Human Resource Management in Action: Training and Development

This report delves into the core aspects of Human Resource Management (HRM) in action, encompassing training needs analysis, the evaluation of a training workshop, and an examination of the government's role in promoting employability and HR development. The report begins with an introduction to HRM and its significance in enhancing employee performance and organizational effectiveness. It then presents a detailed investigation of staff training needs across different levels within a human resource organization, comparing these needs and assessing various training methods, including their advantages and disadvantages. A systematic approach to developing a training and development workshop is outlined, followed by an evaluation of the workshop's success, including the preparation of an evaluation technique, its implementation via spreadsheet-based responses, and an assessment of the evaluation method's efficacy. Finally, the report analyzes the government's role in removing barriers to employability and promoting training and development initiatives, including an assessment of the competency movement's impact and contemporary training initiatives. The report concludes with a summary of the key findings and recommendations for future HRM practices.

STUDENT ID:
STUDENT NAME:
ASSIGNMENT TITLE: HUMAN RESOURCE MANAGEMENT
IN ACTION
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Table of Contents
Introduction......................................................................................................................................3
Task 1 (Refer to PPT)......................................................................................................................3
TASK 2 Investigation of training needs of staff across the human resource organization.............3
2.1 Comparison of training needs of staff at different levels in the organisation of human
resource development......................................................................................................................3
2.2 Assessment of advantages and disadvantages of training methods...........................................4
2.3 Systematic approach to develop a training and development workshop for the human
resource based organization.............................................................................................................5
Task 3 Evaluation of success of the workshop................................................................................7
3.1 Preparing an evaluation technique.............................................................................................7
3.2 Carrying out evaluation using created document based responses in spreadsheet....................7
3.3 Assessing the success of the evaluation method........................................................................9
Task 4 Analysis of government's role for removing barriers of employability and promote
training and development needs....................................................................................................10
4.1 Role of government related to training and development.......................................................10
4.2 Impact of the competency movement on public and private sector organizations..................10
4.3 Assessment of contribution of contemporary training initiatives introduced by UK
government towards HR development in organization.................................................................11
Conclusion.....................................................................................................................................12
Reference List................................................................................................................................13
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Introduction
Human resource development is concerned with understanding learning styles that are a
contributing factor in enhancing quality of employees’ performance within the workplace. HR
development contributes in providing different training and learning opportunities to employees
in order to develop their individual as well as organizational performance. Training and
development affects individuals working at different levels, right from junior employees to
senior managers. In this regard, the following assignment highlights the needs of training and
development for the employees and role of training and learning techniques in this process. The
report also plans learning workshop and its advantages along with assessment of government
participation and initiatives in human resources development.
Task 1 (Refer to PPT)
TASK 2 Investigation of training needs of staff across the human resource
organization
2.1 Comparison of training needs of staff at different levels in the organization
of human resource development
Training based needs of staff is a vital process for human resource development at all segments
of work at different levels of the organization of human resource based managerial organization.
Comparison of training needs of different organization can be understood under the various
heads of analyses in terms of organization, personal category, work based analyses, performance
based analyses ,content analyses, training suitability analyses and cost -benefit analyses. Needs
for business development based on the kinds of personality, organizational motivations and
capacities cum capabilities (Alfes et al. 2013, p.332). Task based differentiation; content based
documental and note-based analysis is an important segment or part of training based analysis.
Additionally training methods of different varieties in terms of personnel skills and ROI based
training needs and necessities in terms of ROI (Return on Investment) are other processes of
training demands of employees in different sectors of the work in an environment. In addition to
this, the costs being incurred in terms of performance appraisal of business and needs based
criterion and benefits received as a result of training based claims in multispectral framework of
human resource organization is under the purview of staff assistant who has the first authority of
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command over staff being newly recruited or oddly appointed or working members of human
resource organization based on execution and performance of catering of human development
based services and aids to the different staffs under the guidance of HR manager or assistant.
