Introduction to Human Resource management & learning and talent

This document provides an introduction to human resource management and learning and talent. It discusses the roles of a proactive manager in reducing high levels of absence within an organization and the points that need to be included in a procedural document. It also explores the evaluation process of a training program and the difference between a psychological contract and a contract of employment. Overall, it highlights the importance of effective human resource management and learning and talent in an organization.

Introduction to
Human Resource
management &
learning and talent
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TABLE OF CONTENT
1. INTRODUCTION.......................................................................................................................3
ESSAY.............................................................................................................................................3
Roles of Proactive manager in reducing high level of absence within organisation...................3
Point that need to be included in Procedural document..............................................................4
CONCLUSION................................................................................................................................5
2. INTRODUCTION.......................................................................................................................5
Evaluation process of training program.......................................................................................5
CONCLUSION................................................................................................................................7
3. INTRODUCTION.......................................................................................................................8
Difference between psychological contract and contract of employment...................................8
Importance of psychological contract for organisation...............................................................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11
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1. INTRODUCTION
Human resource management plays an important role in managing people and various
resources so that best outcome can be gained. Some of the company have extremely high level
of absence due to ineffective management and leadership or absence of good working
environment thus it affect company operation and productivity. Procedural document is made by
HR of company so that employees can easily perform their different works and activities and
contribute in growth and success of organisation.
ESSAY
Roles of Proactive manager in reducing high level of absence within organisation
Some of the organisations are facing high level of absentees and employment turnover
due to various factors such as poor working environment, ineffective management or leadership,
high stress and pressure of work and employees are not appreciated for their hard work. All such
reason leads to affect employee’s moral and satisfaction level so many of the people decided to
resign the job and search for next best alternative for future growth and development. Therefore
it can be stated that proactive manager by taking various steps can enhance employees
motivation and increase retention ratio within firm (Sparrow, Brewster and Chung, 2016).
Proactive manager or HR of company by continuously monitoring performance of each
individual and various challenges that they are facing while working can find ways to resolve
their issues. Manager need to provide good working environment and build strong relationship
among employees so that they can socially linked with each other and likes to perform more
effective as team toward common objectives. Encouraging view, ideas and opinion of various
employees within firm also helps in creating a sense of belongings and motivate employees to
come regularly and put their best so that company can grow and expand its business operation.
Attractive compensation and incentive are another method that helps an active manager to attract
existing as well new highly qualified employees to continuously work within organisation.
Proactive manager devotes its lot of time and effort to plan for effective grow and development
of employees through organising various training and development program. Thus it helps new
as well existing employees to easily adapt to various external changes and perform different
functions so that best outcome can be gained (Soltis, Brass and Lepak, 2018). Reward and
recognition are some of the needs of individual so proactive manager should identifies
employees that have work hard in previous year and find innovative method that can be used to
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motivate and influence employees. Manager by providing equal opportunities to all, respecting
their feeling, ideas and resolving their problem, grievance can helps in retention of large number
of employees and reduces chance of absentees. Most of the employees likes to come to such
organisation where they are given high respect, recognition, good working environment and
attractive compensation. Therefore proactive manager need to find new and innovative methods
to satisfied needs of individual and reduced chance of absentees for smooth operation of
organisation and achievement of goals (Collings, Mellahi and Cascio, 2017). Another reason for
high absence is most of employees are lazy and inactive therefore manager needs to plans
various strategies such as loss of pay so that employees can be motivated to come on continuous
basis so that company can run its business. Thus, it can be illustrated that proactive manager
plays an important roles in reducing chance of absentees by continuous planning for benefits and
growth of employees and providing social environment so that they can easily share their view,
ideas with each others.
