HRM Report: Analyzing HRM Strategies for Atkinson Generation Company

This report provides a comprehensive analysis of human resource management (HRM) within Atkinson Generation Company (AG Company), which is facing losses due to a lack of direction among staff. The report explores various aspects of HRM, including the utilization of appraisal systems like ranking and self-appraisal to identify individual learning needs. It emphasizes the skills required by learning managers, such as business knowledge, communication, and innovative thinking, to effectively train and guide employees. Furthermore, the report discusses the importance of effective two-way communication, highlighting key elements like clear messaging, feedback, and appropriate communication mediums. The report also provides insights on benchmarking training practices, identifying necessary qualifications and skills for employees through job analysis, and allocating financial resources for training programs. Overall, the report aims to provide strategic recommendations for improving HRM practices to enhance AG Company's performance and achieve its strategic objectives.

HUMAN
RESOURCE
MANAGEMENT-1

ABSTRACT
Human resource management is a separate department of an organization which deals
with human resource of the company. It is very important for the organization as it manages
other financial and physical resources in an effective manner. This report mainly considers the
human resource management in Atkinson Generation Company which is facing heavy losses due
to lack of direction in staff members. For this purpose, manager has decided to bring changes in
the company by providing training to the people of organization so that several skills can be
developed among them in order to achieve strategic objectives of the firm. This report includes
the appraisal system such as ranking method, self appraisal which is used for identifying
individual development needs. Further, learning managers require skills like knowledge of
business, innovative mind, etc so that they can make others learn in the organization in an
effective manner. Moreover, two-way communication can be made effective if the manager take
proper feedback from the people while delivering training to them. At last, benchmark has been
set so that training and development could be made effective and qualification and skills have
been identified. Along with that, financial resources have been allocated for the same by
considering several aspects.
2

TABLE OF CONTENTS
ABSTRACT.....................................................................................................................................2
INTRODUCTION...........................................................................................................................4
TASKS.............................................................................................................................................4
a) Utilization of appraisal system to identify the individual learning needs................................4
b) Skills required by 'Learning Managers'...................................................................................5
c) Requirements for effective two-way communication..............................................................6
d) Help regarding benchmarking, qualifications for employees and finance for training could
be provided...................................................................................................................................7
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9
3

INTRODUCTION
Human resource management is a department in a company which handles all human
resource of the organization. In other words, HRM is the governance of the employees of
organization because it appoints them, train them, gives remuneration; solve their queries and
grievances, etc. HRM is essentially required in the firm in order to manage human resource in an
effective manner (Storey, 2007). HRM mainly aids in evaluating HR policies which are laid
down by the company to maintain discipline in the organization. This also helps in creating team
building, motivating staff members, appraising the progress of the employees, etc. The scope of
HRM is very wide because this is all pervasive in the organization. Therefore at every level
human resources are required to be managed in order to enhance the performance.
The purpose of this report is to manage human resource in the Atkinson Generation firm
to enhance company's performance (Armstrong and Taylor, 2014). Further, this report describes
appraisal system to identify the individual learning needs. Moreover, discussion has been made
on the skills required by the managers to become learning managers. In addition to this, two-way
communications can be made effective so that HR can be managed effectively. Along with this,
the report further demonstrates about the benchmarking and qualifications of the workforce.
TASKS
a) Utilization of appraisal system to identify the individual learning needs
Utilization of appraisal system is done by the organization in order to recognize the
individual learning needs. Further, appraisal system can be defined as the system or process
which assesses the performance of human resource of an organization (Dowling, 2008). Further,
this system highly aids in the identification of lack of particular kind of skills and abilities in
each and every employees. Those skills could be developed among them by providing training
session. There are several purposes of appraisal which helps in identifying employee's training
and development needs. While doing self appraisal criteria, an individual can identify that where
they are lacking. Company must fix parameters and then provide opportunity to the workforce to
do self appraisal. This is one of the ways by which leaning needs can be identified. Secondly,
HRM can appraise the staff members by using ranking method. In this, manager ranks the
4

