Project 1: HRM Training and Learning Problems in School Settings

This project addresses human resource management (HRM) challenges within schools, specifically concerning the provision of free meals to primary school children. It identifies key HRM issues such as inadequate training for lunchtime supervisors, lack of supervisor integration, and the absence of dedicated teams. The project explores how technology can enhance supervisor skills, emphasizing performance management strategies including planning, coaching, evaluation, and rewarding. It highlights the crucial role of HRM and HRD practices in improving individual, group, and organizational performance through information sharing, regular appraisals, and skill enhancement. The project also discusses overcoming creativity blocks using the Osborne-Parnes CPS model and leveraging knowledge-based learning for collective performance, referencing relevant academic sources.

PROJECT1 TRAINING
AND LEARNING
PROBLEMS SCHOOL

INTRODUCTION -
Human resource management is very important for the organization in
order to reach organization goal and the guidelines set by the government. The
school today are not able to follow the guideline of the government to provide
launch to primary children in the school. This presentation provides issues
regarding that an the model school can follow in order to improve that problem.

HRM issues that the schools are facing and how
the Covid-19 pandemic impacted upon the HRM issues-
 There are number of issues that has been seen in the school for providing free
meals to all the primary class children's. The issues that most of the schools
are facing are as follows-
 The first and most important thing that has been see in the survey is that there
is lack of training provided to the supervisors, they don't have the right skill to
conduct launch services to the small student.
 The other thing is the lack of integration by the supervisors in addressing this
as their duty as they undervalue this work. Not only the teachers, even the
headmasters of some schools are not valuing this service.
 The schools do not have a responsible team to conduct proper lunch and food
services to the primary students

Finding the ways in which the associated
technologies can improve HRM to assist the learning of the
lunchtime supervisors-
 This is very important to improve skill of the lunchtime supervisors. This can
be done by using variety of techniques as the lunchtime supervisors are very
important for the school right now. These techniques will help the organization
in solving the issues that they are facing. The following things will help the
schools in improving the performance of the schools-

Performance management
 Performing measures of all the staff member in the organization is very
important and a necessary step.
 Plan- Every performance measure starts with planning how the organization
will measure the performance of the individual.
 Coach- The next step that the school should follow is to coach them and
feedback them for helping them to reach the goal on time.
 Evaluate- The most important step in the evaluation process that school will
do by seeing all the task and responsibilities performed by the supervisors.
This can also be defines as the rating process where strengths and weakness
will also be discussed. School can rate supervisors according to the work done
by them.
 Reward- the last and the crucial step for the organization is to give rewards
according to the work done by them.

Explain how HRM and HRD practices contribute to
individual, group and organizational performance
The HR section plays a vital role in school structures too.
Some of these roles are:
 Information sharing
 Regular appraisal
 Skill enhancement

Overcoming creativity blocks with
Osborne-Parnes CPS model
There are certain types of barriers (blocks) that hamper creative idea generation.
These are as follows:
 Practical & personal problems (poverty, extra jobs, disinterest, less pay)
 Cognitive blocks (mental barriers, indecisiveness)
 Emotional blocks (resistance, fear of commitment)
Osborne-Parnes model for Creative problem solving (CPS):
 Clarify
 Ideate
 Develop

Leveraging knowledge-based learning for
collective performance
 Organizational behaviour is influenced by:
 Education and training
 Benchmarking
 Individuals and groups

REFERENCES
Books and Journals
Anwar, G. and Abdullah, N.N., 2021. The impact of Human resource management practice on
Organizational performance. International journal of Engineering, Business and Management (IJEBM).
5.
Pressman, A., 2018. Design thinking: A guide to creative problem solving for everyone. Routledge.
Torrance, E.P. and Torrance, J.P., 1978. Developing Creativity Instructional Materials According to the
Osborn-Parnes Creative Problem Solving Model. Creative child and adult quarterly. 3(2). pp.80-90.
Curado, C., 2006. Organisational learning and organisational design. The learning organization.
Kaydos, W., 2020. Operational performance measurement: increasing total productivity. CRC press.
Pulakos, E. D., Mueller-Hanson, R. and Arad, S., 2019. The evolution of performance management:
Searching for value. Annual Review of Organizational Psychology and Organizational Behavior.
Boon, C., Den Hartog, D. N. and Lepak, D. P., 2019. A systematic review of human resource management
systems and their measurement. Journal of management.45(6), pp.2498-2537.
Macke, J. and Genari, D., 2019. Systematic literature review on sustainable human resource management.
Journal of cleaner production.208, pp.806-815.