HR Management Report: Training, Performance, and Legal Compliance

This HR Management report provides a comprehensive overview of key aspects within the field. It begins with an executive summary and introduction, then delves into various training methods and techniques, including technology-based learning, on-the-job training, mentoring, and group discussions. The report explores different learning styles, approaches, and theories such as Kolb's theory and cognitive approaches. It then examines learning and development strategies, emphasizing alignment with management goals and employee surveys. The concept and purpose of performance management are discussed, along with performance management approaches and practices. Finally, the report addresses employment-related legislation relevant to HRM. The report emphasizes the importance of training, performance evaluation, employee motivation, and legal compliance in fostering a productive and compliant work environment, and it is a valuable resource for students studying human resource management.

HR MANAGEMENT
REPORT

EXECUTIVE SUMMARY
Human resource is the essential department in business, it ensures that people are
managed in the firm in significant manner. Companies need to emphases on providing training
to staff members. On the job and off the job are various training methods. By providing on the
job training company can easily make people aware with the actual working platform which
help them in minimising their workplace mistakes. Survey from employees is the method that
help in analysing issues faced by employees and entity can take right action to resolve their
problems so that they can get suitable working atmosphere. Performance management plays
significant role in retaining staff and enhancing their working abilities. HR has to follow all
the legal guidelines carefully and according to norms it has to make changes in its practices so
that company can sustain in market for longer duration.

Table of Contents
HR MANAGEMENT REPORT..................................................................................................1
EXECUTIVE SUMMARY.........................................................................................................2
INTRODUCTION.......................................................................................................................5
LO3..............................................................................................................................................5
Various training methods and techniques...........................................................................5
Learning styles approaches and theories and models.........................................................6
Learning and development strategies.................................................................................7
LO4..............................................................................................................................................7
Concept and purpose of performance management...........................................................7
Performance management approaches and practices.........................................................8
LO5..............................................................................................................................................9
Employment related legislation consider in HRM.............................................................9
CONCLUSION..........................................................................................................................10
REFERENCES..........................................................................................................................11

INTRODUCTION
The hospitality industry is focusing on workforce and skills and competencies of
workforce as well (Bititci Cocca and Ates 2016). Report will provide the knowledge regarding
the training and learning method and techniques. Learning styles are affecting the performance
so it will be discussed in the report. Performance management is something which will have
the effect on the employee performance and so the performance management approaches will
be discussed in the report. Proper employment legislation which have effect on employees
performance and company have been discussed in report. The report will provide the
knowledge regarding the human resource management activities and work.
LO3
Various training methods and techniques
There are variety of training methods which is used by company for working in
effective way.
Technology based learning
Technology based learning programs will include the PC based programs and inter
active multimedia as well. Web based training programs are the latest trends which are
followed by company for providing the training to employees. Training and technology are
unlimited and these all can increase the knowledge of employee (Cousins Lawson Petersen.
and Fugate 2019). These training programs will include the use of technology and effective
working conditions as well. For example Google is the leading firm that arranges technology
based training for its employees across the world. As it has many branches globally hence
providing them on the job training is quite difficult hence Google organises web based training
sessions so that people can understand their job role.
On the job training
In these process of on job training, company is hiring the individual to work in
company and providing the training in company while doing the job. These will give the
practical knowledge to employees which are working in company. Due to these practical
knowledge employees are able to work in the effective way and face the adverse situation
efficiently. These training provides the motivation to employees which are working in the
company (Noe, and et.al., 2017). For example: Toyota provides On the job training to its

workers where people get to know about manufacturing process of car and how they will have
to perform it,. This helps the company in minimising mistakes from employee site.
Mentoring
Mentoring is the best way for training employees because in the process of mentoring
employees get the chances of working under experienced one and gain the knowledge form
the experienced employee as well. Mentoring requires mentors which will provide the
knowledge to employees for working in company (Dastgeer Tanveer Atta and Ahmad 2017).
Group discussion
Group discussion are discussion which will discuss the issues which are faced by them.
These type of discussion are the better form of the discussions done by them. In these many
employees will sit together and discuss the ideas and issues faced by them. These can lead to
the increase in the knowledge of employees and provide them practical knowledge (Flament,
and et.al., 2019).
Learning styles approaches and theories and models
There are various learning styles which will be used by company to perform work in
the suitable way. Various theories and approaches will be used by the company like the kolb
theory and cognitive approach as well (Kang and Shen 2016).
Kolb theory of learning
The theory of kolb is known to every one in the organisation and these can help
company to change the learning style as well. As per kolb theory of learning there are
converger and diverger which will work in the effective way. Convergers are one which will
work accordingly and have the dominant abilities in the areas of development. Divergers are
one which will help the company to work in the effective way and people are learning by the
way of the pictures. Simulators are one which will help the people in the areas of the
conceptualization and the reflective observation is provided as well. The accommodator is the
strongest way of learning the things because it is the opposite of the assimilator style
(Mohseni, and et.al., 2018).
Cognitive approaches
These approaches are leading the company to work in the effective way and these will
include the learning style of the avoidant, participate, competitive, and collaborative many
more. In the collaboration of the team work is important because every people help each other