employees based on certain parameters. With the help of this method, the manager can analyze
about the learning needs of an individual (Beardwell and Claydon, 2007).
Moreover, the purpose of appraisal system is to provide genuine feedback of employees.
Further, it assists in making promotion decision, identifies the type of motivation to be provided,
counseling decision for poor performance, encourage coaching and mentoring. However, it can
be concluded that identifying training and learning needs are highly useful as it assist in
achieving the strategic plans (Guest, 2011). In AG Company, if the training needs are identified
by the managers than proper motivation could be provided to employees. This will help in
optimum utilization of the resources without wasting time and money as the employees would be
provided training for that area where they are lacking. Further, if the training needs are identified
than the strategic plans that is 'shaping of company’ could be achieved. It is because staff
members would not need regular directions as they have been learnt enough through effective
training.(Lengnick-Hall and et.al., 2009). Along with that, key performance indicators can be
achieved that is increasing sales turnover, increasing customer base, etc.
b) Skills required by 'Learning Managers'
There are some ideal skills which a learning manager of AG Limited should possess in
order to provide guidance and training to other staff members in an efficient manner. Some of
the skills are enumerated below:
1. Deep Knowledge of the Business: It is the foremost skills which a manager should
posses to become a learning manager (Rynes, Giluk and Brown, 2007). Further,
managers should have skills of grabbing knowledge about business operations, about the
products, he should be aware about the competition, lack of skills among employees, etc.
2. Strong Communication and Interpersonal Skills: Manager must have effective
communication skill so that they can deliver lecture in an attractive manner so that the
employees can be interested in attending training session (Chen and Huang, 2009).
Further, managers should also have interpersonal skills so that they can interact with all
the employees and can provide effective training to them.
3. Passion for Continuous Learning: The learning manager should have a passion for
leaning on a continuous basis. It is because learning cannot be stopped and more learning
helps in developing skills.
5

4. Innovative Thinking: Learning manager should possess innovative thinking so that it
can build creative ideas while providing training to them. This can make the training
session highly interesting because every time learning manager will provide training in a
new and unique manner. Through this, trainers will be keen towards getting learnt from
learning managers.(Haines, Jalette and Larose, 2010).
5. Self Motivation: In order to become a learning manager, this quality is essentially
required in the manager. While providing training and development to the employees,
manager has to face many difficulties. For this purpose they need motivation on a regular
basis. Due to this reason, manager should have the quality of self motivating them so that
they remain motivated while facing complications in the training session.
6. Confidence: Manager has to possess the quality of self confidence so that they can bring
changes in the organization by providing learning to other staff members. Manager may
face many criticisms while implementing any changes. Thus for this purpose, they should
have highest level of self confidence.
7. Positive Attitude: Learning manager should possess the skills of having positive attitude
towards learning. Through this way, they will be more encouraged towards learning.
Further, through this they can also create positive environment of the firm and changes
can be brought easily in the company. If manager will possess positive attitude than
employees will get inspire and they will be more encouraged to get training form the
learning managers.
In order to achieve these qualities, manager should be provided with induction training so
that they can come to know about business. Further, seminars should be organized for improving
communication skills. Moreover, expert should be hired by AG company to train the learning
managers so that these skills can be developed among them (Noe, 2010). Along with that
continuous learning managers should be encouraged by conducting development program for
them.
c) Requirements for effective two-way communication
There are various requirements for effective two-way communication. Two-way
communication is essentially required in the AG Company in order to bring changes in the firm.
It is required by the managers to build effective process of two-way communication. For this
6

purpose, HR manager should identify the key elements for making two-way communication in
an effective manner (Aguinis and Kraiger, 2009). Further, in this process, there are 4 main
elements which are sender, message, receiver and response. To make the communication
effective, message should be specific, accurate and simple. Further, feedback is the most
important element which is given by receiver to the sender so that it can be ensured that message
has been sent and understood by them. Moreover, medium used for the communication should be
highly effective and it should not generate any noise. Quality of medium such as email, phones,
video call, etc. should be checked beforehand while doing communication so that effective
communication could be done (Olaniyan and Ojo, 2008). Furthermore, to make this process
effective, manager should send the message by using both verbal as well as non verbal
information so that message can be interpreted in an accurate manner. Along with that, listening
is the key element which is required to make the two-way communication highly effective.
Two-way communication is highly important in the AG Company because through this
training could be provided to the employees in a proper manner and feedback could be taken in
order to measure progress of the people. Moreover, if the two-way communication is done than
manager could easily provide the guidance which are lacking in the firm. Further, smooth flow
of information could be ensured by this. Along with that, better relations with the employees can
be so that confusion does not take place. Through this, efficiency of management and
performance of employees will increase (Peterson and et.al., 2008).
d) Help regarding benchmarking, qualifications for employees and finance for training could be
provided
AG Company is facing loss due to the lack of direction. Further, the managers are
required to develop the skills among the employees so that they can work by their own
(Dowling, 2008). For that purpose, HR manager has to organize training programs for their
employees. In order to develop skills among employees, HR manager has to work upon three
main criteria that is benchmarking the training practice, identification of qualifications and skills
and budgeting for training program.
In order to do benchmarking for training and development practice, AG Company can
state down strategic objectives incorporating key performance indicators. Along with that, skills
can be developed among the employees so that these objectives could be achieved. This is how
7

