Talent Development and Sustainability Report for Amiproven Ltd

This report examines talent development and sustainability within Amiproven Ltd, an online retailer employing 150 people. It begins by outlining general methods for identifying training needs, such as performance appraisals, one-to-one interviews, focus groups, observation, and feedback from line managers, along with the use of CIPD standards. The report then identifies key training requirements for Amiproven Ltd, including succession planning, addressing insufficient employee experience, data recording, motivation, computer skills, appraisal systems, and irregular meetings. Finally, it recommends specific training and development interventions to address these needs, such as improved succession planning, cross-training initiatives, and the development of a data recording system, along with recommendations for implementing and evaluating these interventions to assess their return on investment (ROI) and return on equity (ROE). This report is a comprehensive analysis of the company's current situation and offers practical suggestions for improvement, and is available on Desklib.

Talent Development and
Sustainability
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TABLE OF CONTENTS
INTRODUCTION................................................................................................................................3
TASK....................................................................................................................................................3
1. General Methods of identifying training needs...........................................................................3
2. Identify key training requirements of Amiproven Ltd.................................................................4
3. Recommendation on the training and development interventions to meet the needs..................5
4. 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
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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. On the
other hand, sustainability is the strengthening of various systems and processes which comprises of the
four components such as environment, politics, economics and socio-culture (Sustainability, 2016). For
conducting the current research, Amiproven Ltd is given as the organization. It is a large online retailer
which employs 150 people. In this report, it includes general methods which help in the identifying
training needs and its key training requirements of the company. It also recommend about the training
and development interventions and evaluation of the interventions in terms of ROI and ROE.
TASK
1. General Methods of identifying training needs
According to the scenario of Amiproven Ltd, main aim of the firm is to improve quality, reduce
waste and encourage innovation and sustainable practices throughout the business operations. Ruth
Elliot recently joined as the Human Resource Development (HRD) Manager of the company. She
recognised that training is required in every department of the company. She used several ways to
identify the need of training for their employees: Performance Appraisal: This is the way by which HR manager can differentiate between
skilled labour and insufficient employees who need training. This can help in identification of
required type of training (Savitz, 2013). The given case depicts that Amiproven is facing the
problem of placing untrained employees on technical jobs. HR manager witnesses the incident
caused by an insufficient operator who was using technical equipments without any knowledge
of the same therefore met with an accident. It indicates that employees working have
insufficient knowledge about their work. This requires providing the best training to employees
so that company can avoid such types of accidents and also insures capable worker (Methods of
Training Need Identification - Performance Appraisal, 2016). One-to-one Interviews: By this, they reach to every person and get to know about their
efficiency. 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. This
deed builds up the confidence of employees and make them effective worker. This will help
Amiproven 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 have
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common interest in switching their jobs. Amiproven Ltd. is organizing meeting on regular bases
which help them to interact with their employees. That helped the cited company to manage
individual training and development plan and meet to the desired position. Observation Method: HR manager can also identify training need by only observing their
employees. Through reviewing employees, company can get to know about the type of training
required for inefficient labour (Harris and et.al., 2014). By the observation method, HR came to
know that only a single department ensures that the vacant positions are fulfilled regularly
without any default. Staffs are available to overcome the duties at required position. HR has to
ensure the same for other departments of the company as well by observing the key employees
and required positions. Views of line Managers: They know about how their subordinates are working and what type
of training is required to them (Ghosh and et.al., 2012). Inputs gained by line manager can help
HR manager in identification of need. Amiproven Ltd. is again and again organizing meetings
of 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 of
the organization. As this information can help them in organizing effective training programs
for weak ones. Analysis of job difficulties: Every individual does not possess same efficiency in diversified
field work (Chand, 2015). They find if difficult as working in a wide-ranging area without any
training. If HR manager wants to meet these issues of employees then they can program their
training accordingly. As in this scenario, HR manager had point out some of the issues which
are of the process of borrowing more candidates. In this, staff members do not have diversified
training so they lack their efficiency in other field. This can help Amiproven Ltd. to get to know
about the problems which are faced by employees. By that, they can make problem solving
plans for their employees. This can also help Amiproven Ltd. and the HR manager in
identifying the needs and areas of training for their employees.