Certain other features in terms of which the training based needs are implemented or propagated
are adaptability, analytical skills, orientation of action based strategies, knowledge basics or base
of employees and stakeholders working in an organization. Decision-making ,interpersonal skills
boosting and development .leadership criterions and other planning and problem solving skills of
development are the major objectives of the training demands being meted out to the workplace
or organization of human resource development and action based sect oral department or sector
being specially engaged in training and development of staffs and employees in lieu of
stakeholders management of organization based on human resource development (Cummings
and Worley, 2014, p.88).
2.2 Assessment of advantages and disadvantages of training methods
Training based methods is based on the criterion of economy and optimization of business
processes because of the various factors of business processes in terms of organizational
autonomy of management depending on the management and development of business tasks
related to training based processing procedures of a training being practiced and promoted
through various human resource based organizations depending on the quality and quantity of
service being catered to the service \users through direct or indirect tools and procedures of work
(Dries, 2013, p.275). Increasing labor costs in the industry because of various demands based
recruitment of labors in various organizations is an important sine qua non of human resource
management and action based on development strategies based on the same. As per the surge in
demands of labor being required for various purposes of business analysis and allied processes is
another important criterion of importance to be noted in the human resource management
process. The need to economize and optimize the patterns of work in the organization is
diversified and of various intensities in terms of proper maintenance of working based training
disciplines and modalities per ethics and the specially designed processes of human resource
organizational development and allied action based strategies. The advantages or merits of
organization based on human resource are that workers learn the job in realistic conditions which
provides a motivation for employees or staffs to learn. Due to its lesser costs cum expenses,
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supervision power and accuracy of business based on training methods and practices , training
holds an important part in the duties of supervisors and for especially for those who have sharp
interest in training programmed or procedure of working business. The production process is not
hurt or hampered by this method and the trainee learns different skills and learns obeying
different rules and regulations of business as they learn how to optimize the different time
scheduling processes .Disadvantages or demerits of training procedures and processes
respectively.
The training is highly disorganized and irregular in terms of unsmooth strategies and timing
related with the training processes. Experience trainers may be lacking or shortage of business
professionals which may or may not be available due to the lack of motivational patterns on the
side of trainees to receive training facilities or privileges based criterions. The superseding of
merits of HR-organization based training process over the demerits of the same is an important
process of determination of fact that whether the organization in process is of superior origin or
inferior origin in form or nature in terms of different modes or perspectives of training based
rules and norms of business.
2.3 Systematic approach to develop a training and development workshop for
the human resource based organization
Systematic approach to training (SAT) is based on several steps or processes of determination of
human resource management based working procedure which can be enumerated as below in the
following manner or mode:
Aim of organization: The aim or objective of the organization is to develop training and
development processes of business in form of training based methods and job satiation norms of
business in workplaces (Kehoe and Wright, 2013, p.368).
Analysis of training needs: The analysis of training based needs and necessities of business can
be in terms of assessment of knowledge criterion and assessment of performance criterion.
Setting of aims and learning objectives: Preparation of plan or procedure by which training
should be imparted to newly recruited staffs and personnel in terms of human resource
development and management process or procedure of working in the HR organization
.Design of training strategy: Designing of training and procedures in terms of developing new
plans or procedures of work or formulation of strategy or plan for building appropriate work
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related objectives in terms of grasping of keywords for search of strategies to be taken as advice
or advices based on the pattern of design of strategy by trainers and policy holders engaged in
business environment (Kulzhanov and Rechel, 2016, p.33).
Implementation of training strategy: Proper implementation of training strategy or plan for the
all-round development of training plans based processes of HR-business is also the important
criterion for building of workshop in business based processes.
Validation in internal terms or external terms: Establishment and assessment of quality and
magnitude of trainings being offered to millions of customers in need of business conduction in
the HR -organization of business (Locke and Latham, 2013, p.111).
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Task 3 Evaluation of success of the workshop
3.1 Preparing an evaluation technique
Training based evaluation technique is a process based on the following stepwise ordering of
evaluation based on training objectives:
Description of outputs: Description of data or information’s based on description programmes
and participant in terms of demographic data of various population parameters relevant to the
training processes.
