Effective Training Programs for Lunchtime Supervisors and Techniques to Improve HR Team Creativity

This report discusses the importance of effective training programs for lunchtime supervisors and techniques to improve HR team creativity. It also explores the components of a high-performance company culture and the contribution of HRM and HRD towards the growth of the organization. The report includes a detailed flow diagram that supports lunchtime supervisors for reporting unexplained physical injuries.

Training program

Contents
Contents...........................................................................................................................................2
TASK 1............................................................................................................................................1
TASK 2............................................................................................................................................1
Creative techniques to improve HR team creativity....................................................................1
Components of a high performance company culture.................................................................2
Contribution of HRM and HRD towards the growth of the organisation...................................3
CONCLUSION................................................................................................................................4
REFERENCES................................................................................................................................5

TASK 1
A lunch time supervisor is someone who take care of the children during their break
hours. There are employed to ensure the smoothing functioning of lunchtime. Some of the skills
that are essential to work as a lunchtime supervisor are the ability to control and supervise
children, the ability to maintain patience, good communication skills and the ability to work as a
part of the team. Lunch time supervisors create a happy environment for students along with
safer playtimes. They ensure promotion of positive lunchtime and effective implementation of
playtime policies. There are countless challenges that are faced by training supervisors such as
handling mischievous students, implementation of policies in a fair manner, managing
performance of the administration etc. therefore, it is crucial to tackle these problems in a safe
and effective manner under proper guidance. One major pitfall observed in lunch time
supervisors is failing to document and manage performance of the cafeteria. Effective measures
should be employed to achieve performance standards and expectations by proper counselling
and coaching. Effective safeguarding helps advisors to help children live free from fear of abuse
and harm from bullies (Sisson, 2018). Empowerment of children by promoting actions such as
the ability to make their own decisions and informed consent will make them feel safe.
Protecting children from bullying and harassment will build trust the trust of the children.
Safeguarding policies for children must involve safeguarding risks such as abuse and neglect,
both online and offline safety. Therefore, minimising risk while working with children and
implementation of these policies are some duties of lunch time supervisor.
TASK 2
Creative techniques to improve HR team creativity
HR management helps in fostering innovation in an organisation. They enable the
company to remain competitive in the long-term during the era of globalisation. Some techniques
that can boost creativity in a workplace:
Assigning engaging tasks- Creating an engaging environment for every employee can help in
genuine engaging workplace environment. Introduction of different activities that promote
interpersonal communication among employees boosting their relationship in a positive way
(Burkimsher, 2018). This promotes values of innovation among employees.
1

 Flexible work schedule: Flexible work schedules allow creativity to develop at its
maximum limit and enable employees to rethink about ideas. These feelings promote
motivation and employee findings. Not worrying about failure: Failure is the enemy of creativity therefore, it is important to
ensure that that employees are not demotivated by failures. Furthermore, they should be
encouraged to reorient the whole process of innovation. By modification of existing
practices, the employees can develop better ideas.
 Work incentives: Financial incentives are an excellent way to value the source of
innovative ideas. Creating a culture where the invention of knowledge is rewarded
positively affects the creativity of workers. There is a greater possibility of fostering of
new idea generation among employees (Martin, Myers and Brickman, 2020).
Components of a high performance company culture
A high performing company culture exhibits a set of behaviours that ensure achievement
of better financial and non-financial results. These results ensure customer satisfaction, employee
retention and sense of competitiveness. This effective management approach enables employees
to be energized, innovative and fetch results for the high performance of the company. There are
various key elements that are to be addressed while creating a high performance company such
as:  Clear communication values: Communication is an essential factor that drives the
behaviour of the company culture which will contribute to the overall success of the
organisation (Patton, Higgs and Smith, 2018). The goals of the organisation should
necessarily align with the values and vision of the employees. Reinforcement of positive behaviour: Resourceful attitude increases the performance of
the employees while ultimately leads to customer satisfaction. This enforces overall
success of the organisation. Leaders can ensure more work productivity by boosting the
self-esteem of employees on a regular basis.
 Collecting feedbacks: Feedback rich philosophy is the main ingredient for generating a
high performance company culture. This enables promotion of effective leadership skills
and a positive communication is also promoted. These elements are independent of each
other and must be followed.
2

Contribution of HRM and HRD towards the growth of the organisation
HRM or human resource management is composed of different policies that determine
the behaviour, attitude and outcome of the performance of the employees. HRM management
includes an ideological framework for effective management of labour. The management of
HRM supports the goals of the organisation (Heffner and Cowan, 2022). With the help of these
organizational policies, there is a higher chance of achieving the set targets within the workplace.
Some of the specific objectives of HRD is the development of intellectual capital along with
promotion of learning for both the team and individual. all the challenges faced by organisations
due to globalisation can be overpowered by different policies of HRM, Therefore, these policies
enhance satisfaction level of employees in an organisation. HRD enables the employees to learn
and develop systematic knowledge. HRD practices enhancement of effectiveness of the
organisation by enforcing effective learning along with KMC processes.
In the given case study, it can be identified that there were a number of needs for the
position of a lunch time supervisor i.e., management of playground activities, resolving conflicts
and understanding the critical needs of the children. Upon further investigation, it was found that
there were some downfalls which were highlighted under a number of important contextual
factors such as low wages and under value or low value by head teacher. To overcome these
issues training was introduced for the supervisors (Madlock, and Hildebrand Clubbs, 2019). But
this step was faced by another set of issues such as some supervisors did not agree for training as
they believed their experience was enough. Other staff supervisors were not available for training
as they had other part time jobs. Training of supervisors helps the teachers in management of
their time, motivates students and enhance their teaching skills. Effective training programmes
enables in improving the quality of school education. Through training programme procedures
teachers are able to design different instructions and students enable to motivate and inspire
learning. A detailed flow diagram that supports lunchtime supervisors for reporting for
unexplained physical injuries is as follows:
3

CONCLUSION
From the above report it can be concluded that effective training programmes can ensure
implementation of policies that can keep children safe during lunchtime. These policies can
be developed by HR managers to promote a sense of creativity in professional teams and for
local government employees. There are a lot of factors that influence high performance
culture for employees in an organisation. Individual groups and organisational practices are
greatly influenced by HRM and HRD practices leading to growth of both the employee and
the employer. However, there is a need for training and development for lunchtime
supervisors as they help in maintaining peace and harmony among students during their
break time. Good quality of training for teachers ensure high value for teachers to differ\rent
stakeholders in an organisation.
4

REFERENCES
Books and Journals:
Sisson, J.A., 2018. Maturing the lean capability of front-line operations supervisors. International
Journal of Lean Six Sigma.
Burkimsher, M., 2018. Creating a climate for citizenship education in schools. In Developing
citizenship in the curriculum (pp. 7-15). Routledge.
Martin, E.M., Myers, K. and Brickman, K., 2020. Self-preservation in the workplace: The
importance of well-being for social work practitioners and field supervisors. Social
Work, 65(1), pp.74-81.
Patton, N., Higgs, J. and Smith, M., 2018. Clinical learning spaces: crucibles for practice
development in physiotherapy clinical education. Physiotherapy Theory and
Practice, 34(8), pp.589-599.
Madlock, P.E. and Hildebrand Clubbs, B., 2019. The influence of supervisors’ use of motivating
language in organizations located in India. International Journal of Business
Communication, p.2329488419835599.
Heffner, C.L. and Cowan, J.A., 2022. The Strength-Based Clinical Supervision Workbook: A
Complete Guide for Mental Health Trainees and Supervisors. Taylor & Francis.
Online:
5