BUSM4592 - Strategic Human Resource Development Training Report

This report examines the critical role of the Human Resource Department (HRD) within an organization, using Telstra as a case study. It begins with an executive summary that highlights the need for HRD training, followed by an introduction explaining the report's objectives. The core of the report involves a detailed needs analysis of Telstra, identifying employee dissatisfaction and the need for a training program. The report outlines key learning objectives, including equal employment, employee benefits, relationship building, discipline, and employee development. It then describes instruction plans, adult learning considerations, and individual differences in the learning process. Finally, it explores training evaluation strategies to assess program effectiveness. The report concludes by emphasizing the HRD's importance in employee growth and organizational success.

Running Head: Human Resource Management 0
Human Resource Management
August 20
2019

Human Resource Management 1
Executive Summary
The assignment is completely based upon the importance of the Human Resource Department in
an organization. Basically in the assignment training program is designed for the Telstra
Company. For completing the assignment the research is conducted upon the Telstra where a
hypothetical situation is created for the training program for employees. In the report the need of
the Human Resource management training is described apart from this for designing the HRD
program several factors are covered. The key objectives are decided to for the learning in the
training program they are critically described in this report. The report summarizes about the
adult learning and the individual difference in the learning program of HRD. Once the training
gets finished to analyze the outcomes of the training program, this will helps to understand
impact of the training program in the organization.

Human Resource Management 2
Table of Contents
Executive Summary.........................................................................................................................1
Introduction......................................................................................................................................3
Need of HRD in an Organization....................................................................................................3
Need Analysis of training at Telstra................................................................................................4
HRD Training Program...................................................................................................................5
Identification of key learning objectives.....................................................................................5
Plans of Instruction......................................................................................................................5
Way to consider Adult Learning..................................................................................................6
Individual differences in learning process...................................................................................6
Training Evaluation Strategies....................................................................................................7
Conclusion.......................................................................................................................................7
References........................................................................................................................................8

Human Resource Management 3
Introduction
The aim of the report is to understand the importance of the human resource department in the
organization. In the assignment the requirement and the need for human resource department is
explained. For this report the research is conducted on different factors. In the report a
hypothetical need analysis of the HRD training is prepared including this a HRD training
program is designed for the organization. The report is focused upon the Telstra Company.
Complete training program is prepared after the analysis of the organization. The key points for
the learning and the instruction plans which are used for the HRD training program is also
described in the assignment. It is obvious that in an organization people with the different
culture, age and religion work and they have their own different understanding patterns, in the
report to provide training for such employees are also described. The strategies which are used to
identify or evaluate the training program is also briefly mention in the report, this evaluation is
important for the HRD because it helps them to obtain the outcomes of the program.
Need of HRD in an Organization
Today the world is getting evolved in every sector with speed; in very organization the
diversification in the role of manager is increased. Due to increasing demand and economic
pressure the organizations needs to increase its efficiency and productivity. Every organization
has to face many issues related to employees and processes. For resolving such concerns HRD

Human Resource Management 4
plays key role to minimize and resolve them (Hughes, 2019). The department of Human
resources helps the individual to develop their skills and knowledge which supports the
individual to complete their job requirement. It is the responsibility of Human resource
development to develop the career opportunities also to increase the skills and knowledge.
Human resource department plays dominant role to organize the training programs in the
organization (Budhwani, and McLean, 2019). The department takes care about the job
satisfaction of the employees in organization. The programs which are organized by the HRD
they make the employees committed for their job role and workplace. Basically the HRD plays
the role of communication between the employee and management of the organization. They
build the relation of trust in employees for the organization.
Need Analysis of training at Telstra
Telstra Corporation is an Australian company which is mainly focused in the telecommunication
networks, mobiles, internet access and other services. The company was founded in 1975 around
44 years Ago in the city of Melbourne. It was observed that the employee dissatisfaction was
increasing then previous past analysis (Reddy, Reddy, and Reddy, 2019), due to dissatisfaction
the number of resignation notice were more than previous month. It was identified by the
manager of Human Resource Department and to overcome from these issues they decided to
start training program for the employees. There were many issues examined from employees
related to workplace, as every organization has a trend to organize surveys and feedback system.
Through these surveys the employees were not satisfied with their shifts and most of them were
not able to understand the incentives plans of the company (Hughes, Gosney, and Sims, 2019).
These feedbacks were collected and analyzed by the HRD and they decided to organize the
training program to communicate with the employees and to overcome with their concerns. The
need analysis training is type of systematic process to understand the requirements of the training
program which are organized by HRD. In the plan it was decided to communicate with the
employees and team leaders and according to this the structure and time period of the training
was scheduled. The need analysis is a medium to connect the training media and training
objectives. For the Telstra the satisfaction of the employees is very essential because the people

