BUSI 444 Training Project: Developing HRM Anti-Harassment Training

This project outlines a comprehensive HRM training program designed to address and eradicate workplace sexual harassment within a commercial and electrical firm. The project begins with a statement detailing the importance of a strong HRM department in fostering a positive and competitive work environment, emphasizing both employee and customer centricity. The training program targets all employees and focuses on identifying and eliminating sexual harassment through education and awareness. The project includes a detailed lesson plan with instructor and trainee activities, covering introductions, discussions, video presentations, role-playing, and wrap-up sessions. The project reflection highlights the application of Malcolm Knowles' Andragogy principles, such as self-concept, adult learner experience, readiness to learn, and orientation to learning, to ensure effective training for adult learners. The project also addresses the importance of open communication, employee motivation, and the use of ROI and ROE metrics to evaluate the training's effectiveness. The project emphasizes the need for a culture of equality, respect, and proactive measures to combat sexual harassment, including identifying root causes, promoting gender equality, and providing the necessary resources and support to employees, ultimately creating a safer and more productive workplace. The project references various academic sources to support its claims and recommendations.

Running head: HRM
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Name of the student:
Name of the University:
Author’s Note:

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Part 1
Statement
A sound HRM department is needed for determining the overall welfare of the
organization so that they can survive in this highly competitive market. In order to make sure
that they are able to give a tough competition to all the competitors all the organizations has to
maintain both an employee centric and customer centric approach. Employee attrition is one of
the most crucial aspects that decide the goodwill of the company. It is for this reason that the
HRM managers must be trained on a regular basis so that they are able to understand their own
duties and responsibilities and also take care of the overall welfare interest of the employees
(Noe & Peacock 2008).
The company is one of the electrical and commercial firms that give appointment to both
the male and the female candidates. They have a total strength of about 30 people in the State
of Texas. In order to make sure that company is being able to take the proper care of all their
employees they have decided to conduct a regular lesson plan and education training session.
This will help in inculcating the values and ethics within all the employees who are working in
the organization (Chametzky, 2018). The training will mainly be conducted over the
identification and the eradication of the sexual harassment cases that takes place (Alajlan 2015).
The targeted audiences of this seminar will be all the employees irrespective of their gender or
their social economic status. One of the most important aspects of including the male and the
female employees in this training session is that they will be able to help each other and also put
forward a joint collaborative approach (Noe & Peacock, 2008).

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Part 2
Lesson plan
.
Course title: HRM training on workplace sexual harassment eradication
Lesson outline Instructor activity Trainee activity time
Introduction and why
conduct the reviews
Introduce himself or
herself and discuss
about workplace
sexual harassment
Listening with proper
attention
9am to 9.30am
Discussion on how to
conduct the sessions
and steps in
conducting the session
Circulation of
questionnaires
Answering the
questions on a group
and also personal
understanding
10am-1pm
break
Viewing video Small documentaries
on sexual harassment
and ways in which
this can be solved
Asking employees
towpath them
currently and also
note down points that
they do not
understand
3pm-4.30pm

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lunch
Presentation of video
of eight key behaviour
types of problem
solving
Teaching different
helpful measures and
the ways in which the
same can be solved
and sexual harassment
can be minimized
Asking for the ideas
and views of the
employees
4.30 to 5.30pm
Role play Train on how to
undertake some yoga
and meditation
activities to help
victims of sexual
harassment
Ask for the opinion of
employees and take
their views over this
matter
6.30 to 7pm
Wrap up Answer the questions
that are being put
forward by employees
Asking employees to
play their p[art in
checking sexual
harassment at their
workplace and to
support each other
7pm to 7.30pm

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Part 3
Project reflection
This training will surely be helpful in meeting the overall goals and objectives of the
organization. The major goal of the organization is to develop an employee friendly culture
where all are equal. It is for this reason that people must be taught on how to understand the
issues and help each other. The male employees and female employees must treat each other as
equals and not as their superiors or inferiors. This session will surely be very helpful in imbibing
a friendly culture and also there will be more productivity. The Adult Learning Theory -
Andragogy - of Malcolm Knowles is one of the important theories that must be used in this
aspect (Culliton et al., 2018). As per my perception people are well accustomed with the concept
of being bullied at some point of time in their school or college loves. They have either bullied
others or have been the victims themselves. However after coming to their professional lives
they must be guided in a different way. This is because all the individuals are much more
matured at this point of time and they must behave with each other in a proper way and try to
help each other at all points of tine. The different concepts of Andragogy are -
Self concept
A person must start his transformation from a dependent one to an independent and self
made person. All the employees here are working professionals so they must be taught on how to
solve their issues on their own. As per my perception this session will help the female employees
to voice their concerns on any kinds of inequalities like lower salary than their male counter parts