Point that need to be included in Procedural document
Procedural document is written document that explains about steps that need to be taken,
roles and responsibilities to be performed by each individual so that company goals can be
achieved. Every company prepared procedural document so that various steps can be
implemented within firm to attained particular objectives. Manager of firm set specific standard,
procedure that need to be followed by each individual while performing its duties thus it helps in
maintaining quality of products and satisfy need of customers. Procedural document should
clearly explain about various steps that need to be implemented within organisation so that
particular task can be accomplished (Erasmus, Naidoo and Joubert, 2017). It should clearly
define various resource, capital and time will be involved in manufacturing of particular products
and services to provide best experience to customers. Such as MC Donald has set its standard
and procedure that need to be followed at each franchise stores of company so that same level of
satisfaction can be render to customers. Company has set standard time, temperature and
ingredients that need to be used in making particular products to retain its quality and taste. Thus,
it included each steps that company is planning to take in near future to earn specific amount of
profitability and market share. It should have specific detail about number of people need, types
of knowledge and skill required so that task can be easily completed within limited wastages to
get maximum result (Sharma and Bhatnagar, 2017). It also clearly explains about roles and
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responsibilities of individual within firm thus reduce chance of conflict and confusion and
promote employees to work as a team for attainment of common objectives. It also included
various policies of company such as agreement of employment, termination, promotion of
employees within organisation. Number of hour employees need to work and time need to be
invested in particular activities are some of the point that are included in procedural document.
It also explains the way employees are promoted and transferred from one office to another to
avoid confusion and delay in near future (Fajčíková, Fejfarová and Urbancová, 2016). Such
procedural document helps in reducing employee’s absence as they are aware of company rules,
regulation and various policies that they have to follow while working in particular organisation.
They can easily perform different activities and function in a team as specific procedure and
detail are prepared in advance about particular activities.
CONCLUSION
It can be illustrated that due to various reason company might facing challenges of high
level of absence such as ineffective management or poor working environment. Proactive
manager helps in reducing employee’s absentees by resolving different reason and challenges
that they are facing while working in the organisation. It can be concluded that procedural
document helps in effective coordination and cooperation of individual toward completion of
particular task.
2. INTRODUCTION
Training and development program organise by manager of company help in enhancing
knowledge and skills of existing employees and provide them effectively guideline so that they
can easily perform various functions. But some of the organisation thinks it is wastage of
capital to invest money in training and development program. Therefore they need to evaluates
the result and outcomes of training program to knows associated benefits and advantages of
organising training program within firm.
Evaluation process of training program
Training and development of new employees is very essential to get maximum output by
effectively utilising their capabilities and efforts. Company organise various training and
development program so that employees can be trained to perform various activities of
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organisation by following specific standard. Most of the organisation does not evaluate their
training and development program thereby think that investing capital in training is wastage of
money so they try to avoid such expense. But in reality training program helps in brining
continuous changes and enhanced existing skills and knowledge of people so that they can
perform various function and contributed in the growth and success of company (Masum and
et.al., 2018). Training develops confidence among employees regarding task to be performed so
that company can gain competitive advantages. Evaluation process of training can be done by
company through following four main steps such as setting of objectives, development of
evaluation questions, method and techniques that need to be used to evaluate result of training
and development programs. At last time need to be set to evaluate result and outcome of training
such as one year, six months, two month etc so that company may know about various
advantages of making investment in training for growth and development of company. Manager
of company needs to set objective, goals of organising training and development program so that
end result can be compared with set goals to evaluated that training has provided different
benefits to company or not. The next step that needs to be performed by manager is to formulate
various question that need to be asked from employees such as the training program has
enhanced their knowledge, now they are able to perform different activities. Number of people
attained training and program organise by company has provide sufficient knowledge to
employees the way they can make effective utilisation of resource within minimum efforts and
cost so that company can gain competitive advantages and market share. Another question
answer that manager need to find that total number of hours employees spend to learn new skills
and difference between their previous skill and existing (Al-Zagheer, 2018). What are negative
consequence of training program and the way its change behaviour and nature of individual to
work hard and effective so that firm can earn maximum amount of profitability. Are the
employee happy and satisfied with program organised or certain improvement is need so that
knowledge of individual can be enhanced. Therefore, manager by finding impact of training on
employees of company in enhancing learning skill and knowledge of individual can evaluate
result or outcome of program. Manager need to evaluated outcome of training on basis of result
such as improvement in quality of products and services that are delivered to customers,
increment in sales volume and profitability of organisation. All such figure explains that training
program organise by company helps in increasing overall sales volume and market share of firm.