to learn new things and provide them new technology as well ((Cousins Lawson Petersen. and
Fugate 2019)). In these avoidant is also important because some people are avoiding the
learning and for them learning is made easy by providing them knowledge what they will gain
and then impact of the knowledge as well. Competitive is also included in the learning style
because some people only learn when they face the strong competition with the other
employees. Some of them are depended and some of them independent and can learn on their
own.
Learning and development strategies
Learning and development is affecting the employee performance and so better
training programs must be held by the company for maintaining the better training and
development programs.
Innovation is done by the company on the large scale but the employee need are not
trained, and they need to work on the new technology and in the effective way. So the
company must provide training to employees regarding the use of technology. These will help
the many to perform the work in the suitable way. Employees need to get comfortable with the
technology so that they can work in the effective way (Dastgeer Tanveer Atta and Ahmad
2017).
Align training with the management operating goals, management operating goals are
the better performance, productivity, quality and customer satisfaction. These all the goals will
be accomplished easily if the employees are working in the effective way. Training is
provided to employees for the marketing and sales and so these can improve the sales of
company. So training must be provided for the operating goals which can improve the quality
of work of employee. Customer satisfaction is the prime motive of company and for that
employees need to analyze the need of customer and for that employees need to be trained
(McCabe Redick and Engle 2016).
Survey the employees, in these process survey of employees is done on the basis of the
organizational performance. Organizational performance is recorded on the basis of the
performance of employees and these can be evaluated on the base of the training and
monitoring the work of the employees. Training is provided to employees but in these the need
of employees will be recorded and proper survey will be done by company for working in
effective way. Employees need can be proper training and guidance and also it can be that

they need mentors to work in the effective way (Flament, and et.al., 2019). This is the best
practice, for example Google applies this technique for making necessary changes in the firm
for its development. It conducts survey with employees. It gets to know the problem that is
faced by workers in the firm and they enterprise makes necessary changes in its practices in
order to provide suitable workplace environment. this is beneficial for the business in retaining
talent in firm and performing operational activities in significant manner.
LO4
Concept and purpose of performance management
Performance management is the process of ensuring the activities and meeting the
output of organisation in the effective way. It is focusing on the performance of employees in
the organisation (Kang and Shen 2016).
Performance management can help company to address the urgent challenge.
Performance can be improved by the way of providing feed back to employees because
employees must know about the mistakes which are done then only it can be rectified. The
urgent challenge can be addressed by the way of the setting clear objectives and working
collaboratively. These all can improve the performance of employees and these will benefit
employees which are working.
Performance management ensure that every employee can achieve the smart goals.
Every person is setting the goals and these can be achieved by the way of the focusing on the
employees performance and monitoring the performance of employee. In these process goals
need to be identified but in many cases employees are not aware about the smart goals which
need to be achieved (Kang and Shen 2016).
Performance management help to identify the development areas which will Improve
the performance of employees. Every individual person has some strengths and areas which
need to be developed for working in the effective way. Like the employees can work on the
learning techniques and also on the working technique of employee.
In performance management company can offer rewards and recognition, it will
include reward management system for employees which are working in the company.
Employees need motivation and this motivation can lead company towards the huge success
and for these employees must be given rewards for their best performance in projects.
Company must look that the employees are happy and are working in the company ((Cousins