 CIPD: The learning and development is the part of CIPD (Chartered Institute of Personnel and
Development) which is leading global standards for the best practices in HR. The clear and
systematic identification of learning and development needs is a key feature of ensuring
effective 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 organizational
requirements. The need for organizational training needs means Human Resource professionals
must act quickly to deliver the learning needs analysis when required. The process demands an
appropriate mapping of organizational needs linking with learning to the desired business
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outcomes. If company uses RAM model that is focusing on relevance, alignment and
measurement, it can also help to ensure that the learning needs analysis does not become too
inward- focused but maintains a clear focus on their business improvement (Beevers and Rea,
2013). Along with that, with other human resource areas, company should also be aware of the
increasing use of talent analysis approach which should be used systematically. This can
provide new data and insight for identifying the learning needs of individuals and
organizations.
2. Identify key training requirements of Amiproven Ltd.
The senior management has announced the organizational objectives for the next five years
which named as “Four Point Plan” and the objectives include quality improvisation, wastage reduction,
encouraging the reward system. It also ensure processes and practices are sustainable in the business
operations. For this, Human Resource Development (HRD) Manager has made the human resource pan
to overcome from the training requirements. The managers have also used CIPD standards to analyse
the learning and development needs to know the skills and knowledge of human resources (Shipley
and Golden, 2013). This can be done through formal and informal assessment. The key training
requirements of Amiproven Ltd are as identified. Succession planning: There is decreased workforce in the organizations in which staff is
quitting their jobs and manger doesn't filling their position it. The recruiting process is also not
taking steadily to increase the workforce (Tan and Newman, 2013). The succession planning is
major issue in the organization. In this, the HRD manager should take action on it as soon as
possible. Insufficient experience: The employees in Amiproven ltd. are less experienced and don't know
how to use the equipment because that employee works in the other department. Through
which accidents are happening in the organization which should be reduced. This is the issue
for the organization and the management should need training requirements. Data recording: The organization is not keeping the record in which it shows the employees
lists with their handling of equipments so that they handled particular equipment with more
capability (Moser, 2012). The employees have no knowledge about the each equipment and
about the person which are handing that equipment. So, for this, they need training
requirements for their workforce. Less motivation: There are less motivated employees in the organization by which they are not
telling their new ideas to the management. Through which the knowledge they are having will
not come forward and will not share their views. The employees have tactic knowledge but
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unable to share with the management because of the different attitudes of the management. This
provided a need of training requirements in the organization. Lack of computer skills: The workforce has less computer knowledge through which they can't
accessed the computer and they don't retrieve the data of the departmental targets which are
stored on the computer (Salas and et.al., 2012). By this, departmental targets can't be verified
on the computer system. To establish this, training needs is the requirement for the Amiproven
Ltd. Appraisal system: There is a minimum appraisal system which operates in a year so the training
needs are less discussed. In the appraisal system, there is less rewards are given to the
employees for their performance which is major issue. So for this, there should needed proper
training needs requirements in the Amiproven Ltd.
 Irregular meetings: In the organization, there are no regular meetings are happening in which
training needs are developed. By which, organization is unable to handle the training
requirements which are needed in the organizations (Laguador, 2015). Supervisors and staff
meeting are done on the quarterly basis which is affecting the organization as well as their
workforce. So for this, training needs requirements should be identified.
3. Recommendation on the training and development interventions to meet the needs
There are four department in the organization which includes order assembly, HR department,
stock control and maintenance department. For this, HRD manager has developed the plan in which
various organizational objectives are referred to meet with the requirements of the training and
development needs. The manager also uses CIPD's model which is the RAM model to give relevance,
aligned and measured recommendations to Amiproven Ltd. (Beevers and Rea, 2013). There are various
training needs requirements which are identified and for that the recommendations on the training and
development interventions to meet the needs are as follows: Succession planning: in this needs, there are two problems which are employees quitting their
jobs frequently and the recruitments are not done thoroughly (Garavan and et.al., 2012). After
analysing by the HRD manager, it found that if the staff is resigning or getting promoting, their
position is vacant and is not occupied. The recommendations for this is to identify the key
position and key employees in the Amiproven Ltd and try to ensure that the position gets
fulfilled if any employee gets promoted or left. For this, HRD manager should developed their
management and have regular check on it so that they can increase their workforce and for this
they have knowledge. Insufficient experience: The employees have a less experience in the organization about the
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various equipments because they work in different warehouses. It is suggested that the workers
who worked in the different warehouses have knowledge about different equipments of the
organization (Browne, 2014). This is because in time of busy schedule or in the time
insufficient workers, they can handle it properly. So the organization should provide proper
training to their workers to know about the various equipments. For this, they should acquired
certain skills to manage the procedures and by this, the employees will enjoy the new changes
in the work. Data recording: Company should record the various data related to the machines and
equipments in which it includes the record which shows which employees are trained for the
particular equipment (Kolb, 2014). The recommendation for this issue can be the organization
can develop app in the Smartphone of employees so that anybody can see the particular trained
employee's equipments. These suggestions can help them to be skilled in various departments
and in different machines and they can access them easily. Less motivation: The employees are less motivated in the organization because all employees
have different attitudes and they are unable to share ideas and implied knowledge. The
management should motivate them by giving good incentives, bonus, rewards etc. to increase
their productivity and performance which will increases their profitability for the organization.