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Third step that need to be used by firm for evaluation process is development of evaluation
methods such as use of innovative technologies or monitoring and feedback system. There are
three main elements of evaluation methods such as process measure that explained about steps
that are followed by individual while performing by learning from training program. Outcome
measure explained about resulted that company get by incurring specific amount of cost in
training and development of employees (Guest, 2017). Another element of evaluation is
observational system which state that manager continuously evaluates performance of each
employees after providing training so that it can find out various benefit that company get from
organising training program within firm. Manager by using information technology can easily
identify the way training has helped in improving learning skills and knowledge of employees,
raising their morale and motivation to put their best so that company can easily expand and grow
its business across various countries. The last stage for evaluation process is setting of
appropriate time at which manager need to evaluate its training program to gather relevant
information about benefits of organising training program in the firm. Manager need to evaluate
performance of each participant after attending various training program to find result and
outcome of program held by organisation. It should evaluate performance of employees on
continuous basis so that various corrective actions can be taken within limited time and cost for
growth and expansion of organisation (Manuti, 2016). Manager by collecting all such relevant
data about outcome and benefit of training program state that to invest money in training of
employees is worthwhile as large amount of profit and market share can be achieved by firm.
Therefore, manager of company by following various stages of evaluation process can
effectively analysis the advantages of having training and development program in growth and
expansion of enterprise.
CONCLUSION
It can be concluded that new employees need training to effectively perform various
activities and function within organisation. Training increase morale and motivation level of
individual to effectively utilise their capabilities and skills so that maximum output can be
gathered. Therefore company have to invest sufficient amount of capital in grow and
development of employees skill and knowledge by organising training program to deliver
qualitative products ad services to customers and expand its market share. But at the same time it
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should not invest huge amount of training program only as it will result in more cost than result
gained. So investment in training need to be done as per outcome and goals that needs to be
achieved by firm.
3. INTRODUCTION
Psychological contract are said to be expectation and promise between manager,
employees and employer of organisation to work in coordinate manner for benefit of both
employees and employer of company. On the other hand employment contract is an agreement
between employer and employees to perform specific roles and responsibilities within
organisation in return to get specific amount of compensation or incentive. This essay is about
difference between psychological contract and contract of employment and its importance within
organisation.
Difference between psychological contract and contract of employment
There are various differences between psychological contract and contract of
employment such as one is in written form whereas another is in oral. Psychological contract is a
unwritten agreement that helps in building strong relationship between employees and manager.
Such contract are made between individual on basis of continuous communication like employer
or manager of company promise to employees that it will be provide promotion or increment in
salary in future period (Mohammed, 2016). Thus, it can be stated as mutual expectation between
manager and employees related to input and outcome such as employees of company expect that
if it perform well than it will be promoted to higher teams. It explained expectation of employees
regarding the way they need to be treated if they put specific amount of effort within
organisation in order to get desired results. Therefore, Psychological contract is much complex,
deeper to understand but helps in motivating employees to work hard so that organisation can
expand its market share and profitability.
On the other hand contract of agreement refers to written document that describe about
various roles and responsibilities that need to be performed by each individual within
organisation to attain specific objectives. It is signed and mutually agreed by both parties to
follow all term and condition of agreement at the same time state right and responsibilities of
both employees and employer of company. Contract of employment is a written agreement that
includes various elements such as salary or wages that will be paid to employees in return for
rendering particular services within organisation. It also explained about the day from which
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contract is valid and numbers of day employees have to work for particular organisation. It also
stated about position or roles, responsibilities for which individual is hire within organisation.
Such valid employment contract helps in resolving various conflicts that occur between
employees and employer in future circumstance.
Therefore it can be illustrated that psychological contract is expectation of individual
towards its employer that it will be pay higher or recognised if person put more effort to perform
various task and responsibilities of company (Holland and Scullion, 2019). Whereas contract of
employment is a legal agreement that state right of both employer and employees in case of
conflict or argument such as salary, various cases in which employee can be terminated and
working hours, its roles within organisation.
