Investigating HRD Practices and Employee Performance in United Kingdom

This project examines the effect of human resource development (HRD) practices on the performance of private companies in the United Kingdom. It explores various HRD methods, including training, career expansion, and performance appraisals, and analyzes their impact on employee skills, knowledge, and overall company performance. The study utilizes secondary sources such as books and journals to investigate the effectiveness of HRD strategies within the UK private sector. The project highlights the importance of HRD in enhancing employee capabilities, reducing turnover, and improving a company's competitive advantage. It also discusses the performance management cycle, which includes planning, monitoring, and rating/rewarding stages. The conclusion emphasizes the need for UK private companies to implement HRD practices to ensure improved employee performance and overall profitability, thereby gaining a competitive edge in the industry. The project provides recommendations for implementing HRD methods such as training and organizational expansion to strengthen employee skills and knowledge, ultimately helping companies achieve their goals.

MENTAL WEALTH: PROFESSIONAL EXCHANGE AND APPLIED
RESEARCH
Materials
In order to complete this poster, various books and journals have been referred to. The materials are listed below -
• Human resource practices and innovation in the hotel industry: The mediating role of human capital, 2018
• Human resource management: theory and practice, 2017
• Armstrong's handbook of human resource management practice, 2020
• Performance appraisals and job satisfaction, 2017
Methodology
There are different ways that can be used in order to collect information. The methods can either be
primary, or secondary, depending on the requirement of the research. The various primary methods include using a
questionnaire, interviews, focus groups etc. Primary methods of data collection can be beneficial as the researcher can
collect first-hand and appropriate information. On the other hand, secondary sources are those that provide the
researcher with information that is already available in the form of books, journals, online websites etc. In order to
complete this poster, various secondary sources including online journals and books have been used. This is because
the amount of information available on these sources is large, and can be tailored as per the requirement.
Secondary sources have been used because they provide the perspectives of different authors. Also,
researching various secondary sources is usually more efficient than planning and adopting various primary sources.
It allows saving a lot of time as well as money and as a result, leads to more efficient results. In order to form a
sample, the method of random sampling has been used. Since Human Resource Development if a vast topic, the
different books and journals provided an access to a lot of information, that was tailored afterwards so as to meet the
requirements of the poster. Therefore, secondary sources proved out to be valuable to collect useful information
relating to the topic.
Results
Analysis and Models
Human resource development allows the workforce of an organisation to develop new skills and knowledge. It allows the
organisation to effectively utilize the potential of its employees in order to achieve goals and objectives. Human Resource development also
supports the company in expanding its business operations and thus, enhance relationships among the employees. It can have a significant
impact on the performance of employees. The employees not only get an opportunity to enhance their competencies, but also be able to deal with
any future challenges within the company.
The performance management cycle is a model that can be used by the managers of an organisation to review the overall performance of the
workforce. The model involves four stages, Planning, Monitoring, Developing and Rating and Rewarding. In the planning stage, performance
expectations for the employees are set, wherein the managers plan how employees will be developed. This can include providing various
development opportunities like training etc. In the monitoring stage, goals and expectations that are set in the planning stage, are monitored
actively. If there are any areas that require development, are identified and thus, the underperformance is rectified. The last stage, which is rating
and rewarding helps in determining the value added to the organisation by the employees. This is usually done by adopting various types of
methods like an annual performance appraisal. The managers can praise the employee or even provide them with some rewards and benefits.
CONCLUSION
• From the poster, it can be concluded that human resource
development is an important aspect within an organisation. This
is because it helps the employees in developing new skills and
enhancing their knowledge.
• The organisation can use various methods to develop its
employees as they can have a significant effect on their
performance.
• These can include training, career expansion opportunities, task
performance, performance appraisals etc.
• As a result, the performance of the workforce increases which
leads to an increase in its overall profitability. Therefore, it is
suggested that organisations should implement HRD practices in
order to ensure an improved performance.
• This will allow it to gain a competitive advantage within the
industry.
Recommendations and Discussion
• Human resource is important because it involves the company
investing its time as well as money in order to achieve a more
strong as well as effective staff. It allows the employees to
improve their capabilities as individuals and thus, perform in the
desired way.
• Not only this, the organisation also gains a competitive
advantage against its competitors within the market.
• The employee turnover reduces and they are satisfied with their
respective jobs.
• It is recommended that private companies operating in the
United Kingdom should implement various types of human
resource development methods in order to develop their
employees.
• These methods can include training, organisational expansion
etc. It is also recommended that companies should implement
these methods as they will help in developing employees.
• The main purpose of HR development is to strengthen the skills
as well as knowledge of the employees. As a result, they
perform well and help the company achieve its goals and
objectives.
References
• Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource management practice. Kogan Page Publishers.
• Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
• Kampkötter, P., 2017. Performance appraisals and job satisfaction. The International Journal of Human Resource Management. 28(5). pp.750-774.
• Nieves, J. and Quintana, A., 2018. Human resource practices and innovation in the hotel industry: The mediating role of human capital. Tourism and Hospitality
Research. 18(1). pp.72-83.
Acknowledgements Further information
INTRODUCTION
Human resource development can be defined as the process through which a company adds value to its overall
performance by developing their employees. There are different ways that a company can adopt in order to develop its
employees like providing them various opportunities of growth, training, professional education etc. The poster is
based on analysing the effect of human resource development practices on performance of private companies of the
United Kingdom.
Objectives
• To study the overall performance of the workforce in various types within selected private companies of the
United Kingdom.
• To study the different HRD practices like training, career and organisational expansion that are rated by the
workforce of private companies.
• To provide suggestions in order to improve HRD practices of selected private companies in the UK.
ABSTRACT
Human resource development allows the employees of an organisation to develop new skills and knowledge. This is
because if the employees of a company are skilled and committed to their respective jobs, they will help the company
in achieving its goals and objectives. There are different HRD methods like training, performance appraisal, task
performance etc. that can be used to track the overall performance of the employees.