Human Resource Management: T&D at Randstad Singapore Detailed Analysis

This report analyzes the role and importance of Training and Development (T&D) within Randstad Singapore, a leading recruitment agency. It explores the meaning of T&D, its significance in the current business landscape, and the advantages and disadvantages of implementing such programs. The report details various T&D methods, including off-the-job training like special courses and seminars, and on-the-job methods such as job rotation and coaching. The analysis covers how T&D enhances employee performance, addresses weaknesses, ensures consistency, boosts productivity, fosters innovation, and reduces employee turnover. It also discusses how training and development can improve the company's reputation. The report concludes by emphasizing the benefits of effective training programs in achieving organizational goals and objectives, improving employee morale, and maximizing productivity.

Human Resource
Management

TABLE OF CONTENTS
Table of Contents.............................................................................................................................2
INTRODUCTION...........................................................................................................................1
Overviews of the company.....................................................................................................1
Meaning of T&D....................................................................................................................1
Importance of T&D in current business.................................................................................2
Advantage and disadvantage of using T&D...........................................................................3
Method of using training and development............................................................................5
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
Human resources is considered as valuable part of an organisation which decide the growth
and success of an organisation through performing assigned roles and responsibilities in an
effective and efficient manner It is designed to increase employee performance so as to achieve
desired strategic aims and objectives of “Randstad Singapore”. It is one of the top most
recruiting agency that provides jobs to the skilled and capable people. This project aims at
providing specific information about Training and development method used within an
organisation. Apart from this, importance and merits and demerit of using T&D within an
organisation is also being discussed accordingly (Bal, Kooij and De Jong, 2013).
Overviews of the company
“Randstad Singapore” is one of the top recruiting company in Singapore. This company is
engaged in recruitment and headhunting business. They provide reliable and client oriented
services in order to satisfy their clients. The vision is to contribute towards a better society and
maximise future employment along with enhancing economic growth and development. The
primary aim of this agency is to operate their business functions in such an effective manner that
will help in enhancing the personalised HR experience way that they can provide an effective
and personalised HR experience. They have an expertise team of professionals which has the
ability to convert global strategy into local execution so that they can serve their community (CG
Davidson, McPhail and Barry, 2011).
Meaning of T&D
In every business organisation, it has been seen that HR department plays an eminent role
in overall growth and management of internal department of the company. It is the responsibility
of HR manager to make all arrangement effectively so that they can assist them in attaining
overall growth in near future time. HR management regards training and development as
important function which is associated with organisational activity which aimed at improving the
job performance of a singular and groups within an organisational goal setting. Role of HRM is
to arrange training plans and programme for employees and enhancing their ability to grow their
individual talent and performance in operating their role at office premises.
Training and development: It is one of the effective functions of HRM which are
conducted with an objective of enhancing the skills and knowledge of employees so as to
increase their contribution towards organisational gaols and objectives. There are specific
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chances to increase inner potential among each employee to perform their job in best and
effective manner. The training and development programs fulfil the performance gap among
employees through making employees more capable to perform allotted task in desired way.
Employees can get motivated when they get sufficient amount of training for that particular post
of designation (Collins, Zhu and Warner, 2012).
Definition of training:
According to Edwin B Flippo, Training is the concern act of increasing the knowledge
and skills of an employee for conducting any particular job. This will assist to improve an
employee’s present and future performance so that they can be capable enough to generate more
outcomes in near future. It is job oriented process that create bridge among what the employees
are doing and expectation of organisation from them. There is various method through which
training can be provided to the employees in order to increase their inner ability to perform their
job effectively.
Definition of Development:
It is said to be planned, systematic process of learning and growth through which manager
can develop their conceptual and analytical ability to control and manager their work. It is the
application of knowledge that provide people understanding of rules and programme to guide
their behaviour of each and every employee within a Randstad Singapore company (Delmotte,
De Winne and Sels, 2012).
Importance of T&D in current business
There are various importance of training and development that can be beneficial for
Randstad Singapore and that are mentioned below -
Amends employee performance – Training improves the performance of employees as
they better understand what they need to do in their job. This training provides them a better
understand ability of their responsibilities and job role. This encourages them to put efforts and
enhances the performance. For an example, if Randstad Singapore provides training to their
workers then it will boost up their confidence and will also increase the job satisfaction in them.
