GREENLABS: HRM Training Program Analysis and Recommendations Report

This report provides an in-depth analysis of GREENLABS' Human Resource Management (HRM) training program, identifying key issues and offering strategic recommendations for improvement. The report highlights the importance of HRM in organizational growth and emphasizes the role of training and development in enhancing employee skills and abilities. It diagnoses problems related to energy consumption during training and proposes a high-performance management approach of Strategic HRM (SHRM) to address these challenges. The report outlines the essential steps in developing an effective training program, including needs assessment, learning objectives, consideration of learning styles, delivery modes, budgeting, and audience selection. It emphasizes the importance of communication and measurement of training effectiveness to ensure the program's success in fostering employee development and aligning with GREENLABS' sustainability goals. The report concludes by highlighting the critical role of HRM in improving employee performance and contributing to the overall success of the organization.

Human Resource
Management

INTRODUCTION
Human resource management plays an important role in every business organisation as it
helps in managing available human resources at the workplace. This function is performed by the
HR department to increase efficiency and effectiveness of employees. High performance of
workers can help business enterprise in accomplishing its desired goals and objectives within
short time period. Different human resource policies are concerned with profit and welfare of
workforce so that their interests can be promoted and protected within organisation. HRM
section performs various activities such as recruitment, employee benefits, performance
appraisal, rewarding, training and development, etc. (Nabrzyski, Schopf and Weglarz, 2012).
This project report is based on GREENLABS. In this project report, different problems regarding
training programme has been diagnosed. Along with this, to promote sustainable values and
practices of cited company, an alternate programme has been recommended which is supported
by the HRM theory.
TASK
Human resource management has a significant role in organisational growth. As its most
important function is to provide training and development programs to employees, they can
increase their skills and abilities. It is that aspect which is required at each and every level of
company. With the help of training and development programme, enterprise can improve and
develop job performance of their workforce. This concept can be referred as an educational
procedure in which skills, abilities, attitude, knowledge and performance of employees get
improved in an effective and systematic manner. Training and development is also known as
human capital development. This concept includes three most essential activities which are
training, education and development. All these practices are sponsored by the senior managers.
By conducting this type of program, organisation can get various benefits such as high
profitability, productivity, less supervision, employee satisfaction and skills development. As this
essay is based on GREENLABS which has provided various training programs to its workers,
they can contribute more in saving Green Culture. But due to some training problems, this
company is facing various losses (Hanif, 2013).
On the other side, Strategic HRM (SHRM) is also the most important concept of human
resource management. It is considered as an intention and plan of company which is very much
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important for achieving organisational goals and objectives effectually. This concept is focused
on three proportions. First, employee is the most important asset of company as well as a source
of gaining competitive advantage. Second, those people who implements strategic program and
third, it is effective and systematic concept which is adopted by different enterprises to grow
their business. SHRM can be refer as process that is used to improve and develop human
resource strategies, which helps in increasing efficiency and effectiveness of work place. This
concept involves resourcing, reward, employee relations, training and development. Currently,
cited company is facing various training problems due to high level of energy consumption
because its staff members are using photocopies to promote recycling awareness day and tree
planting event. It is very much important for GREENLABS to overcome those problems
otherwise, it cannot increase efficiency and effectiveness of individuals employed in
GREENLABS.
By taking help of effective strategic HRM approach organisation can resolve its all
business problems and situations. Cited company can select High-performance management
approach of SHRM through which enterprise can increase organisational performance by
focusing on quality, productivity, growth, profits and level of customer service. According to
above mentioned approach, business manager should share important information with formal
system, evaluate employee's performance, utilise effective grievance procedures and high level
of participation of workers. By operating all these tasks, enterprise can resolve its training related
problems (Stanton and Nankervis, 2011). With the help of high-performance administration
GREENLABS can recruit, select and train their workers in most effective and systematic
manner. Also, can provide better understanding to employees about their duties and
responsibilities towards Green Culture. Organization should provide extra time period for
employee's training and also suggests them to do not consume energy unless it is required. By
using energy effectively, cited company can contribute more in environmental and social change,
which is its most important objective.
For better growth and development of organisation it is important to provide effective
training and development programs to employees. But before conducting any training program,
business managers should determine the needs of employee's training. Basically, there are three
major training needs assessment. First, is organizational appraisal in which it is determined that
which skills and abilities are required to accomplish organisational goals and objectives.
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GREENLABS needs training and development programs because of continuous changes in
technological and demographical trends. Second, is occupational assessment, in which it is
determined that which kind of skills and abilities are required to perform organisational activities
and practices. Third, is individual assessment, in this performance of employees are evaluated
and it is determined that in which areas they need training and development (Allarakhia and
Walsh, 2012). By evaluating all three aspects, company can easily understand the needs
assessment. This essay is based on GREENLABS which requires a effective training and
development program so that, it can achieve all the goals and objectives of work place. While
developing a training program, it is very much important for business managers to give
importance to many considerations which are:
Source: Training Program Framework. 2017
Needs assessment and learning objectives, before making any training program
managers requires to identify those aspects which fosters such program. As, GREENLABS is
facing various problems because of high consumption of energy by its own employees. So, its
manger wants to give proper training to his workers so that, they will use scare resources in most
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Illustration 1: Training Program Framework

