing in training and development program.
Employees of company can easily manage different challenges and risk of company as they have
proper provide guidelines and support to face various situations. It also helps in satisfaction of
employee’s needs and enhancing morale level of individual so that they can put their best for
growth of enterprise (Brahmana, Brahmana and Ho, 2018). Training and development program
organised by HR manager also helps in individual to easily adapt various technologies and
changes so that better services can be provided to customers. It helps in reducing employee’s
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turnover and chance of absentees as they have become friendly with working environment and
technologies that need to be used for manufacturing of products. It can also be illustrated that
ethical training lead to enhance brand image and market share of firm as employees are more
happy and satisfied. Through training and development program employees learn from each
other skills and knowledge therefore it help in better coordination of individual work towards
achievement of organisational goals. Therefore it can be stated that training and development is
one of crucial and worthwhile investment for an organisation as it helps in retention of large
number of employees for longer period of time.
B) Various process that can be used to evaluates training and development program
Different process which can be used by HR manager to evaluate result of training and
development program of company are satisfaction level of participants, knowledge acquisition,
change in behaviour, improvement in business performance and return on investments. Hr
manager through identifying increment in satisfaction level of individual for training and
development program organised. It can be analysed through conducting survey or asking
question to employees the way training have helped them to work effectively and does training
enhanced their knowledge, skills or not (Muduli and Raval, 2018). Knowledge acquisition is
another method that can be used by HR manager of company to evaluate result of training and
development. HR manager through comparing and contrasting existing as well as knowledge
before training present in particular individual can get to know about benefits of program.
Change in behaviour, skills and attitude to face different challenges, threats is another method to
identify about various positive or negative outcomes of investing money in training of
employees. Training program can also be evaluated through improvement in business
performance and productivity as training lead to enhance employee’s capabilities and
achievements of goals within limited time and cost. Increase in sales and profitability of
company is another parameter that is used to measure outcome of training program for firm.
Evaluation of training program can also be done through identifying number of participants that
attend training to enhance their knowledge. HR manager through planning and comparing total
cost that needs to be incurred in order to trained and develop knowledge of employees with
return or outcome for program can effective understand benefits of training for an organisation
(Ocen, Francis and Angundaru, 2017). Effective comparison of total cost incurred and amount of
benefit get from training program can helps top management to know that it is important for
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growth and success of enterprise. HR manager need to also evaluate for a period of time benefits
of training and development can be gained thus top management can formulate strategies to
enhance existing knowledge for long term growth and success of enterprise.
CONCLUSION
From the above report it can be concluded that various organisation should invest
sufficient amount in training of employees so that it can gain competitive advantages in the
market. It can also be concluded that HR manager should evaluates benefits of training so that
thinking of most of the organisation can change. Training and development not only increase
profitability but also helps in building strong brand image and customers loyalty with the firm as
better services are provided to end users.
3 Three Motivation process theories and their roles in organisation
INTRODUCTION
Motivation plays important roles in influencing individual to work hard so that particular
outcome can be gained with minimum input. It helps in improving performance of employees
and effective achievements of organisational goals. Manager of organisation use different
motivation theories to influence individual to work together as team for desired outcome. This is
an essay about three process theories of motivation used at workplace in order to manage
different people that are working in the organisation.
Motivation theories
A) Equity theory of motivation
It is motivation process theory that is designed to understand behaviour of individuals
and motivates them by fulfilling individual’s needs effectively. It is generally use to create a
balance between input and output. The theory of motivation plays effective role in workplace
because it helps to manage balance between employees needs and company’s requirement in the
organization as result builds effective organization culture. Organization applies this theory to
lead fair treatment in their practices within the business (Ryan, 2016). Company offers fairness
in decision-making process, promotional policy and others while individuals accept the decision
and follows as per the organization’s guidance. Good working condition, flexible working
hours, sitting facilities, air conditioning and cleanliness at the workplace etc. are basic needs of
human being which they expect from the company. Every person who offers their services in the
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workplace they always require they get good working place along with air-conditioning facilities
which maintains their wellbeing in the company. Manager gives good working condition
whereas individuals can work long time and make them relax while working in the workplace. In
the contrast, employees give high quality in their working as result achieves large number of
objectives in minimum time. Workplace safety, job safety, personal belonging safety and others
etc. important for individuals. so, company offers health insurance policy, compensation policy,
anti-discrimination policy and anti-harassment policy to individual in the workplace so that they
feel safe in the workplace and gives additional hours to complete number of tasks effectively. In
the contrast staff puts high efforts in the workplace by staying additional house except working
hours. Open communication, support, encouragement and team working etc. are major source of
wellbeing. It helps individuals to work effectively and maintains their wellbeing in the company.