Analysing the weaknesses – It can be seen in Randstad Singapore that there are many
employees who have some weaknesses and because of that they cannot perform well. So the
motive of training is to analyse the weakness and improve them and align all the employees on a
higher level. This will provide them to similar skills and knowledge and it also help to reduce the
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weaknesses that restrict them to attain their goals. It will make them liable to focus on their work
accomplish the task without any supervision and help.
Consistency – The company's consistency refers to the policies and procedures that need
to be aware to the employees about expectations and procedures of the company. If the
employees show their better performance consistently then it will bring profitable result to an
organisation.
Productivity and quality – An organization can gain the increased productivity and
quality of work as it meets to attain the success of the project. Randstad Singapore also increase
the company turnover and potential market of share.
Innovation and new strategies and products - Randstad Singapore trained its employees
in an enthusiastic way that they are putting their efforts in the ideas to produce innovative
products. This training is encouraging creativity and that can be implement in the organization
working.
Reduce employee turnover – Training and development programs provides job security
to the employees due to which the employee turnover is decreased as the staff feels valuable
because the company is investing for the personality development of their workers so they less
likely to change the job. In addition, it also has a benefit that it trains the employees to cover the
recruitment cost and enhance the productivity.
Raise company reputation and profile – Training and development helpful to develop
brand reputation and also enhances it profiles. Randstad Singapore can also allure the new
recruits as it supports them to improve their skills and knowledge which can open the
opportunities for them (Guest, Paauwe and Wright, 2012)
Advantage and disadvantage of using T&D
In order to make proper understanding of various strong and negative aspect of using
training and development the manager need to analyse their merits and demerit to the business.
Some of them are discussed underneath:
Advantages:
Enhance employee morale: Training and development programs increases the skills and
knowledge of employees working in Randstad Singapore which makes them more capable to
perform allotted roles and responsibilities in an effective and efficient manner. Training provides
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job satisfaction and security which directly increases the morale of employees. This will be
maximising their contribution towards organisational growth and success.
Minimal supervision: When an employee is trained and knowledgeable related to
performing various business activities then they require minimum supervision due to which the
management of Randstad Singapore have enough time to focus on prioritized areas which results
in achieving competitive advantage (Kim and et. al., 2015).
Opportunities for promotion: During training sessions, the employees get an opportunity
to develop their skills and capabilities which provides them a clear way of getting promotional
opportunities. It increases the position of employees within an organisation which make them a
valuable asset of an organisation.
Enhances productivity: Gaining knowledge and skills in training programs help in
increasing efficiency level of employees which in results increases the productivity of company.
Due to this, Randstad Singapore is able to produce and provide quality products and services
which indirectly maximises the satisfaction level of their targeted customers.
New inventory skills are developed: The management of an organisation always expect
from their employees to develop new ideas and concepts which brings their company ahead from
their rivals. This can be possible through providing them training programs or picking up
existing employees and train them with an expectation of getting valuable support from them in
achieving desired goals and objectives.
Disadvantages:
Incurs more time and money: Conducting training and development programs requires
an organisation to invest lots of money, time and hiring other professionals for training. They
also required to pay wages to both trainees and employees. Therefore, it increases cost of
Randstad Singapore which affects their revenue generation as well.
Increase stress: Providing training sessions consisting more number of hours which
makes their employees more stressed due to which the interest and working behaviour of
employees goes down. It will bring more disadvantage to company.
Leave for new job: When an employee is enhancing their skills and knowledge about
particular area of business then it may increase the chances of leaving the job by employees due
to gaining better opportunities in another organisation. This will bring more disadvantages to
Randstad Singapore.
