Developing Human Resources (Distinction Criteria) - Harvey's Medical Devices Ltd.

This report proposes a leadership development program for Harvey's Medical Devices Ltd. to expedite lead times for developing new products and smooth product flow into production sites such as Singapore and Sweden. The report includes an overview of the proposed program, scheme of work and timeline, costing of the training program, and evaluation method. The program focuses on change management, agile and team-based work, leadership in international environments, and the value of market intelligence for all Harvey workers.

Human Resources
(Distinction Criteria)

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
An overview of a proposed programme and underpinning evidence which justifies the
business case for our expenditure...........................................................................................1
Scheme of work and timeline. A graphic outline of the training programme, handed to the
panel at the start......................................................................................................................4
A summary of the costing for your training programme........................................................8
An explanation of how your programme is evaluated............................................................8
CONCLUSION..............................................................................................................................10
References:.....................................................................................................................................11
Books and Journals...............................................................................................................11

INTRODUCTION
In the contemporary business environment is highly dynamic and competitive in nature due to
the changing consumer expectations, fast pace advancements of technology, diversity of
employees and much more (Norberg, 2019). All these changes in the business environment are
leading to the significant changes into the business functional duties. In order to succeed in such
business environment, the most important thing for the organisation is to focus on the learning
and development of the human resource. The Human Resource managers has a major
responsibility to keep the human resource motivated in order to have smoothly running of
operations. This report is based on the Harvey's Medical Devices Ltd (Harvey's) began
manufacturing medical devices in 1953, initially for the clinical market and later for the growing
consumer sector. The medical equipment, such as blood pressure monitors, thermostats, and
blood glucose test kits, were technology companies, but since the 2000s, newcomers have seized
customer base with appealing new designs. The report is the proposal for the leadership
development programme which aims to speed up the lead times of the production of the products
of the company. For this report will include the overview of proposed programme, scheme of
work and timelines. The reports will also demonstrate the costing of the training programme. In
the end there is key discussion on the method to evaluate the programme.
MAIN BODY
An overview of a proposed programme and underpinning evidence which justifies the business
case for our expenditure
Harvey's Medical Devices Limited is a medical device manufacturer that aims to develop
or implements a learning and development program to expedite lead times for developing new
products and smooth product flow into production sites such as Singapore and Sweden. The
leadership development program is designed to maintain the company's competitive advantage in
the consumer medical device market (Galvão, Marques and Ferreira, 2019). Founded in 1953 as
a manufacturer of medical devices for the clinical market and later the growing consumer
market, the company is considered the market leader, but as new entrants emerge, the market
share increases with attractive Newly designed and distributed medical devices. The company
has 500 employees at its headquarters in Birmingham, 400 in Singapore and 300 in its
production sites in Sweden. In 2019, the company observed a significant increase in sales due to
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the market intelligence department, but at the same time there was resistance to product
development. At such times, The Company’s partners believe that by implementing a leadership
development program, the company will be able to alleviate this problem by accelerating product
development, which will also help bring new products to market faster. With the help of
leadership and development experts, the company aims to deliver an effective management
development program between April 2022 and August 2022. The four main focus areas of the
leadership development program will be change management, agile definition and team-based
work, leadership in an international environment and the value of market intelligence to all
Harvey employees. For the leadership development programme, Harvey's Medical Devices
Limited will propose participants to include 7 executive directors, 20 senior managers in the
product development business area and 9 other department heads. In the suggested Learning &
Development Programme Managers of organizations will have varying experience from novice
to expert level as your jobs will include finance, IT, sales, market intelligence, procurement and
logistics, as well as learning product development departments such as market intelligence,
internal electronic material development Tool making and production lines and more. The four
key areas of business of the Harvey’s medical devices are discussed below:
Managers tend for different management roles based on the company's leadership
development program to increase the effectiveness of the programme. Change management is a
technique that helps company managers understand previous models and analyze gaps between
future needs and current products (Quirk, 2018). Change management is the 4 most important
techniques to help Harvey's Medical Devices managers understand change requirements. With
the help of some specific change management model, Harvey’s Medical Devices Ltd can