they can set the benchmark for training and development practice. Further, HR manager could
also make the development plan of each employee by analyzing their development need (Wood,
2009). Along with that, time standard should also be allotted so that within time frames a
particular need could get developed. If there is a benchmark for each task than effective training
could be provided and the manager will try their best to achieve the benchmark.
Moreover, the manager is required to identify the qualifications and skills which are
required by the staff members of AG Company. For this purpose, complete job analysis should
be done by them. By considering the current skills and latest technology, job analysis can be
done. Through this way, HR manager can come to know that what sort of qualification is
required by the employees to carry out the type of job using latest technology (Human Resource
Management, 2016). Along with that, company can also review on the internet about the latest
method of carrying out job possessing certain skills and abilities. This way, the management can
identify the required qualification and skills among the staff members. After assessing this, they
can provide training to them in order to develop those skills.
Furthermore, to make the training program effective it should be confirmed that extra
expenses does not get incurred. Prior to that, budget should be allocated to such programs in
order to avoid the circumstances of losses. Thus, manager should firstly estimate the overall
budget by making budget plan (Noe, 2010). Further, the organization should consider the factors
such as type of training that is on-the-job and off-the-job method. If off-the-job method is used
than more budgets should be allocated and if on-the-job method is used than less finance will be
allocated. Moreover, company should describe internal objectives and if the objectives are high
than more finance can be allotted as company is required to provide more intense training by
hiring experts which will add extra cost to it. Along with that, organizational size is also one of
the important aspects while allocating budget to the training programme.
CONCLUSION
As per the report prepared on human resource management in Atkinson Generation
Company, it has been concluded that the firm is facing heavy loss due to the lack of direction
among employees. For this purpose, company has planned to identify the training needs by doing
appraisal. Further, this report also concluded that, various skills are developed among the
learning managers by providing training to them through seminars and hiring experts.
8

Conclusively it can be said that to make the training program successful two way
communications should be enhanced and should be made effective. Along with that, it has been
inferred that benchmarking has been done for the training practice and qualification and skills
have been identified by the HR manager. Further, various key aspects have been recognized for
allocating finance for training and development program.
9

REFERENCES
Books and Journals
Aguinis, H. and Kraiger, K., 2009. Benefits of training and development for individuals and
teams, organizations, and society. Annual review of psychology. 60. pp.451-474.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Beardwell, J. and Claydon, T., 2007. Human resource management: a contemporary approach.
Pearson Education.
Chen, C. J. and Huang, J. W., 2009. Strategic human resource practices and innovation
performance—The mediating role of knowledge management capacity. Journal of
business research. 62(1). pp.104-114.
Dowling, P., 2008. International human resource management: Managing people in a
multinational context. Cengage Learning.
Guest, D. E., 2011. Human resource management and performance: still searching for some
answers. Human Resource Management Journal. 21(1). pp.3-13.
Haines, V. Y., Jalette, P. and Larose, K., 2010. The influence of human resource management
practices on employee voluntary turnover rates in the Canadian non governmental
sector. Industrial & labor relations review. 63(2). pp.228-246.
Lengnick-Hall, M. L. and et.al., 2009. Strategic human resource management: The evolution of
the field. Human Resource Management Review. 19(2). pp.64-85.
Noe, R. A., 2010. Employee training and development. McGraw-Hill/Irwin.
Olaniyan, D. A. and Ojo, L. B., 2008. Staff training and development: A vital tool for
organisational effectiveness. European Journal of Scientific Research. 24(3). pp.326-
331.
Peterson, M. D. and et.al., 2008. Undulation training for development of hierarchical fitness and
improved firefighter job performance. The Journal of Strength & Conditioning
Research. 22(5). pp.1683-1695.
Rynes, S. L., Giluk, T. L. and Brown, K. G., 2007. The very separate worlds of academic and
practitioner periodicals in human resource management: Implications for evidence-
based management. Academy of Management Journal. 50(5). pp.987-1008.
Storey, J., 2007. Human resource management: A critical text. Cengage Learning EMEA.
Online
10

Human Resource Management. 2016. [Online]. Available through:
<http://www.whatishumanresource.com/human-resource-management>. [Accessed on
11th February 2016].
Wood, B., 2009. 7 Steps to Better Benchmarking. [Online]. Available through:
<http://businessfinancemag.com/business-performance-management/7-steps-better-
benchmarking-0>. [Accessed on 11th February 2016].
11