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Method of using training and development
There are various methods that “Randstad company” can use to provide training and
development to their employees and workers. Training methods are selected on the basis of
needs and requirements of employees which are identified through collecting feedbacks and
analysing their past performance. it can be categorized into two parts:
Off the job training: Under this method, training is provided outside an organization so
that the employees give their entire time towards the training objectives. It is considered as more
popular method due to eliminating the limitations on on-the-job training methods such as
facilities and environment, lack of group discussion, low involvement in training activities
(TRAINING AND DEVELOPMENT (T&D) METHODS, 2018). In this method, development of
trainees is a primary objective. It can be conducted in following ways: Special courses and lectures: These are the courses which are developed by either
company or by management. For this, the company appoints professional trainees to
educate and provide knowledge to their employees about benefits of advanced and latest
technologies. For example, digital technology such as social media which makes easy for
employees to attract large number of customers towards its products and services within
minimum time and cost. Conferences and seminars: In this, the employees have an opportunity to express their
views, opinions, suggestions and feedbacks towards their professionals with an
expectation of getting suitable answer or solution.
 Case study method: In this, the trainers allots task to employees which are different from
their field with the purpose of providing them knowledge about working in different
fields and benefits (Kim and Bae, 2017).
On-the-job method: It is said to be an important method of training which is given to the
person for the particular job that they actually going perform. An individual works on overall
development at the same period of time. Some valuable methods are:
Job rotation: It is one of the crucial techniques that is done to move employee from one
job to another on regular course of actions. It can be done either through task rotation or job
position rotation. For example, transferred from lower to higher position after analysing their
performance level in past years.
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 Coaching: Under this, hired professionals provides sufficient knowledge about particular
field work along with their scope in future help in bringing motivation among employees
to perform well and achieve its professional’s goals within limited time period. The
instructors of “Randstad company” provide completed knowledge about any particular
topic to their employees so that they can understand it in a better manner.
 Committee assignment: The group is being assigned any issues to deal with and make
proper suggestion to the “Randstad company” about their employee’s performance.
 Experiences: It is said to be learning by doing. The “Randstad company” used to focus
on learning ability. Because, if employees or candidate learn each and every situation
effectively then changes of growth among them can be increase all the time (Muster and
Schrader, 2011).
Findings:
The Randstad company is having their own consulting techniques to train their fresh
talent or existing employees. They usually follow on-the-job method to guide them. Because, it
is essential for them resolve all the query among them at the initial phase so that future impacts
can be remove.
CONCLUSION
From the above project report, it has been concluded that HRM is one of valuable aspects
that can lead to increase overall ability of employees. It can be done by providing effective
training and development to them. Importance and merits and demerit of using T&D is
mentioned in the project to groom the employee’s skills and knowledge for performing their job
within an organisation.
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REFERENCES
Books and Journal:
Bal, P. M., Kooij, D. T., and De Jong, S. B. (2013). How do developmental and accommodative
HRM enhance employee engagement and commitment? The role of psychological
contract and SOC strategies. Journal of Management Studies. 50(4). 545-572.
CG Davidson, M., McPhail, R., and Barry, S. (2011). Hospitality HRM: past, present and the
future. International Journal of Contemporary Hospitality Management. 23(4). 498-
516.
Collins, N., Zhu, Y., and Warner, M. (2012). HRM and Asian socialist economies in transition:
China, Vietnam and North Korea (pp. 598-619). Edward Elgar Publishing.
Delmotte, J., De Winne, S., and Sels, L. (2012). Toward an assessment of perceived HRM
system strength: scale development and validation. The International Journal of Human
Resource Management. 23(7). 1481-1506.
Guest, D. E., Paauwe, J., and Wright, P. (Eds.). (2012). HRM and performance: Achievements
and challenges. John Wiley and Sons.
Kim, B., and et. al., (2015). Influence of dilute feed and pH on electrochemical reduction of CO
2 to CO on Ag in a continuous flow electrolyzer. Electrochimica Acta. 166. 271-276.
Kim, D. O., and Bae, J. (2017). Employment relations and HRM in South Korea. Routledge.
Muster, V., and Schrader, U. (2011). Green work-life balance: A new perspective for green
HRM. German Journal of Human Resource Management. 25(2). 140-156.
Online
TRAINING AND DEVELOPMENT (T&D) METHODS. 2018.[Online]. Available through: <
https://management-chandrasekhar.blogspot.com/2011/05/training-and-development-t-
methods.html>.
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