Human Resource Management: A Review

This assignment provides a broad overview of human resource management (HRM) by examining various resources on the topic. The included texts cover aspects like education and national development, food product development, globalization's impact, HRM frameworks, adult learning, and retirement practices. Additionally, online resources delve into training methods and define HRD. The assignment encourages a synthesis of knowledge from diverse sources to understand the multifaceted nature of HRM.

HUMAN RESOURCE
DEVELOPMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
TASK 2............................................................................................................................................3
2.1...........................................................................................................................................3
2.2...........................................................................................................................................4
2.3...........................................................................................................................................5
TASK 3............................................................................................................................................6
3.1...........................................................................................................................................6
3.2...........................................................................................................................................7
3.3...........................................................................................................................................9
4.1.........................................................................................................................................10
4.2.........................................................................................................................................10
4.3.........................................................................................................................................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................12

INTRODUCTION
Many organisation use human resource development as a tool to enhance their
employees' capability and also develop their personal skills. In addition to that management of
the various company develop a concept toward the same in which they try to utilize their way of
working for their workforce. In this management also organize various workshop as well as
learning section to their client.
Present report is based on a John Lewis Partnership who deals in a retail sector and it
includes clothings, watches, various cosmetics and much more. Company work with 98000
employee. For that management of the company must develop HRD as a tool to enhance their
working visibility towards the working. In this HR assistant of the company will discuss various
learning style and its uses to develop the skills. In this HR assistant manager also develop
various workshop to develop their skills as well as evaluates its advantages and disadvantages. In
this HR manager also considered government role in this and its competency movements
towards the same.
TASK 1
covered in Ppt
TASK 2
2.1
In the John Lewis Partnership training needs is very essential with various level in which
management has to compare training needs according to the level. in the office, management
want needs with the different level. Here some examples are given and according to that their
need are listed as follows:
 After evaluation management if John Lewis considered many things.
 For example if training is prepare for the receptionist, in that cases training requirements
for its way of communication. In other words build a customer relationship management.
In this trainee focus on its pitch, as well as its body language (Knowles and et.al., 2014).

 For example if training needs to that worker who guides the clients for purchasing. In this
HR manager create a set for the purchasing guide in which they provide training to the
clients towards the purchasing in a better way. In this individual also guide for better
purchasing option.
 One more example for the customer service solution staff, in this level trainee must take
care of customer needs. In which management has to evaluates various leaning things that
must for the person who work as a trainer.
 Moreover company has needed for training with different level (Teklehaimanot and
Teklehaimanot, 2013.)
2.2
In this section HR manger use training methods that will assists for the training needs
along with this advantages and disadvantages are also discussed as follows:
Advantages of training methods: Management of the company use various way of training. In
addition, management of the company must considered its advantages and disadvantage.
Coaching: In this HR management can use this method for individual training. So that it will
assist for the depth study about the candidates. This will also assist for the covering its weak area
and focus toward its removals (Hendry, 2012).
Mentoring: HR management of John Lewis also use this training method that will assists for
enhancing its attitude towards the positive way. This is only done by the senior one so that there
is a bigger chances of perfection in the work.
Lectures and conferences: HR assistant can use this way of training for the direct instruction to
the employee as well as it is also good for the motivating and developing their working potential
towards the working as well (Cummings and Worley, 2014). In addition to that management also
use seminars to save their time in the training.
Sensitivity training: HR manager use this methods for the development their own point of view
as well as it is also assists for knowing other thinking. This way of methods is also assists for
knowing individual thinking towards their emotionalism and many more things.
Disadvantages of training methods:When any methods having its positive sides so on its
contrary methods having is negative side also (McKenzie and et.al., 2012). So that management
has to focus in negatives point also.

