Report on HR Practices for Enhancing Human Capital in Organizations

This report examines human resource practices designed to enhance human capital within an organization, building upon a previous assignment involving a clothing brand, 7 Cs. It delves into training and learning methods, including on-the-job and off-the-job techniques, as well as various learning styles and models like VARK and Honey and Mumford. The report outlines learning and development strategies and explores the concept and purpose of performance management, including practices such as 360-degree and 720-degree feedback and performance appraisals. Furthermore, it compares employment legislation in India and the United Kingdom, focusing on data protection, disciplinary processes, and equality and diversity. The report concludes by emphasizing the importance of these HR practices in fostering employee growth and organizational success.

Executive Summary:
This report consists of the Human Resource practices which are used to enhance
Human Capital in any organization. It is in the continuation with the previous
assignment in which we made a video. The video was about the clothing brand
organization named 7 Cs, it was hiring a Human Resource department for
themselves. Now continuing it the organization has hired the HR department
and are now analysing all the practices which are used by HR department for
enhancing the human capital. The report begins with the explanation of the
training methods and learning methods for the employees. After that a brief
explanation of the models and styles that are used by HR department for the
better learning of the employees. Learning & Development strategies, concept
and purposes are also mentioned. As developing and motivating the employees
is also part of HR department, they follow some practices such as performance
appraisals, 360-degree feedback and 720- degree feedback. This practice gives
motivation and proper feedback to employees. And at last, the comparison of
some employee legislature and laws with India and United Kingdom is
mentioned.
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Table of Content
1. Introduction……………………………………………………………………………4
2. Training and Learning Methods……………………………………………………...4
2.1 On-the-job-training methods……………………………………………………….4
2.2 Off-the-job-training methods………………………………………………………5
2.3 Learning Methods………………………………………………………………….5
3. Levels of Learning, Styles, Approaches & Models…………………………………..5
3.1 Levels of learning…………………………………………………………………..5
3.2 Learning styles, approaches & models……………………………………………..6
4. Learning & Development Strategies………………………………………………….7
5. The Concept & Purpose of Performance Management……………………………..7
6. Practices & Approaches of Performance Management……………………………..7
6.1 360-degree feedback………………………………………………………………..7
6.2 720-degree feedback………………………………………………………………..7
6.3 Performance appraisal……………………………………………………………....8
7. Employment Legislations………………………………………………..…………..…9
8. Conclusion……………………………………………………………………………...10
9. Appendices…….………………………………………………………………………..11
10. Reference List…………………………………………………………..………….….13
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1. Introduction:
Employees are indeed the bedrock of every successful company. Human resource management is
responsible for the techniques or plans used for taking care of employees as well as maintaining the
working atmosphere. If these things are fulfilled by any organization, then any employee can
contribute effectively to the business or its business objectives. But the work of human resource is not
only limited to recruiting, hiring, remuneration, acquisition etc. They are also responsible for the
employees training, safety, learning, happiness, inspiring employees. According to the Oxford English
Dictionary, human capital is "the talents that the work force has and is viewed as a resource or asset."
(Goldin, 2016). In simple words it means, Human Capital is a word used to describe the appreciation
of an employee's knowledge, skills, and talents. It is also said as success and failure of any
organization depends on its employees. There are many learning and development methods that can a
business or an HR department of the business can implement for the betterment of the human capital.
2. Training and Learning methods:
"Training is the process of building ability, learning, habits, and aptitudes in employees with the goal
of boosting the efficiency of employees in their current post as well as preparing them for future
roles," writes William G. Torpey (M, 2016). One of the primary goals of human resource
management is to increase individual and organisational productivity (Ozkeser, 2019). There are
many training methods used by businesses for the betterment of employees as well as their business.
On-the-job training and off-the-job training are the two techniques.
2.1 On-the-job-training methods:
On-the-Job Training is a method wherein employees, i.e., operational people, are given specific
instructions on how to carry out their jobs on the actual work floor. There are many types of on-the-
job-training methods which are used in organization (M, 2016).
1. Induction or Orientation training: This involves showing new workers around the
organization's offices or plants, giving them lectures, and showing them videos that acquaint
them with the organization's history, progress, and successes (Naorem, 2016).
2. Apprenticeship Training: In this method the new employees are appointed as apprentice.
Then they are placed under the charge of a senior or experienced employee and by observing
the work or work methods of senior new employees learn the things (Martin, et al., 2013).
3. Job Rotation: The goal of job rotation is to offer an employee with diverse training by
requiring them to study the type of work at various work-centres. Job rotation can take several
forms (Martin, et al., 2013).