Pre-training assessment: This kind of assessment is done in terms of past experiences and past
methods of production related exchange decisions and competencies based on needs and
expectations of learning outcomes of training based process (Martin et al. 2013, p.44).
Post assessment in terms of terms of learning: The post -training assessment or ex -ante
assessment of learning is defined in terms of knowledge and cognition abilities gained via skills
and intellect in terms of basic acumen or intellect of the trained personalities.
Post assessment in terms of reactions: Post -training assessment in terms of learning
psychology depends on learning methods , conducive learning environment and atmosphere and
climate conducive for learning new things about HR business being suitable for use in terms of
feedback based principles of training methods (Renwick et al. 2013, p.12).
Following up policies: This process is based on the assessment of outcomes and effects of
training programmes overtime in the future course of time.
In terms of Kirkpatrick’s four level criterions the four conditions related with the aspects of
reaction, learning, business and outcomes or results based conditions of training (Schaufeli
and Taris, 2014, p.45).
3.2 Carrying out evaluation using created document based responses in
spreadsheet
The evaluation of training methods being carried out in above measures is done via processes
being described in above document in terms of reactionary measure, learning measure, business
measures and outcome related measure of conducting businesses in depicted in form of
documentation in terms of spreadsheet in terms of the following format as mentioned below:
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Processes
of
evaluation
Evaluation of schemes Monitoring by
supervisors
Periods of
completion
Reaction
procedure
The reactionary procedure is
based on different forms of
marketing feedbacks and
reactions put forth by trainers
in terms of functioning of HR
-organization of business and
the processing criterions.
The monitoring of
reactionary outcomes is
based on different
processes in terms of
business process
execution and
performance of HR -
business is done by
controllers and
supervisors of business
processes.
The periods of
completion evaluation
in terms of reactionary
measures are mainly
two to three years in
general terms.
Learning
procedure
There are various kinds of
cognitive criterions based on
recognition of vocational
patterns of employees in
terms of skills gathering and
communication skills related
processes of business.
The learning based
procedures are controlled
gained by special
monitoring executives of
business in the HR
process of business
The periods of
completion of learning
procedures of
businesses can be
evaluated in terms of
duration of managerial
business which is
generally in and
around 8-12 months.
Business
procedure
The business procedure and
its applications can be
accessed in terms of business
modifications and
management based business
processes in terms of
technical skills gathering
criterion of business
mechanisms.
The business processes
are maintained and
monitored by the
business executives and
monitors of business and
supervisors cum
managers of HR -
processes.
The periods of
completion of business
procedures based
evaluation of HR
organization based
trainings are from 12-
18 months in general
terms.
Outcomes
based
procedure
The outcomes based
processes are results being
obtained or determined in
terms of final performance or
execution criterions of
businesses and effective
patterns of businesses and
process -oriented results after
execution of business
strategies.
The outcomes cum
results are based on
various processes of
monitoring and authority
based supervision in the
case of supervision and
managerial authorities of
business.
The outcome based
procedure of
completion of business
is mainly around 2-3
years in actual sense.
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3.3 Assessing the success of the evaluation method
Success through courage by avoiding any kind of fear or intimidation :Fearing dominating
and ruthless managers is an object of cowardice for the employees and it is seen or observed that
once the employees gets out of this trap he or she feels more freedom and strongly determined to
outweigh the intensity of fear by their courage to face the autocratic managers who are otherwise
of torturous origin being prepared to do anything at the cost of the employee's mental or physical
condition or stress taking capabilities(Sparrow et al. 2016, p.27).
Peer reviews: The process that makes business valuation technique more productive is peer
review which is associated with the efficiency of business based on promotion and disciplining
of employees for improvement of worker satisfaction and customer evaluation processes. The
process of creating and conducting the employee’s processes based on participation strategies of
business and other reviews based on peer satisfaction and business performance and productivity
based enhancement.
Self evaluation: With the criterion of self -evaluation, we mean a norm or process by which the
self guessing and self -assessment criterion of HR based management processes are estimated by
superior techniques of business based properties and measures of policies based on the criterion
defined in terms of securing honesty of employees and monitoring of responsibilities based on
the terms and conditions of business\being performed or practiced by the HR managers and
businessmen.