Coaching: The main drawback of this theory is it perpetrates the existing once. So that it will be
quite hardnesses to exits with the same.
Monitoring: This training method is time consuming because only top management can monitor
their worker. For the same management can consume their precious time for the same.
Lectures and conferences: This is not focus in every one so that management of the company
not aware with who seriously pat attention and rest who are not. So that after consuming lots of
money, company not able to get the appropriate results for the same (Mathis and et.al., 2016).
Sensitivity training: Some individual are Shay in nature so that they are not express their views
and opinions. In this some time they also misguide and provide wrong information in this also.
2.3
For training management of the person must use a systematic approach that will assist for
the development of the organisation in a positive way (Ulrich, 2013). Here is a step by step that
will assists for better training done by the HR manager and this is listed as follows:
step-1 Identify training
needs
From the very initial stage, management can identify
training needs in their working staff of John Lewis.
Management of company evaluates that employee know less
interested towards the working. So that it directly impacted
on the sale of the company (Training Methods: On Job
Training and off the Job Training Methods, 2016).
Step-2 Define the learning
requirements
At this point, management considered all points that will
lead to the management working as well enhancing their
potential. In which if employee are again done their work in
a effective manner so it will assists for enhancing sales. It is
also leads to the positively market goodwill (Storey, 2014).
Step-3 Objective achieve in
the training sections
 Reduce the ratio of labour turnover
 More focus towards the customers
 Creates employee as a versatile one
 Developing their personal as well as professional
skills
 For better understanding the working environment

(Armstrong and Taylor, 2014).
Step-4 Plan For achieving all above points, management of John Lewis
must develop a plan for effective implementation. In this,
HR manager of company uses various methods in which
above points have to be covered:
 For reduction in the labour termination, management
use motivational way. In this motivational factor can
leads to better working environment in a workplace
(Knowles and et.al., 2014).
 Because of alternatives sales reduction management
also develop various strategies learning to their
customer service provider. So that they also assists
for maintaining sales.
Step-4 Implementation For implementation of planning, management can use a
perfect method in which various workshops as well as
seminars and many more things can be developed by the
management for fulfilment of plan. In addition to this, in the
workshops, HR management of company must focus on all
things that will be considerable (What Is Human Resource
Development (HRD)?, 2016).
Step-5 Evaluation Work completion doesn't create matter but its positive effects
is always be in a trend. So that management must considered
on a evaluation of work after the training. In this HR also
feel the change in this also (Teklehaimanot and
Teklehaimanot, 2013).

TASK 3
3.1
In this point HR manager of the company evalutes that which type of guidelines assits for
the management for the success of workshop. In which management has to use questionnaire that
will assits for better interpreting. Here various points are listed as follows that will assist for the
better observation:
Questionnaire: This is a way in which management of the John Lewis findout its working
vesiablity towarsd the working. In addition to that management has to cover all related question
that will assits for the better interpreatation. HR manager create a set of printed questions that
devided into sub parts to find out their tranee requirement in this. This is a type of survey that is
done by the internaly only because it is done by the HR with their internal workers. In addition to
that management create a little bit guiednce with the help of this. It is also considerd that survey
questions must be well deisned so that it will be easy for the management to find out its working
specification (Armstrong and Taylor, 2014).
Feedback Format: In the feedback format management can develop a design in which
management can considerd persons point of view and that must be in a effective manner. So that
it will assits for the individual thinking. In this point management of the company can evalutes
various things and all this things must be done by monitoring individual performance.
Observation sheet: In this HR manager of the company sbserve all above things and accordingly
tries to take appropriate changes for the same. This is a way in which management of the
company take initiative towards the reaching better tranning option in a workplace. This will
assist for the how effectice over observation is and its result is positive or note. In this
management also get a guidence for the next time in which what steps should be cover and what
should be not both are included in this (Knowles and et.al., 2014).
3.2
HR manager of John Lewis Partnership created a plan for their employees' . This tranning
events is done by the management for better workinga s well as enhancing its effectively way of
working. In the tranning section 22 participatints are their. So that management of the company
must create a evaluation for this and this is only done by the systematic evaluation that is listed
as follows:

