Human Resource Management: Workplace Forces and Training Report

This report delves into the core aspects of Human Resource Management, focusing on workplace dynamics, attracting and retaining talent, and the importance of training development within an organization. The report emphasizes the significance of recognizing and capitalizing on the strengths of employees, fostering teamwork, and creating a positive working environment to boost productivity and employee retention. It also outlines a project plan, detailing the phases from concept and planning to launch, performance monitoring, and project closure. The report highlights the benefits of teamwork, including increased commitment, innovation, and enhanced production, while underscoring the need for flexible work schedules and accountability in management practices. The analysis draws upon the works of Noe and Winkler (2012), Lundberg (2018), Cassy Parker (2019), Scott Keller (2017), Bossart (2017), and Marquis (2019) to support its arguments and provide practical insights into effective HR strategies.

Running Head: HUMAN RESOURCE
Human Resource Management
Name
Institution Affiliation
Date

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Human Resource Management
Workplace Forces
The workplace needs are crucial in determining the overall outcomes for every
project undertaken within the organization. Every employee gets to learn their significance
in the firm through achieving the set goals and receiving a go-ahead on their activities by
the management. Every managing team observes the forces that contribute towards
improving the learning and working processes. Although they are several, some of them
retain more significance in all situations while others remain partially important. The
essential step is to capitalize on the areas which have higher importance while anticipating
to have higher returns thus benefiting the firm.
From the analysis by Noe and Winkler (2012), they established a list of various
forces that influence the processes of learning and working. Among the identified factors,
my take is that attracting and retaining talent holds a higher relevance and significance for
this workplace. A personal encounter with various employees has proven that they are
always ready to provide quality, especially where their input and ideas are recognized.
Such a feeling indicates the hidden and unspoken feelings which are crucial for personal
performance.
The aspect of attracting talent happens in various ways. First, it will involve
bringing on board the best employees who are equipped with the necessary skills for the
tasks. This category requires minimum training before they can begin working. The second
way is through identifying the hidden talent in an employee and encouraging them to

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cultivate it, primarily through learning. Such an approach makes the person more confident
and ready to give their best.
The other component is retaining talent. The most significant function of a
company is to ensure that they maintain their skilled employees at all costs. Withdrawal by
any number of such a category causes a significant draw-back on the process of
production. Talent retention involves acts such as promotions, salary increment, and
similar functions that create motivation for the employee. Therefore, these factors are
necessary to maintain and improve the status of the firm.
In consideration of the forces, I am confident that every firm would improve
significantly through a slight twisting in their current approach on the way they handle and
approach their workers. Many of the firms operate below their capabilities due to the lack
of proper management skills, especially when dealing with the employees. A change in this
approach can increase the confidence in the employees as well as encourage them to give
their best. Therefore, there is a need to consider the aspect of attracting and retaining talent.
Considerations in Training Development
The need for a training surpasses other requirements in the organization. The
training session will involve strategies that help in improving the teamwork skills for the
process area. Firm management always engages in finding the best workers in town and
employing them. The challenge comes in when these employees start providing different
qualities due to their diversity of expertise (Lundberg, 2018). Training sessions should be
sufficient platforms for bringing together such abilities and consolidating them into

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productive forces within the firm. Such efforts would lead to the formation of a stronger
team that is ready to work together to achieve the common goals of the firm.
The training program will include some changes in the management team. Firm
managers determine the nature of working that the employees portray. For instance,
providing employees with a flexible schedule for work makes them more responsible and
productive. A report by Cassy Parker, (2019), most company managers fails to recognize
the impact of proving their employees to be accountable for minimizing inspections and
allowing remote operations. The same analysis relates the desire for the employees to be
granted the opportunity for flexible working which would make them more productive.
The management ought to take such information as a starting point and develop a better
environment for their workers.
The choice of improvement in teamwork skills follows the benefits that a company
is bound to reap from such a process. Consequently, every firm desire to be the most
competent and productive within the industry. Our company has frequently engaged in the
hiring of new workers and assigning them various tasks as per their qualities. This function
is at times expensive due to the resources used by the human resource department.
Therefore, any effort to maintain such workers should be worth a try as long as it will
reduce the burden (Scott Keller, 2017). This section will evaluate some of the benefits of
training employees on teamwork.
First, the level of commitment by the workforce increases when they work
together. When people operate as a team, they always remain motivated to fulfil their task.