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or they must not feel hesitant in reaching out to the managers of being sexually molested or
harassed.
Adult learner experience
As a person matures all his experiences helps him to develop a source of learning. The
experiences of being harassed by others must be used as a good resource of learning so that these
incidences are stooped in near future.
Readiness to learn
As a person grown up they become matured by understanding and taking up their social
roles. This session will help the employees to understand that they are social citizens and they
have a responsibility towards each other. Not only in their workplace but also in their home and
in their society they have to raise their voices and fight against the issues of social evils like
sexual harassment.
There will be both group discussion and the personal interview sessions as well. This will
enable the employees to make sure that they are not hiding any of their personal incidences
where they feel they have been sexually assaulted. The personal interview sessions will be
conducted so that the trainers can individually interact with all the other employees after the
completion of the general meeting or the group discussion sessions. This is because of the fact
that all the employees are adult learners and some of them might really feel hesitant in the
beginning in narrating about the different incidents that have actually taken place with them.

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Orientation to learning
All individuals are able to understand the shifts taking place in their process of learning.
This session will help the employees know that they have to develop problem centered learning
and develop the method of understanding the difference between the right and the wrong. They
will be able to understand that sexual harassment is detrimental to employees and also to the
overall welfare of the organization. This will enable them to challenge sexual harassment and
reach to the solution of the same (Wang, 2018).
Instructors must be brought from the well reputed organizations so that there can be a
proper learning in the organization. The instructors will always try to make sure that they are
using a two way horizontal communication system so that all the employees are able to take part
in the whole communication process. In other words the trainers will make sure that there is a
two way freely moving participative approach taking place during the training session so that
they are able to get the complete participation from all the employees.

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Motivation to learn
All the individuals have to get the motivation from within. They have to learn that it is
their duty to overcome these social evils like sexual harassments and escalate anyone who is seen
sexually harassing any co workers or anyone else. The near far learning model can be used in
this aspect. This is mainly because of the fact that sexual harassment often takes place in the
workplaces but remain unnoticed because employees are afraid or they do not really get the
courage of raising their voices. They do not question the age old norms. It is for this reason that
the adult learners must be taught on how to use the far model of learning. They have to widen
their thinking and start critically analyzing each situation. The age old rules and routines have to
be broken in order to find out the solutions. There have to be proper rewards given to all the
learners so that they are getting motivated in order to take up the lessons and also keep on
following the same.
The HRM department is responsible for recruiting the right person for the right job.
Therefore it is one of their most useful duties to make sure that they are abolishing any kinds of
inequalities or biasness preset within the organizational culture. As per the opinion of Sato,
Haegele and Foot (2017) there can be several reasons that will be contributing to the rising
amount of bullies or harassment in the workplace. Often of male employees find that they are
earning less than their spouses or other female employees then they can start behaving in a very
rude manner. This will ultimately lead to a very unhealthy behaviour in the workplace and the
male employees will be taking the undue advantage of their gender and start harassing their
female counter parts. Todd et al.(2017). Fear of unemployment can make the society look down

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upon men and think them to be less of a man. It is for this radon that they often start harassing
their female counterparts.
The learning objective was to identify and eradicate the sexual harassment in workplaces.
Identify sexual harassment- questions will be asked in form of quizzes on the personal
experiences that the employees have gone through after joining this organization.
Eradicate the sexual harassment in workplaces-Surveys will be circulated on what the
employees think and how can they actually fight with this issue by coming up with their own
solutions. If the employees are able to get rid of their fear and find out the solution to this issue,
then the evaluation will show that the employees have been able to get the right lesson from the
session and can solve the issue of sexual harassment in their workplaces in the near future.
Often there is a gender biasness that takes place in the organization. This is because of
the fact that girls are often submerged and are not allowed to raise their voices. Girls or the
female employees are asked to stay silent with the fear of losing their jobs. However as per my
opinion there must be a proper education and sex education in particular being conducted in the
organization. The HRM department must make sure that they are hiring the experts who will be
able to take care of the communication and the awareness among the employees. An open two
ended communication process will always be helpful in order to remove the hesitation from
among the employees and make them to come up and easily voice about their issues.
ROI is the return on investment. This is the concept that shows the amount of money
spends by the organization for any project and the actual return that they are getting at the end. If

