Human Resource Development: Induction Training Program Report

This report provides a detailed analysis of an HRD induction training program, specifically focusing on HSBC. It begins with an introduction to the importance of human resource development and its role in achieving organizational goals. The report then delves into the design of an induction training program, considering different learning styles such as activists, theorists, pragmatists, and reflectors, and the role of the learning curve. It further examines the training needs of managerial staff at various levels (junior, middle, and senior), and evaluates the advantages and disadvantages of different training methods like role-playing, case studies, and seminars. A systematic approach to planning a training and development program is also outlined. The report concludes with an evaluation of the induction training program, including evaluation techniques and an assessment of its effectiveness, followed by a discussion of the role of government in training and development, the need for competency and skills assessment, and the impact of government initiatives on HRD. The report provides a comprehensive overview of the key elements involved in designing, implementing, and evaluating an effective HRD induction training program.

HUMAN RESOURCE
DEVELOPMENT
Table of Contents

INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Design Induction Training Program .....................................................................................1
1.2 Role Of Learning Curve And Its Importance ......................................................................3
1.3 Learning Styles And Theories Contributing To The Induction Programme.........................4
TASK 2............................................................................................................................................4
2.1 Training Needs Of Managerial Staff Employed At All Levels. ...........................................4
2.2 Advantages And Disadvantages Of The Training Methods ................................................5
2.3 Systematic Approach To Plan A Training And Development Programme .........................6
TASK 3............................................................................................................................................6
3.1 Evaluation Techniques Of The Induction Training Programme...........................................6
3.2 Evaluate Effectiveness Of Training Programme...................................................................7
TASK 4............................................................................................................................................8
4.1 Role of government in training and development in the UK................................................8
4.2 Need of competencies and skills assessment in organisations .............................................9
4.3 Contribution of Government initiative on HRD:................................................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
One of the most essential asset for any institution are the employees or work staff of that
association because they have the intelligence and skills to achieve the organisations goal. It is
important to place the right person on the right job based on his education, background,
capability and greed to learn. At the same time as technology improves, government law changes
and with change is companies goals and objectives its is not only important to hire right people
but it is also important to train them from time to time so as to increase their skills and promote
them (Werner and DeSimone, 2011). Human resource development plays a significance role by
adopting different measures, approaches and techniques to train the most exceptional workforce
view a view to accomplish organisations mission. HSBC is one of the largest banking and
financial corporation in terms of asset. It is a leading world class bank providing various
financial services to its client. HSBC was established in the year 1865, in Hongkong.
TASK 1
1.1 Design Induction Training Program
Every organisation is required to welcome the newly hired employee and introduce them
about the company. An induction training program includes details about what the company is,
what are is goals, mission and objectives, its vision – where it see itself over a period of years,
how and what it does to accomplish it. It also describes the role for which the workforce is hired,
its responsibility, and contribution to make the company successful and a leader in its field.
Institution believes 100% transparency and hence it discusses work hours, rules, procedure,code
of ethics, code of conduct and security policies with the new staff (Swart and et. al, 2012).
Finally they explain them their salary structure, deduction policy, leave policies and details
about bond with company if it exists.
HSBC is the seventh largest in international banking and financial services. It provides
following services to its high end profile clients:commercial banking, global banking, retail
banking and wealth management. Because of the growing completion HSBC hires a large
number of workforce. All the individuals hired are different from one another is some or the
other aspect hence, different learning styles for each individual is adopted by the bank.
Learning Styles are as follows:
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Illustration 1: Different Learning Style
Activists: They are the individuals who grasp by actually doing or experiencing the task
that is been given to them. They are not easily adaptive to the change in situation, and are less
adaptive to a particular skill.
Theorist: They are the one who just don't jump to the conclusions. The like to read
theories, evaluate and analyse it and only then come to a conclusion relating these theories to the
present situation.
Pragmatist: They are practical in nature, this means they relate all the learning, theories
and ideas to how they can put it to practical use (Knowles, Holton and Swanson, 2014). They
does not believe in philosophical concepts. They are easily adaptive to change in situations and
love to take new challenges and work in new situations.