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Low morale makes the workplace look gloomy and promote the chances of employees
quitting their jobs. That becomes a challenge to the firm as new workers have to be
brought in. The alternative situation is where the workers have a happy and motivated
environment (Bossart, 2017). They will always strive to produce the best as they operate
on the same ground. Employee retention is an aspect that is promoted by teamwork thus
increasing the rate at which the company attracts and retains talents.
Secondly, there is an increased rate of innovative skills promoted by teamwork.
Employees are always open to each other to the extent of planning and organizing
undesirable activities within the firm. But under positive motivation, the same team can
pull through challenging projects through combined use of personal skills and knowledge.
Teamwork creates a connection between the workers. The link allows them to use their
different perceptions and openness to each other to provide the best solution for a given
situation (Marquis, 2019). Therefore, this activity is crucial for promoting comfortable
working conditions within the company and between the workers.
Finally, the level of substantial production increases within little time. Practical
solutions to various problems problem are one way of increasing the productivity of the
workers. Teamwork helps in bringing together similar minds and enhancing quality
outcomes through cohesive working. The value of collaboration is seen when the company
receives different and consistent results over a short period of operation (Bossart, 2017).
Therefore, the management is challenged to critically identify every employee's
weaknesses and abilities for a better formation of teams.

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Project Plan
Project Phase Description of Contents
1. Concept This stage will present the details of how the project came to
being. It is a stage of idea conception guided by various
stimuli within the firm. The milestone involves identifying
the idea, exploring it, and determining its benefit to the firm.
It is the initiation phase of the main project and a crucial
point of assessing the viability of the venture. Therefore, it is
an informative stage for the focus area/idea for the project
and its specific needs.
2. Planning The best way to handle this stage is to have the whole plan
for writing. The phase involves a close concentration on the
project scope through a clear outline of the target needs and
activities that are to be performed. Every task is categorized
according to its priority level and the budget consolidated.
These details are put down in writing as project estimates
and not full figures.
3. Project launch The process of project launch will commence through the
resource allocation process and task distribution to the
selected project teams. The initial step after allocation is
informing on the responsibilities of every team member.
This makes it easier for the team leaders as the project

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begins to get serious and take shape. Actual working starts
as per the project schedule. The project leader should make
adjustments to the program where necessary.
4. Performance This phase involves close monitoring of the processes and
timelines. The estimated schedule informs on the need to
reallocate resources to various sections for a complete
transformation into actual progress. Project control is
necessary to prevent situations of exceeded timelines and
overuse of resources. The initial plan should help in
determining which areas need to be adjusted either through
more allocations or time extensions. Accuracy is a crucial
factor for the successful completion of this project phase.
5. Close point The final stages of the project are crucial before the
complete closure of the process. The management needs to
check with the identified clients and get approval on the
delivery. Also, there is paperwork that needs signing off to
indicate completion. Every participant in the project
including the contractors and vendors has to receive their
payments on time. Only after that does the project process
get closed.
References

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Bossart, M. (2017). How Connection Fosters Better Teamwork in an Organization. Patriot
Software: Small Business. Retrieved from
https://smallbusiness.patriotsoftware.com/importance-teamwork-organization-
motivation-connection/
Lundberg, I. (2018). Three Keys To Attracting And Retaining Top Talent. Forbes.
Retrieved from
https://www.forbes.com/sites/forbescoachescouncil/2018/05/21/three-keys-to-
attracting-and-retaining-top-talent/#7e8c4c0bbe22
Marquis, A. (2019). Importance of Teamwork in Organizations. Chron: Small Business.
Retrieved from https://smallbusiness.chron.com/importance-teamwork-
organizations-14209.html
Parker, C. (2019). 5 Ways to Attract and Retain Talent in Your Business. B Plans.
Retrieved from https://articles.bplans.com/5-ways-to-attract-and-retain-talent-in-
your-business/
Scott Keller, M. M. (2017). Attracting and retaining the right talent. McKinsey &
Company. Retrieved from
https://www.mckinsey.com/business-functions/organization/our-insights/attracting-
and-retaining-the-right-talent
Winkler, R. N. (2012). Training and Development: Learning for sustainable management
(2nd ed.). North Ride: McGraw Hill.