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2.2 Off-the-job-training methods:
Off-the-job training is a sort of teaching in which employees learns about their profession or the latest
innovations in their sector at a location other than their workplace. There are many types of methods
that are used (Indeed Editorial Team, 2021).
1. Role play: Role-play training is a type of learning strategy in which employees/trainees act
out events while being guided by an instructor (Martin, et al., 2013).
2. Vestibule Training: Employees can learn regarding their jobs by utilising the tools they will
use on the job (Martin, et al., 2013).
3. Audio-visual Training: Off-the-job trainees who receive audio-visual training learn through
the use of diverse media such as pictures, television, video, and presentations(Indeed Editorial
Team, 2021).
2.3 Learning Methods:
There are mainly five methods of learning which includes:
 Trial and error method- It is learning through doing something and either succeeding or
failing.
 Conditional response- It is the process of substituting a new stimulus for the original and
associating the reaction with it.
 Learning by insight- Learning by observing is learning through insight.
 Learning by Imitation- A person, whether consciously and unconsciously, mimics his
partner's actions, manners, and styles.
 Transfer of training- Training transfer refers to the transfer of knowledge from one skill to
another.
Example: - Employees in a clothing firm can be trained by designating them as apprentices and doing
role plays, such as one member acting as a client and attempting to sell things to another consumer.
Employees can also be educated on how to upsell by giving them seminars on the subject. Managers
can also teach staff how to pay bills.
3. Levels of Learning, styles, approaches and models:
Learning may be defined as a quantitative and subjective quantity that determines how much
information a human or animal can learn through experience or natural selection. There are several
ways to learn anything, including hearing, reading, images, and experience.
3.1 Levels of learning:
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Learning is a multi-step process that gradually increases cognitive complexity. There are six levels of
learning. (Appendix 9.1)
3.2 Learning styles and models:
Learning styles are defined as the ability to concentrate, absorb, and recall knowledge. Each
individuals have their own set of learning abilities and methods (UKEssays, 2021).
3.2.1 VARK Learning Style: (Appendix 9.2)
According to the VARK model of learning styles, there are four major categories of learners: (Fitkov-
Norris & Yeghiazarian, 2015)
1. Kinaesthetic Learning: Kinaesthetic learners enjoy training that involves all five senses –
contact, vision, aroma, hearing, and taste.
2. Visual Learning: Visual learners learn about activities and subjects by seeing them before
doing them themselves
.
3. Auditory Learning: Trainees understand information better when it is presented in a step-by-
step way.
4. Read and Write Learning: Learners gain knowledge through reading material or following
directions and then writing it down in their own words.
3.2.2 Honey and Mumford Model: (Appendix 9.3)
It is a learning theory model created by psychologists Peter Honey and Alan Mumford, who helped
identify unique learning styles: There are Activist learners that learn best when there are actual
activities, learning via errors, working through research, and so on. Reflector learners learn by
thinking and observing. Theorist learners, as the name implies, learn through theories, statical facts,
various models, and so on. Pragmatists attempt to learn via critical knowledge, which enables them to
build new things and solve problem (Ho, 2021).
Example: - If an employee in a clothing store lacks the skills to effectively communicate with
customers or is unable to upsell, the managers will use the learning method to assign a specific task,
such as a self-SWOT analysis, to help the employee understand and overcome this limitation, which
will help the employee improve his or her nature while also benefiting the organisation as a whole.
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4. Learning and Development Strategies:
It is a structured process that enhances an employee's skills, knowledge, and competences, resulting in
improved job performance. Learning is primarily important in the growth of knowledge, talents, and
attitudes. Development is the process of broadening and expanding one's knowledge in accordance
with one's development goals (Lievens, 2011). Based on the Van Gelder’s model four phases were
created for effective learning and development strategies:
1. An examination of training requirements (starting situation)
2. Learning objectives must be specified.
3. Training content and technique development
4. Evaluation and monitoring
5. The concept and purpose of performance management:
A continuous process of explaining and clarifying job assignments, objectives, performance criteria,
and expansion plans in terms of improving a performance of workers and fit with the strategic goals
of the company (Abanikanta, 2020). The notion of performance management is built on the
fundamental tenet that "what is measured gets done." In order to define the objectives that inspire the
concept, the following are the key purposes of performance management:
Goal-setting and Goal defining: Employees cannot simultaneously support their own objectives; they
need information to understand how such goals connect with the organization's border strategy.
Creating a high-performance culture: One of key purpose of performance management is to
manage an environment in which employees focus on priorities, growth, and progress.
