Human Resource Management Training Program for a Retail Company

The case study:
The scenario requires that a particular firm is struggling to manage its employees and
hence wants to hire a group of human resource managers for its organization. It has hired four
human resource managers for four outlets and now will be designing a training program for
them. They will be training their employees to conduct performance management, employee
relations and manage employee benefits. The organization is involved in the retail sector.
Case study
Confirm the design brief
Confirm the design brief by completing the questionnaire below:
Program aims and benchmarks
1 Why is this program
needed? What does it
aim to achieve?
The given program is conducted to train the hired human
resource managers on the various skills that are required
to manage the people at work.
2 What benchmarks
match the program
aim?
Performance Management
Learner information
3 Who are the target
learners and what are
their key
The target learners are the new recruits.

characteristics? These candidates have 3 years of experience in the given
field. They are graduates and have adequate
communicative skills.
4 Training needs:
What existing skills
and knowledge do the
learners have (relevant
to the benchmark)
The existing employees consist of graduates with certain
experience in the field.
They have the following skills:
 Good communication skills (Cascio, 2018).
 Adequate knowledge about the given industry.
 Good presentation skills
5 Learning needs:
How do learners prefer
to learn?
The learners prefer to learn through presentations and
real life examples.
Only when the training is combined with real world
examples, then the trainers remain interested in the
learning process.
6 Support needs:
What support might
they need to
successfully complete
the program?
They might need financial support. As the training
program extends to a month, the need to be provided
certain incentive or money to support the training program

(Marchington et al., 2016).
They may also require certain resources like laptops,
notepads and stationery to take down important notes.
Other parameters
What other expectations, parameters or constraints should I consider when designing—e.g.
● Deadlines
● Expected program schedule or time frames
● Learning or assessment materials already
purchased or developed?
● Expected number of learners per group
● Expected delivery mode
● Budget
● Availability of technology, equipment or
other resources
● Other?
 Deadlines- The period for the given training program is roughly 20 days and 3-4 days have
been left as a buffer period. Hence, it should be kept to the designated period only and the
given period must not be exceeded.
 Expected learners- There will be eight learners in the given program, hence the trainer should
make sure that he gives adequate attention to all the workers in order to ensure that each of
them become successful human resource managers (Sparrow, Brewster & Chung, 2016).
 Budget- The budget of the program must also be taken into consideration, as the budget
comprises of an important aspect of the business. If large costs are incurred towards the
training, the organizational resources may suffer.
 Technology- The technology that is available with the organization needs to be considered in
order to provide the training. If any additional resources are required then the organization
needs to arrange for it.

Case study
Analyse program benchmarks
Resources needed
Unit of competency upon which you are learning program will be based. This will be the same
unit of competency used for the previous activity.
Make sure you have a copy of:
1. The unit of competency
2. The assessment requirements for the unit.
Refer to the learner guide for examples and assistance.
Instructions
Part 1—analyse the unit and its assessment requirements
Analyse the unit and its assessment requirements. Refer to examples in the learner guide.
1. Identify the program outcomes, based on information given in the unit of competence.
Transfer these program outcomes to page 1 of the learning program plan (see page Error:
Reference source not found)
2. Build a picture of competence:
● contextualise the unit—consider how the unit is performed in the workplace/s of the
target learner/s
● Analyse and contextualise the assessment requirements for the unit
To note your findings, overwrite the unit:
● Overwrite the unit as shown in the learner guide

ANALYZE THE UNIT AND
ASSESSMENT REQUIREMENTS
Identify the program outcomes based on Unit of competency
The units of competencies are performance management of the employees, benefits
provided to the employees and relationship among the different employees in a respective
company. The different appraisal systems are 360-degree appraisal system along with
management by objective method (Albrecht et al., 2015). The outcomes of the program were that
it helped in analysing the different biased and unbiased opinions of the employees and employer
in the organization. The employee relationships and benefits are related to the appraisal system
as this helps in reducing biased opinions of different individuals in organization. This kind of
system helps in understanding consequences that has to be faced by employees in organization.
Furthermore, the different system of appraisals helped in improving the relationship
among the different employees in the organization. Lastly, performance appraisal system helped
in providing different benefits to the employees as per their calibre. The benefits provided to the
employees are other factor that is required for understanding the performance of employees and
their ratings along with the ratings of the employer. The 360-degree appraisal system is essential
in nature as this will reducing the biasness in the approaches made by the different managers in
the organization.
Utilization of unit of competency in actual workplace
The performance management system helped the employees and employer in the
respective company to provide unbiased opinion in different matters (Campion, Campion &

Campion, 2015). This helped the employees to perform their tasks with interest and it provided
them motivation as well. The unit of competency related to providing benefits to the employees
is another essential factor that is related to employee benefits. The performance management is
essential in nature in organization as this helps in understanding difficulties faced by employees
in the task along with the issues faced due to the leadership of the managers.
The relationships among the employer and employees are essential and the unit of
competency is helpful in maintaining positive kind of relationship with different employees in an
effective manner. Proper effectiveness is required in the measurement of performance of
employees in such a manner that this will help in providing motivation to the individuals to
perform their tasks in an effectual manner (Hammerly, Harmon & Schwaitzberg 2014). The
benefits are provided to employees in such a manner that this helps the organization and
employees to perform in an effective manner.
Analyse the assessment requirements for the unit
The performance appraisal management is essential in nature in different organizations
and this is required for understanding the differences in the performances. The employees are
provided feedback that is required after the commencement of the appraisal system. Similarly,
the relationship among the employees can be improved and it is required in nature as this helps
in improving the relationships in an effectual manner (Claxton et al., 2015). The different
benefits to the employees are provided in such a manner that is required to understand the issues
faced by employees. The different requirements are essential in nature, as this will help the entire
organization in improving the relationships among different individuals in the organization.