The company should provide full training to their employees and motivate them to share their
knowledge and ideas with them which will benefit the organization as well as to the individual
employee. Lack of computer skills: The other issue is the lack of the computer knowledge through which
it is difficult for the HRD manager to identify the departmental targets (Ates and et.al., 2013).
Company should provide computer course for their unskilled employees which are unable to
use the computers. HRD manager should first well skilled and easily accessible to the various
computer programs. Amiproven Ltd should announce the seminars and conferences for their
employees so that they can get benefited from them. This will help them to reduce the wastage
and over production. Appraisal system: The appraisal system is quite weak in the organization. The recommendation
for this is to increase their evaluation that is appraisal system from the once a year to quarterly.
This is because the managers will able to meet the performance targets and discussed various
needs of the training and development (Savitz, 2013). It also suggested that in the appraisal
system various innovative awards are to be used to motivate the workforce to give their best
performance and should meet their goals and targets.
 Irregular meetings: The meetings which are conducted in the organization are not done on the
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regular basis by which training needs are fulfilling. The recommendation for that is to organize
regular meetings in that quarterly employee's evaluation can be done (Highsmith, 2013). The
organization should also consider the personal objectives of the employees. This is because; if
personal objectives get fulfilled then employees automatically will give better performance to
the organization.
4. Evaluate the interventions which have been recommended so that their impact may be assessed in
terms of ROI and ROE
ROI and ROE are used for the financial statement analysis. These two are the critical
profitability ratio. These both are important for the financial analysis of the organization. Return on
Investment (ROI) equals the net income from business or a task divided by the total money invested in
the venture multiplied by percentage. It is used for the comparing the company's profitability and
further used in the personal financial decisions (Kalogeras and et.al., 2013). Return on Equity (ROE) is
the amount of net income returned as a percentage of shareholders equity. It is the profitability ratio
which measures the financial position of company in terms of generating profits from its shareholder
investments. The impacts on the recommendations which can be accessed in terms of ROI and ROE
are will be identified through its interventions. The succession planning is helping in the developing of
the management by gaining the knowledge for the organization. In this, it recommended that
succession planning will provide positive impact on the Return on Investment and Return on Equity.
This is because if company is investing on the recruitment process then it will give benefit to the
company in form of skilled employees.
The insufficient experience and data recording will give negative impact on the ROI and ROE
because if there are less experienced employees in the organization then it is deficit for the company.
This is because the investment done on them will give loss to the company. Organization should
choose skilled workers employees for the company which will give better performance and
productivity and know about the various other equipments (Kaplan and Atkinson, 2015). If the
company is investing in motivating their employees then it is the positive impact on the ROI and ROE
because management is motivating through various incentives and rewards. This will motivate the
employees and they will give better performance and enhance the profitability of the organization. To
improvise their employees in the computer skills will be the negative impact on the ROI and ROE
because it may be possible they don't learn the computer if they are against new and advanced
technology (Return on Invested Capital: Better Than Return on Equity, 2016). Quarterly appraisal
system and meeting will give positive impact to the ROI and ROE because the appraisal system and
regular meetings will help the management to discuss about the various training needs, employees'
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evaluation and the financial position of the business. These will give better performance and
productivity from the workforce as well as increased the profitability of the organization.
CONCLUSION
This report concluded that there are general methods for the process of identifying the training
needs such as line manger, observation method, focus group etc. there are various issues in Amiproven
Ltd to analyse the training requirements such as succession planning, de-motivated employees,
appraisal system etc. and further, their recommendations are given to improve the training
requirements. The recommendations have various positive and negative impacts on the Return on
Investment and Return on Equity which can help the organization in better productivity.
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REFERENCES
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model performs better? A financial‐decision aid approach. Agribusiness. 29(1). pp.80-95.
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Salas, E., Tannenbaum, S. I., Kraiger, K. and Smith-Jentsch, K. A., 2012. The science of training and
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