Reflector: These type of individuals normally learn by observing other people. They are
slow learners as they collect data, compare it to his observations, and then come to a conclusion.
HSBC follows Pragmatist style of learning. They prefer employees who are ready to take
new challenges, are able to work in any situation and don't just believe in book learning but
believe in applying what they have learned through many sources.
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1.2 Role Of Learning Curve And Its Importance
Learning curve reflects the degree to which a person progress through continuous
learning and experience(Kinicki and Kreitner, 2012). A steep learning curve reflects positive
learning. This shows that when you start a new job you are more enthusiastic as everything is
new and there is so much so learn. When you are at the top of the curve everything is learned
and now there is nothing new and existing , hence, after this points thing are steady and no
further growth is seen.
Illustration 2: Learning Curve
Importance of learning curve to workplace environment: Each and every institution
conducts a training programmes for its employees. For the very purpose organisations invest it
money, time and energy and expect that the workforce should put it to practical use when they
complete the training period. If the knowledge is not put to use then it will not benefit the
company in completing its task(Armstrong and Taylor, 2014). The money they have spent will
not be of any benefit and will only add up to the cost of operations. New employees face daily
new challenges and opportunities , these learning secessions will help them to do their work
smoothly and without any barriers.
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Hence HSBC follows a two days orientation programme and a one month on the job
training secession to make the employees aware of the work they are required to do and the skill
they will have to put into use to complete the same.
1.3 Learning Styles And Theories Contributing To The Induction Programme.
As the need for workforce differs from firm to firm,industry to industry and on basis of
market in which they operate, the methods, learning styles and theories that they use also differs.
Moreover, it also depends to a large extent on the individuals learning approach, experiences,
nature and his personality (Bratton and Gold, 2012). However, HSBC is required to prepare a
induction programme in such a way that it caters the need of everyone. They can also provide
personalise training depending on the role and responsibility of the staff and how quickly they
want him to adapt to the new changes. Therefore, its best suggested to not use just one type of
style but use combination of it. This will be suitable to all and will be more competent.
Moreover some training can be done on the job by the supervisors of the department as this will
help them to know their area of operation better.
TASK 2
2.1 Training Needs Of Managerial Staff Employed At All Levels.
As the role and responsibilities differs at each level i.e. Junior, middle and senior level
the training process of all the managers will also differ.
Junior Level: They are responsible for banks daily operation and are mostly in direct
contact with the customers. Their areas of training should mostly focus on Customer
Relationship management. They should also be trained on how to resolve customer problems
based on previous issues. Training should be given in relation to the resources like, computer,
software to be used etc., process of working, handling grievances, distribution of work among
subordinates. Its also required to tech them how they can motivate their subordinates and thus
teach them how to apply various techniques and methods.
Middle Level: They are the backbone of any institution as they act as the link between
the senior executives and the entry level managers (Guest, 2011). In most companies for
providing a full course specialised training to them they are sponsored and recommend to top
institutes by the company. These institutes provide them weekend training all round the year in
every field which they are required to excel. IN HSBC the branch managers are the middle level
managers and they are responsible for the sales, promotion, budgeting, making strategic plans to
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promote the bank and so on. Managers are required to constantly motivate their entry level
managers , manage different teams, and explain them what the senior executives expect of them
and show them ways to complete the tasks. He should be taught to maintain a balance between
friendly relationship and bossy relationship at the same time.
Senior Level : Board of directors, chief executives are the top managers of any company. They
are the one who are responsible for the brand image and conduct of organisation. Hence, they
must be given proper training in all aspects i.e. change management, leadership, financial
planning, allocation of resources.
2.2 Advantages And Disadvantages Of The Training Methods
Before implementing any method for training and development HSBC is required to have
a detailed study of all the advantages and disadvantages of various training programmes
(Meredith Belbin, 2011). This will help them to choose the best method suitable for them from
the numbers of options available.
Role Playing method: In this managers are required to role play i.e. act and take
decision as if he is already the branch manager. Its based of the fact that when you actually do it
you understand it better. It helps in understanding complex matters and responsibilities is the
easiest manner. However it does not work if the person is shy in performing it.
