Importance of HR Practices in Training and Development

This document discusses the importance of HR practices in training and development, focusing on the impact on employee performance. It includes a literature review and provides justified recommendations for improvement in practice.

Using Information in Human
Resources

EXECUTIVE SUMMARY
HR practices is the activities performed by the HR department. For many employees
activities HR manager is responsible which has to be performed and managing in an efficient
manner. Present study has been discussed about the HR practices in different context. Also study
has been conduct secondary data by supporting literature review on the taken HR practice which
is Training and Development.

Table of Contents
INTRODUCTION ..........................................................................................................................1
1.1 Summarize the states of the research process and compare different data collection
method....................................................................................................................................1
2.1 Justification of HR practices............................................................................................2
2.2 Critical Literature Review................................................................................................5
3.1 Justify the summary from the review and make justified recommendation for
improvement in practice.........................................................................................................6
CONCLUSION................................................................................................................................9
REFERENCES .............................................................................................................................10
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INTRODUCTION
Human Resource Department is the professional need to be able to present a viable and
realistic case for improvement based on sound work research and understanding of what is
considered to be the good practice. In other words, human resource management is the most
vital department within the organization which deals with different issues related to people such
as compensation, hiring, performance management, and organization development and safety,
wellness benefits of employees. Present study will be base on HR practices and review about the
department which understand the higher business opportunity in the context of Marks & Spencer.
Further in this report will outline the topic about the HR practices by gathering the secondary or
primary data. Also it describes about the different primary research approaches and comment on
the advantages and disadvantages of these different approaches of HR practices.
1.1 Summarize the states of the research process and compare different data collection method.
The process or stages consists in the research process is very significant to get the
research outcome. Besides, it majorly focused by the researcher who conduct study on the
research topic (Ahmad, 2015). Present research will be base on the HR practices. HR practices is
the role or function performed by the HR manager within the organization. Its main purpose is to
motivate employee performance and maintained the retention rate of employees for the growth
of the organisation. Present study will be chosen M&S company in order to conduct the further
study. Research process starts from selecting a research topic and problem on which research has
been based such as present aim of the research is to identify the importance of HR practices
within the organization. Basically it motivates the business environment and spirit of work
among employees (Arulrajah, Opatha and Nawaratne, 2015). Formulating research aim and
objective is the another process of research where the research develop a framework under which
they study been conducted. Apart from the that it also helps to measure the effective outcomes to
understand the research aim.
There are two types of research collection method technique primary or secondary
research collection method which effectively used for the purpose. Present study will be
conducting study on Secondary method by following literature review.
Primary Research Methods
Primary research method or techniques is customized techniques to bring data and
information directly from the academic sources or from a company. Such as from getting
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knowledge from employees of M&S researcher get to know the HR practices adopted by the
company. There are many advantage and disadvantages of primary research method that might
be fruitful for the organization. There are some kinds of methods includes in primary such as
Market research survey, Focus Group, Field Research and Experiment and Observation
Research. Present research has been use Market Research survey where study collects
information from the market with different resources.
Advantages
 Primary method helps to target issues and then assist to address them all.
 Data interpretation is better with the helps of such methods.
 Recency of Data is more in primary methods.
Disadvantages
 Primary method includes High Cost
 It is also a time consuming process.
2.1 Justification of HR practices.
Importance of Training and development in HR area
The chosen topic is Training and Development how it is important for the organization in
infinite areas. HR department is the backbone of the organisation who responsible for managing
the work, systematic performance and challenging business opportunity (Asfaw, Argaw and
Bayissa, 2015). Basically, HR improves the capacity of the company in different context and
development process like Training and Development and also it managed the outcomes and
helps in sustaining the future uncertainties within the business environment. HR is the only
department within the organization who is connected and interrelated with their department. All
the departments are connected directly or indirectly with the HR managers to seek help in
employee relations. This is the reason why the HR has been chosen the topic of the present
study. In terms of HR practices the HR manager is accountable for developing strategic
management and handling the wages and salaries apart from that, it makes the system more
energetic and influencing. Chosen area of HR is Training & Development. Training and
development is the core element and practices of HR which has to be conducted within the
organization. Apart from this, it is also very required for HR to influence employees by give
them new workshop experience. Basically, T&D improves the employee work efficiency, it is
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important to maintained the company environment and positive culture, also it secure the
employee safety and work ethics.