Importance of psychological contract for organisation
Psychological contract is most important within business as it motivates and enhances
morale level of individual to work hard thus contributed in growth and sustainability of
organisation. Effective communication between employees and manager will helps in better
understanding about each other expectation, promise and obligation thus enhance performance
and productivity of each employees working within organisation. Manager of company by
fulfilling needs and requirements of employees motivate them to put extra effort so that firm can
gain competitive advantages. Manager by explaining employees what employer expect from
different individual and what they need to do for effective performance of various function and
achievements of goals (Bonneton and et.al., 2019). Manager can easily predict behaviour of
individual and find new, innovative methods to motivate and influence employees to enhance
their performance for better growth and success of organisation. Psychological contract help in
effective engagement of employees towards their function and work as a team so that various
task can be accomplished within limited time and efforts. Employees like to work with company
that state on its commitment and promise that it made at time of joining of employees. They all
expected that organisation need to treat each and every individual on equal and fair manner so
manager by providing equal opportunities to employees to grow and develop new knowledge
and skill enhance their motivation level. Employer of company by fulfilling its responsibilities to
ensure safety and security of people helps in improving performance of different individual. It
also helps in retention of large number of high skilled, knowledgeable employees within firm
and reduce chance of absentees thus reducing cost of company to recruit new employees for
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various activities and function. Psychological contract create win-win situation for both
employees, employer and manager of company thus promote growth and expansion of firm
within industry. It also state that it is responsibilities of both employees and employer to perform
their respective roles for strong relationship and accomplishment of promise that are made by
employers. Employees need to give their best so that employer can effective accomplish its
promise to promote or increase salary of individual (Chams and García-Blandón, 2019).
Employer by fulfilling its commitment and promise motivate and influence individual and create
feeling of belongingness thus enhances market share of organisation. Therefore it can be stated
that there are various benefits of Psychological contracts to both employees and employer of
company.
CONCLUSION
From the above essay it can be concluded that both contract are important for
organisation as contract of employment describe about rights and duties of individual within
firm. On the other hand psychological contract is expectation of employees and promise that are
made by employer such as it will provide attractive compensation or promotion if work
effectively. Thus, it can be stated that psychological contract is important for strong relationship
and better understanding between employees and employer of firm.
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REFERENCES
Books and Journals
Al-Zagheer, H., 2018. The Talent Management Strategies. IJASSH.
Bonneton, D and et.al., 2019. Do global talent management programs help to retain talent? A
career-related framework. The International Journal of Human Resource Management,
pp.1-36.
Chams, N. and García-Blandón, J., 2019. On the importance of sustainable human resource
management for the adoption of sustainable development goals. Resources,
Conservation and Recycling, 141. pp.109-122.
Collings, D. G., Mellahi, K. and Cascio, W. F. eds., 2017. The Oxford handbook of talent
management. Oxford University Press.
Erasmus, B., Naidoo, L. and Joubert, P., 2017. Talent management implementation at an open
distance e-learning higher educational institution: the views of senior line
managers. International Review of Research in Open and Distributed Learning, 18(3).
pp.83-98.
Fajčíková, A., Fejfarová, M. and Urbancová, H., 2016. Employee Development by Talent
Management. Scientific papers of the University of Pardubice. Series D, Faculty of
Economics and Administration. 38/2016.
Guest, D. E., 2017. Human resource management and employee well‐being: Towards a new
analytic framework. Human Resource Management Journal, 27(1). pp.22-38.
Holland, D. and Scullion, H., 2019. Towards a talent retention model: mapping the building
blocks of the psychological contract to the three stages of the acquisition process. The
International Journal of Human Resource Management, pp.1-46.
Manuti, A., 2016. Managing “Social” Human Resources: Talent Management in the “Social”
Organization. In The Social Organization: Managing Human Capital through Social
Media (pp. 42-52). Palgrave Macmillan, London.
Masum, A. K. M and et.al., 2018. Intelligent human resource information system (i-HRIS): a
holistic decision support framework for HR excellence. Int. Arab J. Inf.
Technol., 15(1). pp.121-130.
Mohammed, A., 2016. The impact of talent management on employee engagement, retention and
value addition in achieving organizational performance. International Journal of
Engineering and Management, 1(12). pp.142-152.
Sharma, A. and Bhatnagar, J., 2017. Talent Analytics: A Strategic Tool for Talent Management
Outcomes. Indian Journal of Industrial Relations, 52(3).
Soltis, S. M., Brass, D. J. and Lepak, D. P., 2018. Social resource management: Integrating
social network theory and human resource management. Academy of Management
Annals, 12(2). pp.537-573.
Sparrow, P., Brewster, C. and Chung, C., 2016. Globalizing human resource management.
Routledge.
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