Case study method: In this managers are provided with situations of previous challenges
faced by the company and also asked them their reaction and action taken in the same situation.
This will help them in solving complex similar cases that they will face in future. However, not
all situations practically faced have case studies and thus limits the area of learning.
Special Courses and Lectures: In this either some study material is provider to the
trainee or he is sponsored a course in some institution(Daley, 2012). It does not work if the
employee misses many course sessions due to pressure of present work.
Conference and Seminars: In this managers are asked to attend seminars and
conferences of some important and experienced person from the industry to take some influence
and motivation from them and act accordingly. This method fails if the speaker does not cover
the topics on which the employee wants exposure and learning.
Brain storming method: This emphasise on solving problems in new and creative ways
without any fear of it being rejected or accepted. It fails to work if the trainer does not possess
ability to think out of the box.
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HSBC can use a set of all these methods to train the newly appointed managers. It is
required to select a combination of all these methods for the overall training and personality
development of managers.
2.3 Systematic Approach To Plan A Training And Development Programme
It refers to the process or all the stages that a training programme passes through before
implementing or executing it in any Training and Development programme of an organisation
(Jeung and et. al, 2011).
It starts with determining the purpose for which it is implemented and ends with the final
execution of it.
Aim: Identify the various roles for which individuals will be recruited and how will they
contribute to achieve the goals and objectives of the company.
Analyse Training needs: Identify the areas in which training is needed as per their
skills, knowledge and behaviour.
Design Training Strategy: Determine the method to be followed to train them, and
making sure all the learning material is available.
Implementing training Strategy: Finally using it to train the employees.
TASK 3
3.1 Evaluation Techniques Of The Induction Training Programme
For successful implementation of any programme in the long run evaluation plays a vital
role in identifying any gaps in implementing it. This means to check its effectiveness or verify
whether its solving the purpose for which it was made(McKenzie and et. al, 2012). The objective
of evaluating training programme is to determine whether the employees are well aware of all
the facts that were taught to them and is the training of any use to them in easing their work. Its
is also important to know if any further training required or not. Hence, the HR manager is
required to plan the evaluation process and to draft its out comings that the senior managers will
require to know how fruitful it was.
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Following is a table of activities planned by the HR team to make the orientation programme a
little interesting for the new joiners.
ACTIVITIES NO. OF
EMPLOYEES
AIM TIME TAKEN
GETTING TO
KNOW
50 TO HELP THEM
KNOW COMMON
AREAS OF
INTEREST
30MINS
BINGO (WITH
FACTS)
50 TO BUILD TEAMS 20MINS
NUMBER GAME 48 INTRODUCE
STATISTICAL
DATA OF
COMPANY
15MINS
PICTURE
IDENTIFICATION
50 TO INTRODUCE
ALL THE
MANAGERS AND
EXECUTIVES
10MINS
QUESTIONNAIRE 50 TO KNOW ABOUT
THE CANDIDATE
5 MINS
FEEDBACK 50 HOW WAS THE
PROGRAMME
OVERALL
2 MINS
3.2 Evaluate Effectiveness Of Training Programme
To know how effective the training and induction programme was the HR team
conducted a feedback process(Jiang and et. al, 2012). It was conducted with a view to know
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whether the candidates have full knowledge about what they were taught, how well the activities
session went, did they enjoy it, how can it be improvised , it also give scope to suggest any new
ideas by which it can be made more interactive and interesting. Below are the steps taken in
feedback process:
Candidates Reaction: It includes the immediate reaction of the participants on know
everything about the activity. Whether they were enthusiastic in doing it or did just out of
obligation. It also includes the behaviour in the entire secession.
Questionnaire:On completion of an activity candidates are asked about the activity
process. Did they like it or not. They were also asked the aim of the activity and some questions
related to the out coming of the activity(Avey and et. al, 2011).
Face To Face Conversation: After 2 weeks of placement new joiners are asked about
their initial experience with the company, task they are handling, problems in handling them,
review about team leader, and whether they are prepared to start actual work.
It was found that the 2 days induction and one month on the job training programme for
new joiners was very successful. At the end of it they were well aware about the company
background, their roles and responsibility and the objectives and goals of the organisation. They
were very enthusiastic to finally join the organisation and start their work.