a) Did you leran from the tranning section?
Criteria Respond
Agree 5
Disagree 6
Neutral 3
Strongly agree 8
Interprete: As per this question higher ammont of employee's strongly agree with the tranning
section.
b) Is your experience is positive with the tranning section?
Criteria Respond
Agree 3
Disagree 6
Neutral 5
Strongly agree 8
Interprete: As per this question in this higher ammont of employee's strongly agree with the
postive respons for the tranning section.
c) did you understand the content of tranning section?
Criteria Respond
Agree 9
Disagree 2
Neutral 5
Strongly agree 7

Interprete: In this 9 member are agree with the selected contents. As per this question in this7
members are neutral for the tranning section.
d) did you gained your skills and knowledge and skills after the tranning section?
Criteria Respond
Agree 10
Disagree 2
Neutral 5
Strongly agree 5
Interprete: In this 10 member are agree with the selected contents and the percentage of neutral
and disagree are same in this.
e) I feel that employee's of John Lewis can enhnace their working quality and effeciency after the
tranning section.
Criteria Respond
Agree 9
Disagree 1
Neutral 6
Strongly agree 6
Interprete: In this 9 member are agree and only 1 individual is disagree with the selected
contents.
3.3
In order to make effective evaluation plan there are various methods can be used by John
Lewis. In respect to this, they will easily make their operations very effective with the help of
successful planning (Knowles, Holton III and Swanson, 2014). Thus, business will achieve their
targets with making effective outcomes for the company. In respect to this, following aspects can
be used by the cited firm which help to make effective results from the business operations:

Through questionnaire: In this aspect, John Lewis can make their successful operations
by fulfilling questions from customers. In respect to this, chosen business need to make
questionnaire through they can get needs and requirements of the customers. In the questionnaire
company can take advantages to make positive results within the enterprise (Cascio, 2014). In
addition to this, business will achieve their targets easily. As results they can make success for
the organization easily. Additionally, business can overcome issues related to the performance
enhancement.
Feedback from customers: With the help of customers feedback, organization able to
demonstrate positive and negative impact on the customers. In respect to this, customers can fill
feedback form which make by John Lewis. As results, business will achieve their goals from
various aspects within the organization (Sato, Shimura and Ohtsuru, 2016). In addition to this,
chosen enterprise can enhance their actions which make their profits at peak level. In this regard,
company can eliminate those aspects which are harmful for business development. Therefore,
cited firm can make their success easily and enhance market growth of the company.
Observation methods: It is another method, which can be helpful to make effective
results within the organization. In respect to this, John Lewis can observe customers
requirements which can be helpful to demonstrate various need of customers towards the
products and services (Knowles, Holton III and Swanson, 2014). In addition to this, they can
monitor customers requirements for making effective transaction within the specific goals. As
results, they can enhance their operations in different part of the nations and areas easily.
From the above methods, feedback consist very effective method which can be used by
John Lewis. In this aspect, they can easily identify customers requirements and taking perception
regarding existing products and services.
TASK 4
4.1
Training and development play a vital role in the organizations. To enhance the
performance of the company it is essential to provide employees proper and timely training so
that they can know about the latest technologies, can gather good information and can perform
better for the development of the business unit. Role of government in this respect is very
important (Bennett, Cunningham and Dawes, 2000). Authorities can generate such public norms
which can improve culture of the society so that public be responsible towards their

