Training and Learning Problems for School Lunchtime Supervisors

This presentation discusses the issues faced by HRM in training and developing school lunchtime supervisors, including the impact of Covid-19, remote working technologies, performance management models, HRM and HRD practices, and idea generation. It also explores how knowledge can be leveraged to improve organizational behavior and individual/group performance.

LEARNING
PROBLEMS
SCHOOL
LUNCHTIME
SUPERVISORS

TABLE OF CONTENT
 Analysing the issues related to the HRM and the what impact Covid-19
have upon these issues
 Impact of the Covid-19 on the training and development
 Analysation of the remote working related to the working of the
lunchtime supervisors, assessing the technologies related to the training
and development of the supervisors
 Explaining the performance of the supervisor in cost effective ways by
using the performance management model
 Explaining how HRM and HRD practices contribute to individual, group
and organizational performance
 Identifying the practical way to creating idea generation and explaining
how these meets the requirements of the structured techniques by using
the Osborne — Parnes CPS Model
 Analysing the ways in which the knowledge can be leveraged to achieve
the maximum impact of the individual and organizational behaviour

INTRODUCTION
 Training and development is the process that helps in the increment
of the educational activities related to the improvement of the job
and the overall performance of the individual or the group of the
individual with in the organization as related to a particular task
assigned to them.
 The presentation based on the skill enhancement of the lunchtime
supervisors will be including the issues faced by the HRM, remote
working technology, appropriate models for the performance
management will be shown.
 The presentation will also be including HRM practises contributing on
the performance enhancements and ways in which knowledge can be
leveraged to have increased organizational performance.

Analysing the issues related to the HRM and the what impact
Covid-19 have upon these issues:
 The primary schools of the Hull have been facing the irrelevancy in providing the
proper services to the lunchtime supervisors of the schools. There are so many issues
that have been faced in the relevancy of the lunchtime supervisors. The issues that have
been faced by them are stated as under:
 Quality of the lunchtime supervisors are identified as the factor of performance
assessment.
 Issue related to the recruitment process of the supervisors with proper skills.
 The supervisor's role is considered to be undervalued by the head authorities.
 Many of the supervisors leaving the schools and not getting proper education and
training.

Impact of the Covid-19 on the training and development:
 These all the issues faced in by the HRM in training and the development of the
supervisors are because that of the impact that Covid-19 have putted on the process.
 The issues faced in the process of the training and development of the lunchtime
supervisor. This pandemic led towards the situations that was not in the proper sense
for the all the organization.
 The pandemic transformed the things in the different ways and it made the things
go out of the hand due to the social distancing problems.
 In the schools not having the infrastructure in the way that the trainings can be
facilitated by implementing the guidelines of the Covid and give the training to the
employees so, the trainings cannot be done.
 Adopting the online platforms for the training and development cannot be used in
the proper ways due to the issues of the networking and the physical guidance.

Analysation of the remote working related to the working of the lunchtime
supervisors, assessing the technologies related to the training and
development of the supervisors:
 The HR department can use the web conferencing software for providing the
proper training and development to the lunchtime supervisors.
 There are quite few impressive soft wares that can be used by the firm to
giving the training like zoom and GOTO meeting.
 This software can be used by the HR management to provide the supervisors
with the proper training for finding out the solution related to the issues faced
in the organization.
 The platform can give with the service of the meeting of around 40 minutes
with like all the remote workers of the firm.

Explaining the performance of the supervisor in cost effective
ways by using the performance management model:
 The performance of the employees can be analysed by using 360 degree feed
back model by applying this model the firm's HR department can have the
proper reviews regarding the performance of the supervisors.
 This is the model that helps in knowing about the performance of the workers
in the company by evaluating the information gathered with the help of the
feed backs received from the colleagues with in the organization.
 The reviews can be taken from the individuals working under them and the
higher management authorities like the managers and the Human Resource
department.

Explaining how HRM and HRD practices contribute to individual, group
and organizational performance:
Human resource department of the firm is concerned with the following in the
organization:
 Managing the recruitment, retention and performance process.
 Appeasement of the employment related risks.
 Ensuring the legal, governmental and the contractual compliance of the firm.
 Making the proper management of the equity and diversity in the workforce.
 Developing and implementing the policies in the organization.
 Reducing and maximizing the labour cost.
 Promoting the work place safety related to all the colleagues.