In other words, human resource department is the most critical department of the study
which basically covered the high potential growth in terms of managing the business opportunity
and managing the successful business targets (Bos-Nehles and Veenendaal, 2019). Human
resource department is a critical component of employee well being in any business not matter
how small it is effective and challenging task for the HR manager to analyse the critical situation
of the other department and make the HR and employee policies accordingly. This is the another
reason why the present study has been consider the HR department its one of the study areas.
The basic function of HR practices is to formulating a method for measuring and analysing the
effects of a particular.
Different Practices of HR
HR or HRM (Human Resource Management) is the most important part of the company.
And it's the best way to manage company or organization. It also helps to increase employees.
The main purpose of HR is to making sure that company or the organization is gaining success
with the help of employees. HR is expert in finding, recruiting. Training and developing
employees (Guerci, Hauff and Gilardi, 2016). HR also maintain employee benefits like casual
leave, emergency leave, sick leave and planned leave and other employee benefit. HR need to
handle everything like labours and union-zed employees and many more things. As we all know
any organization or company made of people, HRM is all about to obtain services for peoples for
increase there skills and motivate them to the maximum level to making sure that they fulfil there
promises towards company or organization.
The human resource started in 18th century with a very simple idea by Robert Owen and
Charles and Babbage at the time of industrial revolution. They tell the world that well-being of
employees is very helpful for company and organization. In early 20th century HR come out as a
specific field influenced by “Frederik Winslow Taylor”. Selection and Recruitment In this
process HR calls for the telephonic round with the help of this round they understand your
communication and confidence skill then it comes to second round that is interview, or we can
say screening round in this round the interviewer ask about you ,your family background, your
qualifications, hobbies, strength and weaknesses, life goals and many more things (Haddock-
Millar, Sanyal and Müller-Camen, 2016). And then we come to the last but not the least round in
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this round interviewer gives you any random topic and gives you time limit and word limit with
the help of these round the interviewer understand your thinking and writing process.
Then it comes to selection part in this the interviewer shortlist your application among all
the candidates who come for the interview after telephonic process. With the help of all rounds
the selection process gets very easy to find perfect candidate for the position.
Orientation This is most important part for the employee to adjust in the company or
organization he or she is going to work and understand the company or organization short-term
and long- term goals. The major part of orientation by HRM is to help the new employee about
his or her designation, job description, job role, and tell about the relationship with other position
members (Kundu and Gahlawat, 2015). Maintain good working condition As I said before the
atmosphere, good communication between you and your employees is very helpful for the
company or the organization to fulfills there short-term or long-term goals. In simple words the
well- being of employee is must. Manage Employee Relationship Employee is the pillar of the
company with the help of employee company can achieve their goals. In this the HR need to
conduct some sort of activities for organization to understand them to their professional and
personal level. Understand there priorities and help them to fulfils that and then you see the
employee can do work for at any cost. In simple words maintain a healthy relationship between
employee and HR department.
Research questions
Questionnaire
What is your gender
 Male
 Female
Are the training needs of workers identified in M&S ?
 Yes
 No
How is training done for the needs to be addressed
 Yes
 No
What impact does T&D has on employee performance
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 Positive
 Negative
2.2 Critical Literature Review
Theme 1: Identify the significance role of HR in Training & Development
According to Maheshwari and Vohra, (2015) Training & Development is the significant
practice of HR which promote and encourage employees in every stage of employees. Training
and development is one of the key HR functions which is the integral part of the Human
resource development. T&D is the process of employee survival within the organization which
clearly define the methods and techniques through employee get more productive towards their
working performance. M&s provides different technical and non technical training to their
employee in order to perform the different organizational task and development areas. Training
and Development is necessary for the process and makes the study goals more creative and
challenging. In other words, Training and Development design a creative plan for the employee
development in case of more development it basically manage the goals and influence the
business task. Along with that, it majorly consider the best forming and developing results in the
high advantage working performance in order to meet out the business performance goals.