responsibilities and roles. Thus, by this way they will be able to contribute well in their
workplace. It will help employees of John Lewis company to great extent and will develop
them.
Government role is to allocate funds to such firms so that they can expand their business
and can support in the economic development of the country (Rodríguez-Pose, 2013).
Authorities provide funds to HRD department so that they can organize training and
development programs in the workplace for improving performance of the workers. To
formulate common HR policy is another role of government. They need to make such policies
which are similar for all. In this authorities are required to make compulsory HRD policies in
which they need to make it mandatory to give employees training. By this way all companies
will be bound to provide necessary training to all staff members (Ellis, 2014). This will be
beneficial for workers and they will be able to learn new things and will be able to get relevant
information about the latest technologies. This will enhance their skills and they will learn more.
NVQ, Learning and Skills council (LSC), Ofqual Generic Training are some government
bodies those who are working for the same. Authorities has made several concepts so that
working people can join it and can learn more. This will enhance their confidence and they will
be able to perform better in the workplace (Bass and Dalal-Clayton, 2012).
4.2
Competency is referred as the ability of individual to perform their jobs. This can be
develop in new employees by giving them proper guidance from such persons those who have
done well in their job duration. They can be practitioner, knowledgeable persons, experts etc.
With the help of these extra ordinary experts John Lewis company will be able to assist well to
its employees. Competency movement impact on both public and private firms (Peiró, Tordera
and Potočnik, 2013). As before some years when things was average and people were unaware
with technological advancement then people were not having proper abilities to perform better
for the organization. But as era get changed competency has been circulated widely. Public firms
are discussing upon standards and working for maintaining these standards in the workplace. It
impacts positively on the public firms they have raised the standards of products and services.
For example British Airways follow competency in the workplace and it has increased
knowledge of employees of the firm (Colley and et. Al, 2014).

For gaining the competitive advantage private enterprises are adopting the competency
movement in the workplace and giving timely training to staff members. Apart from this for
motivating employees to perform better they are offering them rewards and recognition. For
example John Lewis company give gigantic salary packages to experienced persons so that they
can guide other people also in the workplace. It impacts positively on private firms such as John
Lewis company and TESCO etc (Burke and Noumair, 2015). By development of competency
movement can increase operational cost of both private and public firms so it will negatively
impact on the business units.
Competency movement supports to retain talent in the workplace thus, both firms will be
able to accomplish its goal by utilizing human resources effectively. It will assist to sustain in
such complex corporate market for longer period (Fuller, 2016).
4.3
Contemporary training initiatives has been introduced by UK government to promote
human resource development in the organizations. It contributes in the HRD of John Lewis
company as well. National Apprenticeship is the initiative of UK government in which
authorities allocate funds to particular department so that they can organize camps for working
public. This gives opportunities to youngsters they can gain good knowledge about the industries
and their working process (Gwynne and Cristobal, 2014). It develops transferable skills in the
employees and they perform better in the workplace. John Lewis company motivate its staff
members to join this type of camps so that they can gather relevant information about the market
trends.
Sector skills councils have been set up by the UK government. It is another great
initiative of he authorities in which experts work for reducing the skill's gap of jobs. This council
develop standards of apprenticeships. By this way people of John Lewis company will be able to
perform betters because they will be able to understand their responsibilities and will develop
necessary skills within them (Fägerlind and Saha, 2014).
Establishment of qualification and curriculum authorities are another initiate of UK government.
They organize different courses for professionals. Skills funding agencies allocate funds so that
company organize training programs in its workplace and can develop their employees. These
initiatives have contributed positively in the skill's development of employees of John Lewis
company (Ellis, 2014).

CONCLUSION
From the above report it can be concluded that HRD plays a vital role in an organization.
It assists to modify the HR policies in such manner so that employees can improve their
performance and can perform better for the entity. On job and OFF job trainings are essential
part, these enhances knowledge of individual and give them guidance about practical workplace.
John Lewis company needs to use on the job training methods so hat candidates be familiar with
actual working environment and can practical knowledge. Even this will support to increase
productively of the company. Report has concluded that competency movements can be
beneficial for both private and public firms so John Lewis company needs to involve this in HRD
polices for better performance of the organization.
REFERENCES
Books and Journals
Knowles, M. S., Holton III, E. F. and Swanson, R. A., 2014. The adult learner: The definitive
classic in adult education and human resource development. Routledge.
Cascio, W. F., 2014. Leveraging employer branding, performance management and human
resource development to enhance employee retention. Human Resource Development
International. 17(2). pp.121-128.
Sato, A., Shimura, H. and Ohtsuru, A., 2016. [Human Resource Development for Thyroid
Ultrasound Examination Program in Fukushima]. Rinsho byori. The Japanese journal of
clinical pathology. 64(1). pp.80-84.
Alfes, K. and et.al., 2013. The link between perceived human resource management practices,
engagement and employee behaviour: a moderated mediation model. The international
journal of human resource management. 24(2). pp.330-351.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.