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the amount of return is more than the investment amount then the firm makes a profit. ROE or
return on expectation is the approach used by trainers (Ford et al., 2016). The trainers make a
certain expectation at the beginning of training and if the result is matching with that expectation
then the training is said to be successful. For an example if the company has arranged for the anti
sexual harassments training system (de Carvalho, 2015).
The major expectation was that the employees will be able to identify the issues of sexual
harassment and will also be able to challenge the same. If it is seen that the employees are able to
treat each other with equality rather than harassing others it can be said that the training has been
successful. I feel that or the given case ROE or the return on expectation is more useful because
sexual harassment is one of the major issues that exists at different levels of the society. It is the
duty of the managers and the HRM department to impose laws that will help in checking this
issue. If it is seen that the employees are raising their voices against any kinds of issues like
molestations or any other forms of sexual harassments without any fear then it can be said that
the training has been successful. Therefore ROE or the return on investment is the more suitable
tool that can be used in this given case. It will help in making the workplace more employees
friendly and there will be a unity and equality followed at all the different departments of the
organization.
I have also realized that it is the duty of society and Government as a whole to take up the
matter of sexual harassment in a very strict manner and make sure that they are being able to
carry on several awareness campaigns in all the different organizations. This will help all the HR
managers to understand that they have a major responsibility towards the welfare of their
employees by understanding them and also by looking after all their needs and demands. As my
opinion or view is concerned I will always try to make sure that there are no barriers being faced

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by any of the employees. I will always try to keep an open forum so that all the employees are
able to render their feelings and their emotions in a proper way so that there are no one who is
suffering in silence. I will always try to develop anti bullying cell in the organization so that all
the employees are able to get a very employee friendly atmosphere and also make sure that they
can work with a proper freedom.
The salary structure must be set in such a way that they are equally distributed among the
employees irrespective of their social, economic or their sexual standards. All the employees
have to make sure that they are able to stand up for their own rights and also make sure that they
are being able to help others if they find anyone being sexually harassed. On the other hand,
there will be the proper implementation of the policies and acts like the Fair Works Acts. This
will enable in making sure that the employees are being able to lead a very free and happy work
life by getting all the needed freedom and privileges. This will be done by using some specific
measuring system so that there is a proper understanding of all the past cases where the female
employees have been tortured. Any issue starting from improper division of salary or any fewer
amounts of privileges being given to the employees must be seen right from the grassroots levels.
Therefore it can be concluded that sexual harassment is rising at a popular rate in many of
the organizational setups. However it is for this reason that the organizations have started taking
up some measures to solve this situation. There has been a lack of proper feedback system.
Therefore a follow up or feedback system must be developed in order to make sure that all he
policies that are being implemented are also being followed in a proper way so that the real
victims are getting the exact benefit out of it.

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References
Alajlan, A. S. (2015). Appling Andragogy Theory in Photoshop Training Programs. Journal of
Education and Practice, 6(25), 150-154.
Alsaadat, K. (2019). Adult Lifelong Learning Psychology, Theories, Principles and
Insights. European Exploratory Scientific Journal, 3(2).
Brown, K. M., & Shaked, H. (2018). Preparing Future Leaders for Social Justice: Bridging
Theory and Practice Through a Transformative Andragogy. Rowman & Littlefield.
Byrne, B. (2019, September). Return on Expectations: An Academic Assessment of a Large KM
Project. In ECKM 2019 20th European Conference on Knowledge Management 2
VOLS (p. 201). Academic Conferences and publishing limited.
Chametzky, B. (2016). Andragogy and Classic Grounded Theory: Hidden
Connections. learning, 12, 92.
Chametzky, B. (2018). The Interconnectedness of Learning: How Andragogy Can Improve the
Online Learning Experience. American Journal of Educational Science, 4(4), 93-99.
Culliton, S. E., Bryant, D. M., MacDonald, S. J., Hibbert, K. M., & Chesworth, B. M. (2018).
Effect of an e-Learning Tool on Expectations and Satisfaction Following Total Knee
Arthroplasty: A Randomized Controlled Trial. The Journal of arthroplasty, 33(7), 2153-
2158.