Lawson Petersen. and Fugate 2019)). Reward are given to employees on the basis of the
performance and improvement in the performance. For example: Google being a leading firm
face lots of competition in market, it ensures that skilled people retain in firm hence it
provides them attractive salaries with incentives which encourage employees to work hard.
Such kind of rewards are helpful in enhancing employee’s performance.
Performance management approaches and practices
Company can use the different management approaches and practices for analyzing the
performance of employees.
Feedback and reviews are provided by employees which will help them to perform
their work in the correct way. Performance can be analyzed by the way of the checking work
of employees and keeping record of employee performance. Feedback can be given by
employers to correct the work and use the effective way for completing he work but the
employees need to be provided with the proper guidance while doing the work. Even if the
training is provided to them but then also they will need proper guidance and development
areas must be shown to the employees ( Flament, and et.al., 2019).
Training and development is the best way to improve the performance of employees.
Due to training employees will be working and performance of employees will be monitored.
In this performance is monitored and development areas of every employee is shortlisted and
proper training to them for improving the performance. These all will help the company to
achieve the growth in market and company can also provide training to them for using new
technology in the effective way ( Dastgeer Tanveer Atta and Ahmad 2017).
Rewards and performance appraisal practices can affect the performance of employees.
Employees are quite bored while working continuously so employees need motivation from
time to time. These will help company to achieve objectives and work in the effective way.
The Best performance of employees need motivation and these will be provided by the way of
the performance appraisal in front of each and every employee. Those employees which
cannot perform well in the project need to be motivated and proper attention is given to them
for working in the effective way (Dastgeer Tanveer Atta and Ahmad 2017).

LO5
Employment related legislation consider in HRM
In the united kingdom there are certain employment laws which will have the effect on
the employees. Human resource department have to follow the rules and regulation set by
government for the company. There are various acts which need to be followed by company
like The employment right act 1996, Health and safety act 1974 and Equality act 2010 as well
(Flament, and et.al., 2019).
Employment right act 1996 is focusing on the right of employees in company. Many
companies are not giving their right to employees but these rights can be used by employees as
per the act and if not provided complaints can be registered in court against company.
Employees need to be provided with the minimum wages and proper facilities in company
(Cousins Lawson Petersen. and Fugate 2019).
Health and safety act 1974 includes the health and safety of employees which are
working in the company. Safety precaution must be maintained by company in the working
area. Safety also includes the safety of the salary and the jobs which are done by employee.
Precautionary measures regarding the safety of employees form the accidents which can be
fire accidents as well. For example: Google has provided safer workplace environment to all
workers, they get training in the firm so that no accidents occur,. This help HR of the firm in
developing confidence of people and making them more positive towards brand (Kang and
Shen 2016).
Equality act 2010 is providing the equality to employees in the working premises.
Discrimination must not be done with employees which are working in organization.
Discrimination is usually done on the basis of the race, sex, caste and religion. So the equality
act must be followed by company otherwise it can levy heavy penalties on the company.
Data protection 2018 act will include the general data protection regulation in UK.
The data of employees is collected by company but company need to look after the accurate
and necessary data which was provided by company. The data can have detail of consumer
which will include the data of race, caste, sex and religion. Under the data protection act 2018
the employees have right to access personal data and employee must be informed about data is
being used by company (Bititci Cocca and Ates 2016).

CONCLUSION
From the above report it will be concluded that employees need proper training for
working in the effective way. These training and learning abilities of employees will be
improved after providing them training. Performance management can have the effect on the
performance of employees and these practices will have the can improve performance of
employees in company. These will help company to work in the effective way and solve the
certain problems which will affect them. Employment legislation are discussed in report which
are made for protecting the employees from the companies. Companies have to follow the
rules and regulation of employment legislation.

REFERENCES
Books and journals
Bititci, U., Cocca, P. and Ates, A., 2016. Impact of visual performance management systems
on the performance management practices of organisations. International Journal of
Production Research. 54(6). pp.1571-1593.
Cousins, P.D., Lawson, B., Petersen, K.J. and Fugate, B., 2019. Investigating green supply
chain management practices and performance. International Journal of Operations &
Production Management.
Dastgeer, G., Tanveer, A.M., Atta, N. and Ahmad, N., 2017. Teachers' Attitude towards
Professional Training for Teaching of English Writing through Problem Based
Learning. Pakistan Journal of social Sciences (PJSS). 37(1).
Flament, and et.al., 2019. Systems and methods for image based content capture and
extraction utilizing deep learning neural network and bounding box detection training
techniques. U.S. Patent Application 16/035,307.
Kang, H. and Shen, J., 2016. International performance appraisal practices and approaches of
South Korean MNEs in China. The International Journal of Human Resource
Management. 27(3). pp.291-310.
McCabe, J.A., Redick, T.S. and Engle, R.W., 2016. Brain-training pessimism, but applied-
memory optimism. Psychological Science in the Public Interest. 17(3). pp.187-191.
Mohseni, and et.al., 2018. Effectiveness of clinical training and evaluation by mixed method
on cognitive learning of anesthesiology students. Journal of Advanced Pharmacy
Education & Research| Oct-Dec. 8(S2). p.31.
Noe, and et.al., 2017. Human resource management: Gaining a competitive advantage. New
York, NY: McGraw-Hill Education.