TASK 4
4.1 Role of government in training and development in the UK
A skilled worker will contribute 100% in organisation. It is workforce that make
organisation different from other. Effective employees create positive and high performance
work culture. Now-a days government is giving emphasis to training and development activities
and thus plays a vital role in removing employment barriers (Lund and Colin, 2010) . The idea
of life long training is also introduced by government to remove barriers in employability and
create opportunities in wider areas. HSBC is also participating in such apprenticeships
programmes . It also helps in active citizenship of communities. The main purpose of life long
learning is -
Vocational learning- vocational training is one of the initiatives followed by
government to spread working culture and make more people learn and get employable. It also
expand the learning demand and thus, helpful in training and development activities.
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Satisfaction – It provide satisfaction to the people and an economy. The training and
development will spread positive culture. Citizen also think government is concern about their
need (McMillan, Morris and Atchley, 2011). It satisfy domestic market and people will become
more advance. HSBC also take initiative by providing apprenticeships training to talents and
make them more effective.
Enhancement of skills – it also help in enhancing skills of different class of people.
Enhancement of knowledge will make people more advanced and eventually help in growth of a
nation.
The life long learning will remove barriers of knowledge and skills. The life long training
and development activities will make a nation better. It also build confidence in people and make
them suitable for workplace and help them to be adaptable according to workplace (Kehoe and
Wright, 2013). It not only improve efficiency and productivity of youngsters but adult will also
take advantage of the same. Tife long learning will definitely influence global talents which have
all skills and knowledge but does not able to get adaptable to business environment. Also it will
help in removing poverty and make nation grow.
4.2 Need of competencies and skills assessment in organisations
Every organisation need competent workforce to deal with dynamic work environment
and make organisation best among all. It is one of the main requirement of organisation to have
competent and skilful employees. Matching competencies of employees with job competencies
will make them more productive and efficient. The training and development of employees are
always important but that does not enough to make them suitable. Competencies and skills are
needed by public and private sector organisation. To improve performance of talented people,
their regular assessment is needed (Steffen and et. al, 2015). If performance is not checked then
it is impossible for an organisation to make improvement in efficiency of employees.
Organisation that try to understand characteristics of successful employees always get
competitive advantage over its rivals. HSBC also look for assessment activities to improve
performance of their employees. Thus, competencies assessment is always vital for an
organisation. The need of competencies and skills assessment is as follows
To improve productivity of employees- skill assessment also improve productivity and
efficiency of employees. They become more productive and thus eventually help organisation.
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Creation of future leader- Every organisation look for future leaders who will take their
organisation forward. Training and developing employees is not enough but how organisation
make assessment of employees performance and make the improve it is vital.
Competitive advantage – organisation will definitely get an edge over others if they
regularly assess their employees performance. Employees will also try to work well to secure
higher level.
4.3 Contribution of Government initiative on HRD:
The government contributed at lot to enhance skills of human resources by their training
and development initiatives. Human resource development is the overall development of
workers and make them appropriate for required position. The government's life long training
improved efficiency and productivity of employees. It is one of the strategic approach however
the main focus is building global talent and make them ready for the organisation. The
government aim is to bridge gap between particular job role and employees skills. The
vocational training programs are run by government to remove barriers of employment and
employment level in a nation. HSBC also taking part in vocational training programs which
make their workers more skilful. It also assess skills gap and resolve those gaps as quickly as
possible. Government investment in vocational training and development played an effective
role in developing of skilful managers in nation and thus, nation will grow. Training and
development contribution will always make an effective contribution in human resource
development activities. Human resource development include all the activities required to
enhance skills and knowledge of employees. Also human resource development contributes in
economic development of nation. The government try to foster competencies over all the sectors
of economies and build best environment in nation. The contribution of government initiatives
on human resource development can be explained with following points-
Skilful workforce – the initiatives led down by government helps in making employees
skilful which eventually make them appropriate for organisation and creating employment in
nation.
Economic development – it helps in overall development of economy and make nation
best among all other nations. Training and development will definitely boost employees to
perform well and contributes to nation.
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