To influence staff offers open communication facility by the organization that inspire individuals
to communicate directly with manager or team member regarding salary and workload issue. In
the contrast, it promotes good working environment and eliminate ratio of conflicts between staff
and management. Respect, recognition and praising of individuals Infront of other team members
that inspires individuals to give loyal performance in the workplace and encourages them to
retain in the company for long time. Staff puts high efforts in their working and assist company
to achieve short-term goals. As result, company offers recognition prizes to those employees
who puts high efforts to handle peak time which makes them feel valuable for the company and
inspire others to give productive performance in the company. Company offers promotion
opportunity to the staff whereas individuals gives high performance along with successful
number of tasks in minimum time so that they get chance to uplift their position from existing
one. Human resource organizes skills and development program for the staff so that they
improve their working performance and enhance a set of skills (Nwogugu, 2020). Whereas staff
gives high attendance in the training and development program and learns new tactics from the
trainer so that they can apply it deal with complex tasks effectively. Overall Equity theory helps
company to retain skilful employees in the workplace who assist to achieve long-term goal of the
company in the predefined time.
B) Expectancy theory
Vroom expectancy state that performance of employees depend upon various factors such as
knowledge, experience and skills of particular individual. Therefore it is further classified into
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three expectancy, instrumentality and valence. Expectancy state that increased in performance is
resulted of more efforts such as specified resources, skills that are required to complete particular
task. On the other hand instrumentality refers expectancy of employees that if they will work
hard for growth and success of enterprise more benefits they will yield in future circumstances
(Gil and Mataveli, 2016). Valence it is stage where manager of company need to understand
expectance of employees such as if it is motivated through high compensation than it should not
be provided social recognition and rewards. Because it can lead to negative impact on overall
performances of employees therefore manager need to choose best option to motivate and inspire
each individual within organisation.
C) Porter and Lawler theory
Another motivation theory is Porter and Lawler theory that states rewards helps in
satisfaction of employee’s needs and wants. Therefore there is interrelationship between
satisfaction and performance of individual so it is multi variable model that explains relationship
between motivation, performance and satisfaction level of individual. There are two types of
rewards as per porter and Lawler theory of motivation such as intrinsic rewards and extrinsic
rewards. Intrinsic rewards state that individual are rewards for performing better than their
capabilities therefore it helps in motivating them to work more hard for actual growth and
success of enterprise (Sitzmann and Weinhardt, 2019). On the other hand extrinsic rewards refer
to rewards that are mainly given to satisfy lower level of need such as pay, promotion, job
security and status. Therefore it can be stated that such types of reward and recognition of
employees helps in enhancing their performance so that company can get competitive
advantages. Thus, main focus of porter model is to rewards and recognises employees that are
performing well or better than other individual within organisation.
CONCLUSION
It can be concluded from above analysis that motivation theories helps manager to easily
influence large number of employees to work for achievements of common goals. It helps in
retention and maximum performance of individual within organisation. Equitable opportunities
and reward, recognition of employees helps in effective coordination and cooperation of
individual work together company objectives.
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REFERENCE
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corporate governance, and firm performance (Doctoral dissertation, Petra Christian
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Csaba, K., 2018. EFL teachers’ motivation and motivational impact in corporate
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Sitzmann, T. and Weinhardt, J. M., 2019. Approaching evaluation from a multilevel perspective:
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