6. Practices and approaches of performance management:
In today's modern world of enhancing the companies' competitiveness, a significant proportion of
corporate assets is invested in staff, and they managed to learn that company people are the major
reason for remaining in this dynamic world, and their efficiency is the key element of organizational
course of movement.
6.1 360 Degree Feedback: (Appendix 9.4)
360-degree feedback allows the employee to obtain secret, anonymous feedback from others. This
often includes the employee's boss, co-workers, and direct subordinates. A group of 8 to 12 people fill
out an anonymous feedback forms that includes questions on a diverse range of workplace talents
(Mohapatra, 2015).
6.2 720 Degree Feedback: (Appendix 9.5)
It is often known as 720-degree appraisal or 720 survey. It entails a 360-degree examination that is
repeated twice. The multi rater replies are utilised in the first round to build individual development
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plans for the employee. The second round of 360-degree feedback is started when a specified amount
of time has passed. The findings of the second-round aid in evaluating the achievement of the
individual development goals and identifying further areas for improvement (Patil & Dalvi, 2019).
6.3 Performance Appraisal:
Human resources (HR) departments typically create performance assessments as a means for staff to
develop the skills. They give opinions on employees' job performance. It ensures that staff are
managing and fulfilling the objectives that are required of them, as well as providing assistance on
how to achieve them if they fall short (Appelbaum, et al., 2011)
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7. Employment Legislations:
Sr.
No.
Laws to compare India UK
1 Data Protection India does not really have a Data
Protection Act, but they do have an
Information Technology Act that provides
the right to compensate for any unjust use
of personal information. (Malhotra, 2019)
The Data Protection Act of 2018
establishes the fundamental legal
standards for securing employee data (the
DPA). The Data Protection Act oversees
the collecting, processing, and
dissemination of personal data in the
United Kingdom. (Ayling, 2021)
2 Disciplinary Process Section 33 of The Industrial Disputes Act,
1947 (b) for any wrongdoing related to a
disagreement, discharge or penalise,
whether by dismissal or otherwise, any
workmen involved in such dispute, save
with the explicit written approval of the
authority before which the matter is
ongoing. (Malhotra, 2019)
Firm must have documented disciplinary
policies and processes in place to deal
with employee performance and
behaviour, and it must communicate these
to its employees. The workplace rules
must state what is acceptable and
unacceptable behaviour, as well as what
action firm will take if the rules are
breached.
3 Equality and
Diversity
Article 16 guarantees equal opportunity in
public employment. Article 16(2) further
states that no person will be denied or
prejudiced against in any employment or
position held by the State simply on the
basis of religion, race, caste, sex, descent,
place of birth, residence, or any mixture
of these characteristics.
The Equality Act of 2010 legally protects
persons from job and societal
discrimination.
4 Employment
Contracts
In light of the Indian Constitution and
under the rules of the Indian Contract Act
of 1872, courts have often determined
that, notwithstanding an existing
agreement between the employer and the
employee, the employees' right to a living
must take precedence over the employer's
interest.
The Contracts of Employment Act 1963
was a British Parliament Act that
established the need to give fair notice
before dismissal. (Gov.UK, 2021)
6 Termination/ Change
of employment terms
When dismissing "workmen," the
Industrial Disputes Act of 1947 requires a
30- to 90-day notice period.
Employees must be given termination
notice unless they are fired for egregious
misbehaviour. The duration of a notice
period is specified in an employee's
employment contract.
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8. Conclusion:
To summarise the preceding report, the human resource department assists employees with their
training by providing numerous chances and motivating them. It is the essence of every firm; they hire
people but also assist them in honing their talents so that they may be productive for the organisation.
To assess employee abilities, the department might use a variety of ways to teach employees, based
on the task to be accomplished or the aim to be attained. Because these tactics are also dependent on
the character of the workers, various models, learning styles, and approaches are formed in all
businesses. Following the training and learning, an evaluation of the employee's job efficiency must
be performed.
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9. Appendices:
9.1 Source: https://technologyforlearners.com/applying-blooms-taxonomy-to-the-classroom/
9.2 Source: https://www.uow.edu.au/student/learning-co-op/effective-studying/identify-your-learning-
style/
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9.3 Source: http://www.nwlink.com/~donclark/hrd/styles/honey_mumford.html
9.4 Source: https://360degreefeedback.com/index/what-is-360-degree-feedback
9.5 Source: https://www.ijtsrd.com/papers/ijtsrd23048.pdf
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10. Reference List
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