Barbier, E. B., 2013. Economics, Natural-Resource Scarcity and Development (Routledge
Revivals): Conventional and Alternative Views. Routledge.
Bass, S. and Dalal-Clayton, B., 2012. Sustainable development strategies: a resource book.
Routledge.
Bennett, B., Cunningham, L. and Dawes, G., 2000. Self Managed Learning in Action: Putting
SML Into Practice. Gower Publishing, Ltd.
Bray, F. and et.al., 2012. Global cancer transitions according to the Human Development Index
(2008–2030): a population-based study. The lancet oncology. 13(8). pp.790-801.
Burke, W. W. and Noumair, D. A., 2015. Organization development: A process of learning and
changing. FT Press.
Coleman, J. S., 2015. Education and Political Development.(SPD-4) (Vol. 4). Princeton
University Press.
Colley, D. G. and et. al., 2014. Human schistosomiasis. The Lancet. 383(9936). pp.2253-2264.
Cummings, T. G. and Worley, C. G., 2014. Organization development and change. Cengage
learning.
Ellis, R., 2014. Quality Assurance for University Teaching.
Fägerlind, I. and Saha, L. J., 2014. Education and national development: A comparative
perspective. Elsevier.
Fuller, G. W., 2016. New food product development: from concept to marketplace. CRC Press.
Gwynne, R. N. and Cristobal, K. A. Y., 2014. Latin America transformed: globalization and
modernity. Routledge.
Hendry, C., 2012. Human resource management. Routledge.
Jackson, S. E., Schuler, R. S. and Jiang, K., 2014. An aspirational framework for strategic human
resource management. The Academy of Management Annals. 8(1). pp.1-56.
Knowles, M. S. and et.al., 2014. The adult learner: The definitive classic in adult education and
human resource development. Routledge.
Knowles, M. S. and et.al., 2014. The adult learner: The definitive classic in adult education and
human resource development. Routledge.
Mathis, R. L. and et.al., 2016. Human resource management. Nelson Education.

McKenzie, L. M. and et.al., 2012. Human health risk assessment of air emissions from
development of unconventional natural gas resources. Science of the Total
Environment. 424. pp.79-87.
Peiró, J. M., Tordera, N. and Potočnik, K., 2013. Retirement practices in different countries.
Rodríguez-Pose, A., 2013. Do institutions matter for regional development?. Regional Studies.
47(7). pp.1034-1047.
Storey, J., 2014. New Perspectives on Human Resource Management (Routledge Revivals).
Routledge.
Teklehaimanot, H. D. and Teklehaimanot, A., 2013. Human resource development for a
community-based health extension program: a case study from Ethiopia. Human resources
for health. 11(1). p.1.
Ulrich, D., 2013. Human resource champions: The next agenda for adding value and delivering
results. Harvard Business Press.
Online
Training Methods: On Job Training and off the Job Training Methods . 2016. [Online].
Available through: <http://www.yourarticlelibrary.com/employees/training-methods-on-
job-training-and-off-the-job-training-methods/5421/>. [Accessed on 25th November,
2016].
What Is Human Resource Development (HRD)? . 2016. [Online]. Available through:
<https://www.thebalance.com/what-is-human-resource-development-hrd-1918142>.
[Accessed on 25th November, 2016].