The overall development of the organizational performance
depends on the following contribution of the Human Resource
Department like:
 Performance management: setting out the strategies to
develop the performance of the supervisors.
 Developing the talent: setting out the development
practises like the mentoring, teaching the skills, leadership
development skills, etc.
 Diversity interventions: this becomes the pool of the
innovation for the employees in the organization to have the
performance appraisal by including the age, gender, race,
etc.
 Wellness interventions: This includes setting out the stress
management programs to make the working environment of
the workplace healthy.

Identifying the practical way to creating idea generation and explaining how
these meets the requirements of the structured techniques by using the
Osborne — Parnes CPS Model:
 Objective finding: at this stage it is identified about the problem and the situation like
what is the goal or the challenge that has to be solved.
 Fact finding: at this the focus is placed on finding out the relevant fact that is affecting
the performance or the operations in the workplace
 Problem finding: by coming at this stage, it is made clear about that what the problem is
and frame it in the clear way.
 Idea finding: at this, stage the different solutions to the problems will be found off in the
numerous quantity and as much as possible to overcome the solution in the organization
 Solution finding: the further implementation of the idea generated is done at this stage
and different steps can be followed to bring out the result
 Acceptance finding: at this stage the ideas is implemented by selecting the best one and
action plan is being created to implement the idea and to solve the problem by having the
best probable outcome for the issue faced.

Analysing the ways in which the knowledge can be leveraged to achieve the
maximum impact of the individual and organizational behaviour:
 Defining the strengths: the strengths must be defined in the way
that it can be transferred to the different peoples like the
assessment of the strengths can be done by asking the people to
trust.
 Setting the professional goals: the goals must be clearly
identified and set up to the mark to have the most appropriate
goals to be achieved.
 Choosing the strengths building behaviour: this can be done
by having the proper attitude towards the work and helping the
colleagues to work in the way to develop the ability and skills to
foster the talent in the organization.

CONCLUSION
 The above presentation based on the HRM role in the organization to
solve the problems in the organization related to the lunchtime super
visors have concluded about the what are the HRM issues and impact
of Covid on it.
 The presentation also conclude about the technologies of remote work
and appropriate models of the performance management.
 It is also concluded about the HRM practises and practical idea
generation by using the Osborne – Parnes CPS Model.
 Later it is concluded about how the knowledge can be leveraged to
improve the organizational behaviour and individual as well as
grouped performance.

REFERENCES
 Blom, R., Kruyen, P.M., Van der Heijden, B.I. and Van Thiel, S., 2020. One HRM fits all? A meta-analysis of
the effects of HRM practices in the public, semipublic, and private sector. Review of Public Personnel
Administration, 40(1), pp.3-35.
 Easa, N.F. and El Orra, H., 2020. HRM practices and innovation: an empirical systematic review. International
Journal of Disruptive Innovation in Government, 1(1), pp.15-35.
 Freitas, A.C., Silva, S.A. and Santos, C.M., 2019. Safety training transfer: The roles of coworkers, supervisors,
safety professionals, and felt responsibility. Journal of occupational health psychology, 24(1), p.92.
 Ijaola, I.A., Idoro, G.I. and Oladokun, M.G., 2020. Key training practice indicators for optimal site
supervisors’ utilisation in construction firms. Journal of Engineering, Design and Technology.
 Kim, E.J., Park, S. and Kang, H.S.T., 2019. Support, training readiness and learning motivation in determining
intention to transfer. European Journal of Training and Development, 43(3/4), pp.306-321.
 Manzoor, F., Wei, L., Bányai, T., Nurunnabi, M. and Subhan, Q.A., 2019. An examination of sustainable HRM
practices on job performance: An application of training as a moderator. Sustainability, 11(8), p.2263.
 Memon, M.A., Salleh, R., Mirza, M.Z., Cheah, J.H., Ting, H., Ahmad, M.S. and Tariq, A., 2020. Satisfaction
matters: the relationships between HRM practices, work engagement and turnover intention. International
Journal of Manpower.
 Park, S., Kang, H.S.T. and Kim, E.J., 2018. The role of supervisor support on employees’ training and job
performance: an empirical study. European Journal of Training and Development.