effectively accept the change and improve the productivity level.
Harvey's Medical Devices Limited's leadership development programme also focuses on
introducing agility and teamwork into the product development process, as these are considered
the most appropriate strategies for workforce planning that directly impact employee
performance and efficiency. As evidence of the spending company that aims to invest in this
specific leadership development program, agile development methodologies will help Harvey's
Medical Devices Limited to develop value in their product development through rapid product
development and teamwork will lead to smooth as well as Goods flow quickly at the production
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site. Compared to traditional development techniques, agile and teamwork are efficient parts of
the programme. This human resource management strategy makes learning and development
programme more efficient and help to produce high-quality products, and consistently satisfy
customers. The learning and development programme also focuses on leadership in an
international environment, as businesses transform themselves into different countries to produce
or import and export goods at an international level. It is considered to be the most effective
technology and will help to improve leadership in international markets such as Switzerland and
Sweden, Harvey's Medical Devices limits how to create a positive work environment to improve
employee morale an effective leadership style can create productive International Environment.
For example, authoritarian leadership is one of the most common leadership styles that increases
efficiency and supports employees by having leaders set goals in front of them. This is
considered the most knowledgeable member of the team, with other team members following
specific guidelines provided by the leader (Elliott, Sinclair and Hesselgreaves, 2020).
In the leadership and development programme of the company the end focus area for the
Harvey’s Medical device Ltd. is the value of market intelligence for all Harvey workers.
Determining market intelligence is even more valuable as it helps manage an organization's
effectiveness across the market. Generally speaking, market intelligence is described as
information or data collected by Harvey’s Medical Devices Ltd from the markets in which it
operates or intends to operate in order to identify market segments, brand recognition, market
opportunities and existing market statistics. Market intelligence is essential to understand market
conditions and gather market intelligence, which helps profitability. Harvey's Medical Devices
Ltd needed to provide training courses for its staff to manage the effectiveness of the learning
and development program.
On the other hand, market intelligence is different from business intelligence. Unlike
business intelligence, which primarily focuses on internal issues like billing rates, people, and
processes, market intelligence gathers data from around the world to give you a comprehensive
view of the entire market, not just your company. On the other hand, incorporating market
information into a business intelligence program will give a company a holistic view of its
ongoing performance in a given market situation. Harvey's Medical Devices Ltd needed to focus
on this technology that would help reduce cultural differences and maintain effectiveness.
Market intelligence is closely related to market research and it can be divided into three parts:-
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Competitor Intelligence - Obtaining data about competition through ethical techniques
such as government databases and public documents is known as competitor intelligence.
Harvey's Medical Devices Ltd needs to focus on competitor intelligence so that Harvey's
Medical Devices Ltd can properly manage its business operations and navigate and reduce
cultural differences.
Product Intelligence- Market intelligence is the collection of information about
competitors or similar products in the market. For example, a telecommunications company must
track the price of competing cell phones. A drop in the price of rival goods could be a sign that
the company is launching a new model (Katz, 2018). Knowing this data may help companies
strategically launch their models at the right moment at the right price. Product intelligence
needs to be focused in order for organizations to properly manage their business operations and
navigate and reduce cultural gaps.
Scheme of work and timeline. A graphic outline of the training programme, handed to the panel
at the start
Timeline
Training is an experience with numerous phases and lifecycles, rather than a single event. A
training timeline depicts these several cycles and demonstrates how instruction can take place at
multiple but very distinct stages throughout a learner's path. Once you've figured out where
individual trainees are in this cycle, you can follow the given steps to go through to the next step
of online training.
Timeline for the learning development programme of Harvey’s Medical devices Ltd. is 5 months
Phases Need
analysis
Product
development
learning
Leadership
development
training
Operational
efficiency
learning
Evaluating
and testing
Management
of
programme
for future
Time
taken
3 weeks 4 weeks 3 weeks 5 weeks 2 weeks 3 weeks
Places Research and
Development
Inhouse
materials
Market
Intelligence
Tool making
and product
Product
Controlling
Facilities
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(university
cooperation)
development
(plastics),
Inhouse
materials
development
(metals)
Unit, People
and
Learning
line,
Development
Operations
(programming)
and
Testing
Management.
Graphic outline
This roadmap is for the panel to understand the journey of this programme.
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“Harvey's Medical Devices Limited is a medical device manufacturer that aims to develop or implements
a learning development programme to expedite lead times for developing new products and smooth
product flow into production sites such as Singapore and Sweden.”
“Specialized Learning Development Programme”
Harvey’s Medical Devices Ltd.