As according to Punjaisri and Wilson, (2017) T&D create employees more complicated
and makes the things more insufficient and more complex business targets. Apart from this,
training and Development is the major goals and objectives which clearly. Apart from that,
typically organizations prepare their training calenders at the beginning of the financial year
where the training needs are identified for the employees. This need identification called as
training needs and analysis is a part of the perform' appraisal process. Besides, it effectively
understand the working out goals which is majorly understand the things and objectives. It brings
the challenging task which clearly mentioned the aims and objectives to be clearly managing and
efficient. Training and development is the continuous process within the organisation which
encourage employees to be more complicated. Training opportunities can be utilized by the
different techniques which better helps to understandable the aim of the study in an efficient
manner. Large organizations provides training to their employees for better utilization of their
skills in the efficient manner. HR practices is essential for the employee development which also
create the level and effective ground for the employees development. Training & Development
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among employees can be done by different manner. Besides, on of the major outcomes and
target can helpful for the business to growth and understand the targets in different manner. Such
as training can be done through creating a teaching and learning atmosphere within the
organization. Besides, this kind of managers want to develop their team members and are valued
for that effort and where all employees are encouraged to learn new skills. Another way to
through HR can develop a learning program which is collaborating and interacting with peers.
Such as digital workplace provides ways for employees to collaborate the working task and
interact with each other regardless of their location. Like social collaboration tools. Such kind of
business encourages employees into their business task in order to better understand the aims and
objectives of the firm development. In order to critique that Rauch and Hatak, (2016) stated that
communication tool is another most significant way for employee coaching within the M&S
which mainly focused on the study and technical manner. Detect training needs and development
is the productive method to gain the business opportunity and task to make the efficient work
outcomes. T&D makes each and every employee more capable and competitive for the business
task and perform the activities into more energetic manner.
According to Sánchez-Marín and et.al., (2019) observed that companies can no longer
live without the motivation of employees and employee motivation has been reflect from the
training and development. It is required that T&D helps employees with career planning and
skills development. Some organizations fear that career planning will communicate to employees
that their jobs are at risk.
As per Villajos and et.al., (2019) illustrated that training and development is the reason of
employee retention for which somehow it is difficult for the organization growth. Companies
that offer employee development programs find success with retaining workers and make the
system more competitive and challenging. With high employee productivity and satisfaction
level of companies has always be more competitive and challenging comparative others.
3.1 Justify the summary from the review and make justified recommendation for improvement in
practice.
From the above findings it has been cleared out that how much employee training
program plays a essential role in the development growth. From the above secondary research, it
has been observed that training of employees can be the most challenging task for the company
which lead always want to know what the competition is doing and whether you're more or loss.
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Start by reviewing social media sites to see what customers are saying about the competition. In
order to recommend the study, HR managers should need to start with the goals in mind that
what should need to be developed in employees as per the employees status (Villajos and et.al.,
2019). Start with the goal in mind and ask your employees that they want from the study to make
the effective working goals in order to better understand the aims and objectives of the study.
Ask employees what they want. It has been recommended by the employee which needs to be
more urgency kind of work outcomes. All such new development is become fruitful for all the
stakeholder to gain benefits. Like by gaining more knowledge it would definitely give a good
impression on the customers. Also happy employees would give the good impression for the
company itself. Apart from this, M&s also need to motivate employees and reduce the rate of
attrition with the help of employee training programs. However, the study also need to better
understand and make the things more effectively controllable and managing in an effective
manner. Considering the role and the positive impact of retention policy and exit interviews.
In order to contribute the retention strategies it is very important for the business to gain
high productive level of employees to better understand the maximum high opportunity. High
retention of employees helps organization to earn more profit and turnover. This helps to attract
more new investors. Apart from that, the study wants to create the matter. On the other hand,
organization should also need to enhance the level of motivation of employees that helps
business to gain efficient goals and objectives within the company (Rauch and Hatak, 2016).
Employee satisfaction can also make the process more energetic for the organization while in the
process of challenging business goals. In order to identify the need of training programs M&S
can also measure the skill gap between employees. This process can also help in measuring and
evaluating the goals and target of the business in different context. Satisfied employees always
praise and appreciate their employer en front of others. That is helpful to create goodwill for the
organization. So overall, stakeholders are also benefited by the help to training and development
process.
M&S should also need to make employees more serious towards the company work that
makes the process more competitive and challenging. Training and Development process can
create and encourage the process of performance management system in order to manage the
high perspective performance objectives. From the above study it has been cleared that, how
much HR role in training and development is important. Only HR manager can perform all such
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duties and responsibilities in order to measure the aims and objectives from the study in the best
consideration level.
Along with the process of identification this makes the things more eventually goals
effective. Training and development is the process which refers to the process to obtained the
knowledge, skills and abilities of a specific ways. Training and development is the high potential
targets which makes the study more complicated and emerging in the different level of context.