Playing it by ear: Playing it by ear is a kind of evaluation technique used by the manager cum
supervisor in terms of use of checklist and many kinds of preparations determined for this kind
of business procedure by proper planning based remedies of business management and direction.
Setting of goals: Setting of goals by the managers in terms of employee evaluation procedures is a must
strategy for customer evaluation based norms and goals of businesses determined in terms of employee
retention plan and procedure of business in terms of training and other processes.
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Task 4 Analysis of government's role for removing barriers of employability
and promote training and development needs
4.1 Role of government related to training and development
The function of the government is to increasingly springing into action to address the key issues
facing business leaders and other managers of businesses for better survival of bigger processes
of business in terms of key procedures maintained and needed for business survival process and
procedures in terms of UK based labor laws of business manipulation and control like Minimum
Wages Act of 1998, Working Time regulations Act 1998, Pensions Act 2008 and Equality Act
2010. The features common to their framework are as follows:
(i) Offering of tax subsidies or tax breaks to business for enabling greater investment in skills
based criterions of management and reduction of bureaucracy based norms and procedures of
business surrounding assessment to funding streams or causes based on various kinds of business
proposal.
(ii) Giving employees and learners greater control for proper evaluation of their business
activities (Stenberg et al. 2014, p.1400).
(iii) Proper recognition of needs to develop management skills in young people with the
establishment special institutions related with business.
(iv) Proper compensation based privileges and programmes being offered to the employees in
terms of business based processes and procedures.
4.2 Impact of the competency movement on public and private sector
organizations
The competency based goals or movement does create an impact on public and private sector
organizations of HR -based business processes in terms of the effects of core competency,
arrangement of facilities of learning. Utilization of personal development plans, develop of
competence based personnel management, development of competence norms, acknowledgment
of competencies based processes of business , market product differentiation, appointment of
competent managers and use of competence based assessment in remuneration based norms of
HR-business and other criteria and factors of business based on HR -policies and procedures in
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terms of competencies generated in business .These effects are felt in the organizational sector ,
economic sector, management sector and promotion based training criterions of business of
modern origin or nature. Competency though encourages rivalry is extremely important for the
success of business procedures and processes and develop competency based profiles of
opportunities and acknowledgment of employees in different sectors of business and is extremely
important for business process manipulation and conservation of ideas related with economic and
service oriented businesses of varied origins depending on the cause and criterions of businesses.
The main focus of competency based norms is to obstruct the side effects of competency policy
that is rivalry based features and is extremely important for boosting the realization of the
purpose of doing business in a competitive atmosphere to appropriate certain range of market
profits through increase in sales revenues and expropriating maximum share of business.
4.3 Assessment of contribution of contemporary training initiatives
introduced by UK government towards HR development in organization
Contemporary training initiatives introduced by United Kingdom government towards HR
development in an organization can be mentioned a follows:
Development of initiatives based on the recruitment facilities of development in terms of
knowledge based skills of development and other facilities of innovations dependent on various
organizational procedure and progress of Hr business in terms of motivating employees to work
hard and succeed in the future for the purpose of development of HR business
Development of sustainable and scalable of business in terms of implementation of various kinds
of strategies mentioned in business in terms of institutions and colleges established in business
and certain aspects of business for the purpose of training and development of employees
(Stenberg et al. 2014, p.113). Designing of effective policies of business and creation of centers
of excellence for various properties based on business based on techniques and tools of
successful business policy implementation and business based designs conducted for the purpose
of training employees to maximize their profit base and sales revenue share for the sake of
improving the performance of business capacity and capability in terms of HR businesses.
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Conclusion
The latest interpretation to be furnished in the concluding part of this business article is that of
analysis of HR based business criterions and features determining various perspectives cum
procedures of business processes based on intervention and innovational mechanisms of
businesses being analyzed for the sake of business related norms and functioning based on
business.
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and economic development by investing in women's and children's health: a new Global
Investment Framework. The Lancet, 383(9925), pp.1333-1354.
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