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OBJECTIVE: The stakeholders believe that leadership development will speed up product
development and help get new products to market faster. We therefore invite L&D specialists to
tender to deliver a management development programme between April and August 2022 which
focusses on: -
 Change management
 Introduction to agile and team-based work
 Leadership in international environments
 The value of market intelligence for all Harvey workers
The proposed attendees are: - 7 Executive Directors - 20 Senior Managers in product development
departments - 9 Heads of Department.

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Working Activities
Need
analysis
Product
Development
Learning
Leadership
development
training
Operational
efficiency
learning
Evaluating
and testing
Management
of
programme
for future
Timeline
Phases Need
analysis
Product
development
learning
Leadership
development
training
Operational
efficiency
learning
Evaluating
and testing
Management
of
programme
for future
Time
taken
3 weeks 4 weeks 3 weeks 5 weeks 2 weeks 3 weeks

A summary of the costing for your training programme
Training cost is a reasonable cost that has incurred for the company in order to upgrade
their cal software full time employees which includes training materials, curriculum
development, rents, training equipments etc. Harish medical devices limited as estimated trading
cost of not more as £50,000 businesses not include the cost of travel for the international
leadership. Learning and development program of the company in order to speed of the product
development it is very important to hire the new employees as they will help in simplifying the
operation which will bring more money for the business (Bartlett and Drust, 2021). The costing
of training they will be one incurred cost of hiring new employees which will also require the
training in order to perform well. In order to determine the costing of the training there are
several factors that a highly important to be considered by the Harvey's Medical devices limited.
It is very important to understand the business size as it will impact how much company will be
spending on training employees later it is essential to determine the industry size as the new hires
differentiate from industry to industry. Skill sets, training method, equipments and productivity
loss are some of the other essential factors that is huge influence and impact on the training cost.
An explanation of how your programme is evaluated.
In order to evaluate the leadership development programme of the Harvey’s Medical devices
Ltd. company there is set of different KPIs and benchmarks that will help the partners and
participants of the programme to effectively analyze the success and failure of the company. The
different KPIs and Benchmarks are discussed below:
Key performance indicators known as the most commonly used method in order to assess
the performance the program at the daily performance of an organization. Benchmarking is also
one of the effects that are used against some predetermined standards in order to assess the
existing and the current performance (Naidoo, 2019). Both KPIs and Benchmarking technique
will be used by the Harvey’s Medical devices limited company in order to inspire and recognize
the learning and development within the workforce of the organization by setting the quantifiable
smart goals. Employees of the Harvey’s Medical Device Company contribute to the industries
overall performance by acquiring the significant goals therefore it is preferred by the Harvey’s
Medical Device limited to utilize the KPIS and benchmarking in order to effectively utilize the
worth of training program.
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When the following leadership development programme was developed and organised in the
Harvey’s Medical Devices Ltd. the company was expecting speed up the product development,
to increase the reach of new product faster in the market and production site such as Singapore
and Sweden. These are the broad benchmarks that the company has set in starting in order to
evaluate the success and progress of the programme. The key KPIs and Benchmarking that could
help in the performance evaluation are discussed below:
Time to proficiency: Today, market is highly fast and furious in terms of consumer market
in the medical field so in order to effectively analyze the performance of the learning
development program of Harvey medical devices the best KP is time efficiency that is how fast
the learners are able to learn and sooner they produce the results in terms of product development
(Tingle, Corrales and Peters, 2019). In the same time two professions has been becoming one of