effective manner. Also, use them to consider environmental and social changes. After
determining needs assessment Cited Company can easily set their learning objectives and make
them clear to each and every worker. Consideration of learning styles is very much important,
because without this enterprise cannot lead their employees within training program. After
selecting appropriate learning style, company should determine their Delivery Mode,
GREENLABS can take help of web based training. As, this method helps in minimising fees of
expert persons such as leaders. Other organisations use mentoring method. It is an effective
technique but, it includes high level of cost of mentors. After selecting delivery mode, company
should determine their Budget, without this no company can operate their training and
development programs. Mentioned business needs 20,000 pounds to effectively run its new
learning and development plan. After getting required funds, enterprise needs to choose Delivery
Style, in which it is determined that which areas of employees are required to be developed and
trained. Also, it evaluates that individuals will get training by their own or by any instructor.
GREENLABS should take help of instructor for its grooming program because an expert person
can guide well to a person as compare to self-training. After choosing delivery style, firm should
determine those people who needs learning and development programs. Organisation should
choose that Audience, who have less skills and abilities to perform organizational goals and
objectives. After selecting less skilled individuals, company should determine their roles and
responsibilities, then train them according to their tasks. After deciding audience, manger needs
to determine Content, or information which is required to teach people. In this, organisation
decides the sequence of information. GREENLABS needs to teach their employee about
effective utilisation for available resources so that they will not harm Green Culture (Wiek,
Withycombe and Redman, 2011). After deciding all aspects, enterprise should set a Time limit,
in this mangers have to determine that how long training program will take to improve and
develop employee's performance. For better results, learning and development plan should be
completed in given time framework. Communication is most important aspect because without
this, training program cannot take place. So, it is very much important for mangers to
communicate with their employees. After this, Measurement of effectiveness of training is
highly required. It helps in determining that learning program is operating in right direction or
not. Effectiveness of training can be evaluated only by determining improvements in employee's
performance. Hence, these are some important considerations which should be considered by
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GREENLABS while conducting training and development program. With the help of this
alternate plan, organisation can increase efficiency and effectiveness of its employees within
work place. People high skills and abilities can contribute more in organisational success. With
the help of this plan, company can sustain its values and practices for long time period.
CONCLUSION
By evaluating this project report, it has been concluded that HRM is the most important
element which can increase employee's performance at the workplace. As, workers are known as
most essential assets of every business organisation. It has been assessed that the most important
function of human resource manager is to train their workers in an effective and systematic
manner so that they can deal with each and every organizational situation. Without effective
HRM department, no organisation can increase its profitability and productivity. Professionals of
human resource department are the key leaders who manage human capital at workplace. Also, it
can be articulated that GREENLABS provide various training programs to its employees so that
they can contribute their initiatives in organizational growth. In this project, different solutions
for training problems and an alternate plan has been recommended which can help company in
its growth.
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REFERENCES
Books and Journals
Allarakhia, M. and Walsh, S., 2012. Analyzing and organizing nanotechnology development:
Application of the institutional analysis development framework to nanotechnology
consortia. Technovation. 32(3), pp.216-226.
Hanif, F., 2013. Impact of training on employee's development and performance in hotel industry
of lahore, pakistan. Journal of business studies quarterly. 4(4). p.68.
Nabrzyski, J., Schopf, J.M. and Weglarz, J. eds., 2012. Grid resource management: state of the
art and future trends (Vol. 64). Springer Science & Business Media.
Stanton, P. and Nankervis, A., 2011. Linking strategic HRM, performance management and
organizational effectiveness: perceptions of managers in Singapore. Asia Pacific
Business Review. 17(01). pp.67-84.
Wiek, A., Withycombe, L. and Redman, C.L., 2011. Key competencies in sustainability: a
reference framework for academic program development. Sustainability science. 6(2).
pp.203-218.
Online
Training Program Framework. 2017. [Online]. Available through:
<http://open.lib.umn.edu/humanresourcemanagement/chapter/8-4-designing-a-training-
program/>. [Accessed on 12th September 2017].
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