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INTRODUCTION 3 TASK 3 1. Talent Development and Sustainability INTRODUCTION 3

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Evaluate the interventions which have been recommended so that their impact may be assessed in terms of ROI and ROE 7 CONCLUSION 8 REFERENCES 9 INTRODUCTION Talent Development is the process in which employees and management developed their skills through planned and unplanned learnings in order to accomplished their goals and objectives. In this report, it includes general methods which help in the identifying training needs and its key training requirements of the company. She used several ways to identify the need of training for their employees: •

INTRODUCTION 3 TASK 3 1. Talent Development and Sustainability INTRODUCTION 3

   Added on 2020-01-07

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INTRODUCTION 3 TASK 3 1. Talent Development and Sustainability INTRODUCTION 3_1
TABLE OF CONTENTSINTRODUCTION................................................................................................................................3TASK....................................................................................................................................................31. General Methods of identifying training needs...........................................................................32. Identify key training requirements of Amiproven Ltd.................................................................43. Recommendation on the training and development interventions to meet the needs..................54. Evaluate the interventions which have been recommended so that their impact may be assessed interms of ROI and ROE.....................................................................................................................7CONCLUSION....................................................................................................................................8REFERENCES.....................................................................................................................................92
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INTRODUCTIONTalent Development is the process in which employees and management developed their skillsthrough planned and unplanned learnings in order to accomplished their goals and objectives. On theother hand, sustainability is the strengthening of various systems and processes which comprises of thefour components such as environment, politics, economics and socio-culture (Sustainability, 2016). Forconducting the current research, Amiproven Ltd is given as the organization. It is a large online retailerwhich employs 150 people. In this report, it includes general methods which help in the identifyingtraining needs and its key training requirements of the company. It also recommend about the trainingand development interventions and evaluation of the interventions in terms of ROI and ROE. TASK1. General Methods of identifying training needs According to the scenario of Amiproven Ltd, main aim of the firm is to improve quality, reducewaste and encourage innovation and sustainable practices throughout the business operations. RuthElliot recently joined as the Human Resource Development (HRD) Manager of the company. Sherecognised that training is required in every department of the company. She used several ways toidentify the need of training for their employees: Performance Appraisal: This is the way by which HR manager can differentiate betweenskilled labour and insufficient employees who need training. This can help in identification ofrequired type of training (Savitz, 2013). The given case depicts that Amiproven is facing theproblem of placing untrained employees on technical jobs. HR manager witnesses the incidentcaused by an insufficient operator who was using technical equipments without any knowledgeof the same therefore met with an accident. It indicates that employees working haveinsufficient knowledge about their work. This requires providing the best training to employeesso that company can avoid such types of accidents and also insures capable worker (Methods ofTraining Need Identification - Performance Appraisal, 2016). One-to-one Interviews:By this, they reach to every person and get to know about theirefficiency. On the basis of their efficiency, jobs are assigned to have effective work.Information is gathered by them and then training programs are organized accordingly (Elegbe,2012). Already company is initiating the activities by organizing one-to-one meetings. Thisdeed builds up the confidence of employees and make them effective worker. This will helpAmiproven Ltd. to achieve their four point plan sooner. Focus Groups: This way will help HR to give multitasking training to their employees (Iqbal,Malik, and Khan, 2012). In this, Amiproven can organize meetings of individuals who have3
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common interest in switching their jobs. Amiproven Ltd. is organizing meeting on regular baseswhich help them to interact with their employees. That helped the cited company to manageindividual training and development plan and meet to the desired position. Observation Method: HR manager can also identify training need by only observing theiremployees. Through reviewing employees, company can get to know about the type of trainingrequired for inefficient labour (Harris and et.al., 2014). By the observation method, HR came toknow that only a single department ensures that the vacant positions are fulfilled regularlywithout any default. Staffs are available to overcome the duties at required position. HR has toensure the same for other departments of the company as well by observing the key employeesand required positions. Views of line Managers: They know about how their subordinates are working and what typeof training is required to them (Ghosh and et.al., 2012). Inputs gained by line manager can helpHR manager in identification of need. Amiproven Ltd. is again and again organizing meetingsof subordinates to managers and managers to management. These are held in every quarter.This enables the higher management to get to know about the brighter and weaker employee ofthe organization. As this information can help them in organizing effective training programsfor weak ones.Analysis of job difficulties: Every individual does not possess same efficiency in diversifiedfield work (Chand, 2015). They find if difficult as working in a wide-ranging area without anytraining. If HR manager wants to meet these issues of employees then they can program theirtraining accordingly. As in this scenario, HR manager had point out some of the issues whichare of the process of borrowing more candidates. In this, staff members do not have diversifiedtraining so they lack their efficiency in other field. This can help Amiproven Ltd. to get to knowabout the problems which are faced by employees. By that, they can make problem solvingplans for their employees. This can also help Amiproven Ltd. and the HR manager inidentifying the needs and areas of training for their employees.CIPD: The learning and development is the part of CIPD (Chartered Institute of Personnel andDevelopment) which is leading global standards for the best practices in HR. The clear andsystematic identification of learning and development needs is a key feature of ensuringeffective learning provision to identify the training needs (Shipley and Golden, 2013).However, the process can be a rigid exercise unless it is aligned with the organizationalrequirements. The need for organizational training needs means Human Resource professionalsmust act quickly to deliver the learning needs analysis when required. The process demands anappropriate mapping of organizational needs linking with learning to the desired business4
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