the most important indicator for the leadership development effectiveness helps to leverage the
reporting every abilities of the program to check average as well as individuals time taken by the
learners in order to finish the development of training program.
Impact on organizational performance metrics: The expected outcome of Harvard
Medical's skills learning development programme is that it will enable employees to sell more,
develop more, and dispatch more quickly to market. Therefore, improving service efficiency and
productivity considers compliance to be the two main KPIs considered under organizational
performance indicators (Lippert and Dulewicz, 2018). Simply put, a learning and development
programme is the key to improving individual performance in new product development and
production. Employees will be trained and coached under effective leadership, so measuring the
difference between performance metrics before and after a leadership program can make it easy
for companies to understand their contribution of the programme towards the business through
ROI.
Benchmarking: Allow professionals and stakeholders of the learning development program
to compare the training effectiveness data with the industry standards. Which company must
compare their new product speed of development and the reach to the market share with their the
pharmaceutical or medical device manufacturer company of the industry (Schweiger, Müller and
Güttel, 2020). Company has can you velvet its performance of the program by benchmarking it
with the associated forecasted results as this will align the working of the program as per the pre
set plan.
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CONCLUSION
From the above discussion it is concluded that for an organisation it is important to speed up
their process of production in order to remain competitive and customer’s face. Also in order to
enhance the staff capabilities as per the changing environment the company must organise or
invest into organising a leadership and development programme. Thus the following leadership
programme has huge potential to meet its fir objectives effectively in order to maintain the worth
of the programme for the company to increase their product development and to increase the
sales for larger market share. The timelines and scheme of work are two important part of the
development of the leadership and training programme that help the organisations to set the pre-
plans that can be handed over to the stakeholders and participants of the programme in the
beginning in order to have effective roadmap for the better understanding of the aims and
objectives of the programme. In order to evaluate the effectiveness of the programme there are
several KPIs and benchmarks are set to analyse the progress of the program in the company.
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References:
Books and Journals
Bartlett, J.D. and Drust, B., 2021. A framework for effective knowledge translation and
performance delivery of Sport Scientists in professional sport. European Journal of Sport
Science, 21(11), pp.1579-1587.
Elliott, I.C., Sinclair, C. and Hesselgreaves, H., 2020. Leadership of integrated health and social
care services. Scottish Affairs, 29(2), pp.198-222.
Galvão, A., Marques, C.S. and Ferreira, J., 2019. Evaluation of an entrepreneurship training
programme: a proposal for new guidelines. Education+ Training.
Katz, J., 2018. Bystander training as leadership training: Notes on the origins, philosophy, and
pedagogy of the mentors in violence prevention model. Violence Against Women, 24(15),
pp.1755-1776.
Lippert, H. and Dulewicz, V., 2018. A profile of high-performing global virtual teams. Team
Performance Management: An International Journal.
Naidoo, P., 2019. Perceptions of teachers and school management teams of the leadership roles
of public school principals. South African Journal of Education, 39(2).
Norberg, K., 2019. The Swedish national principal training programme: a programme in constant
change. Journal of educational administration and history, 51(1), pp.5-14.
Quirk, S.L., 2018. Developing the next generation of global leaders: Proposing an iterative
framework for student global leadership development. In Advances in global leadership.
Emerald Publishing Limited.
Schweiger, S., Müller, B. and Güttel, W.H., 2020. Barriers to leadership development: Why is it
so difficult to abandon the hero?. Leadership, 16(4), pp.411-433.
Tingle, E., Corrales, A. and Peters, M.L., 2019. Leadership development programs: Investing in
school principals. Educational Studies, 45(1), pp.1-16.
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