In last, it has been analysed that stakeholders are the most important part for the organisation
which has to be happy and satisfied and all such good outcome has been come from productive
employees if they getting good and excellent training by the organization.
Stakeholder Analysis Mapping
Keep them Satisfied (High Influence, Low
Interest)
Such stakeholder are generally get highly
influenced by the situations. But on the same
side they have not interested in the process.
Such stakeholders are Regulators.
Manage Closely (High Influence, High
Interest)
In this area, Stakeholders are both influencing
and highly engaged in the management
activities. Such as employees, Trade Union,
Politicians, Investors and Project Sponsors.
Keep an eye (Low Influence, Low Interest)
These Kinds of Company stakeholders having
low influencing power with low interest. Those
stakeholders are support/complementary
services.
Keep them Informed (Low Influence, High
Interest)
These stakeholders have a strong interest in the
process but very little power to influence it.
Anticipate their needs and keep these
stakeholder informed to ensure their continued
support.
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CONCLUSION
From the above study it has been concluded that how much HR manager can influence
the success or abilities of employees within the business. Besides, study measured that how HR
practices can maintained the pace of current competition and how much it impact the HR
policies and practices. However, In order to taken deep understanding of the study, report has
been clarified that Training and development is the core substance of the company which
generate more productive employees which are highly capable to perform the business critical
activities.
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Illustration 1: Stakeholder Mapping
(Source : Project Management : Stakeholder Analysis. 2019)

REFERENCES
Books & Journals
Ahmad, S., 2015. Green human resource management: Policies and practices. Cogent business &
management. 2(1). p.1030817.
Arulrajah, A. A., Opatha, H. H. D. N. P. and Nawaratne, N. N. J., 2015. Green human resource
management practices: A review. Sri Lankan Journal of Human Resource
Management, 5(1).
Asfaw, A. M., Argaw, M. D. and Bayissa, L., 2015. The impact of training and development on
employee performance and effectiveness: A case study of District Five Administration
Office, Bole Sub-City, Addis Ababa, Ethiopia. Journal of Human Resource and
Sustainability Studies. 3(04). p.188.
Sloman, M., 2017. A handbook for training strategy. Routledge.
Bos-Nehles, A. C. and Veenendaal, A. A., 2019. Perceptions of HR practices and innovative
work behavior: the moderating effect of an innovative climate. The International Journal
of Human Resource Management. 30(18). pp.2661-2683.
Guerci, M., Hauff, S. and Gilardi, S., 2016. Strategic HR Practices and Tradeoff Effects on
Health, Happiness, and Relational Well-Being. In Academy of Management
Proceedings (Vol. 2016, No. 1, p. 12629). Briarcliff Manor, NY 10510: Academy of
Management.
Haddock-Millar, J., Sanyal, C. and Müller-Camen, M., 2016. Green human resource
management: a comparative qualitative case study of a United States multinational
corporation. The International Journal of Human Resource Management. 27(2). pp.192-
211.
Kundu, S C. and Gahlawat, N., 2015. Socially responsible HR practices and employees’
intention to quit: The mediating role of job satisfaction. Human Resource Development
International, 18(4), pp.387-406.
Maheshwari, S. and Vohra, V., 2015. Identifying critical HR practices impacting employee
perception and commitment during organizational change. Journal of Organizational
Change Management. 28(5). pp.872-894.
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Punjaisri, K. and Wilson, A., 2017. The role of internal branding in the delivery of employee
brand promise. In Advances in corporate branding (pp. 91-108). Palgrave Macmillan,
London.
Rauch, A. and Hatak, I., 2016. A meta-analysis of different HR-enhancing practices and
performance of small and medium sized firms. Journal of business venturing, 31(5),
pp.485-504.
Sánchez-Marín, G. and et.al., 2019. Formalized HR practices and firm performance: an empirical
comparison of family and non-family firms. The International Journal of Human Resource
Management. 30(7). pp.1084-1110.
Villajos, E., and et.al., 2019. Refinement and validation of a comprehensive scale for measuring
HR practices aimed at performance-enhancement and employee-support. European
Management Journal. 37(3). pp.387-397.
Online
Project Management : Stakeholder Analysis. 2019. [Online]. Available
through :<https://www.productplan.com/glossary/stakeholder-analysis/>.
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