Human Resource Management 5
who are working over there are skilled and they also have the process knowledge and to lose
such employee effect the company and its productivity (Jacobs, 2019).
HRD Training Program
Identification of key learning objectives
HRD of Telstra Company identifies the main key learning objectives of the training program and
they are defined below:
 Equal Employment and Safety: Every employee in the company should feel safe at their
workplace and it is the duty of HRD to ensure that every employee is being treated equal.
 Benefits of Employees: In the organization the individual who is working must achieve
the goals so that he/she can gain benefits for their career and help them to get motivate
 Relationship: Another key learning of the training is to maintain and develop the healthy
relations with the employee. Training program help employee to get comfortable with the
workplace (Cooper, and Davis, 2019).
 Discipline: It is the important key objective of the training program to maintain the
professional decorum in the organization. Discipline in the organization is very crucial
factor so that the productivity and the function of the organization not get affect
(Longenecker, and Insch, 2019).
 Employee Development: It is the responsibility of the employer and the HRD that each
employee in the organization not face any kind of mental issue which affect the
development of the employee, with the help of the training the development of employee
can be improve by enhancing their skills and make them understand about their area of
opportunity (Yoon, 2019).
Plans of Instruction
For the successful implementation of the HRD training program the department has to develop
instruction plan which they have to follow. These instruction plans help them to identify the
areas and to find the specific ideas about the training program. It is essential to analyze the
employees who are in need of the training program before knowing the correct audience may
increase the cost, waste of the time of organization and also failure of the training (Moon, Ryu,
and Jeon, 2019). Every employee in the organization is not facing challenges so it is the most

Human Resource Management 6
important factor in which the employee who are facing challenges are selected for the training
program (O’Donovan, 2019). Once the employees are sorted for the training program they must
know about the objective or the knowledge about the training program. The department OF
Human resource should know about the purpose of the training program and they should have to
understand the importance for the organization. Basically the purpose of the training program is
to minimize the challenges and dissatisfaction of the employee in the organization (Kotera,
Sheffield, and Van Gordon, 2019), also to improve knowledge and skills. The HRD have to
collect all the required information and data which is required for the training program and
learning of the employee. With proper information or appropriate resources the training cannot
be completed. The training outline should be prepared in which all the activities which will have
to perform by the participants are included. Once all the activities of training get finished the
analysis of outcomes is performed by the instructor of training it will help them to identify if the
objective of the training is completed or not.
Way to consider Adult Learning
In the organization the working pattern of the every employee is different which depends upon
their experience. It is the responsibility of the adult that they need to understand the importance
of the learning which is relevant to their work and job role. As the employees who are
experienced and have age more than (Yoo, Jang, Byun, and Park, 2019) other they are self-
directed for their task and projects so it the responsibility of HRD to make them ready for the
training program and make them understand about the benefits of the training program. Rather
than this in HRD training program the help of the adults in the organization can play important
role they can help the other employee through their achieved working experience by sharing
them with the situation which they have face. Adult learners are motivated for the things which
provide them support in their personal and professional lives (Bagdadli, and Gianecchini, 2019).
Individual differences in learning process
It is the challenge for the HRD training program because in every organization every kind of
employee is working who have different attitude, interests, values, culture, ethics and skills. So
the responsibility of the HRD is to design the activity by considering these factors. Those
activities should be interconnected with the objective of the training. It does not mean that every
individual is getting trained individually. The sorting of the participants should be done
according to their skills, culture, interests, attitude etc. (Mitsakis, 2019).

Human Resource Management 7
Training Evaluation Strategies
Once the training program get complete it is very necessary to identify or evaluate the training
program was successfully implemented or not. Not only after the program but it should be
performed during the training program, if in any case some part of the training program is
ineffective that can be changed or replaced with other methods. The evaluation of the training
program provides judgmental information for the decision making in the organization. The
strategies which can be used for the evaluation of the training program are described below
(Leanos, Coons, Rebok, Ozer, and Wu, 2019):
 To examine if the objective of the training program is fulfilled or near to its completion.
 To identify the strength of the program as well as the weakness so that with the time
changes can be done.
 By determining the cost-benefit ratio of the HRD training program
 During the training involvement of the participants is analyzed. It affects the objective of
training and also provides an estimate of training outcome.
 The employee who are able to achieve the maximum benefit from the HRD training
program and least benefit from the program (Evans, 2019).
Conclusion
The report concludes about the training program conducted by the HRD in an organization. In
the report the organization chose is Telstra Corporation which is focused in the sector of
telecommunication network and other services. In the assignment importance of the HRD is
explained and necessity of their function in an organization. From the study it is concluded that
the HRD is responsible for the growth and development of the employees in the organization.
They analyzed the performance of the employees due to which the productivity of the company
is affected. From the report it is reflected that the HRD plays critical role in the development
and for the improvement of skills of employee. This report includes the training program which
is conducted for the Telstra Corporation by designing a hypothetical structure for the need
analysis of the training. With the help of this report the key objective of the training program can
be analyzed which essential for the beginning of the training. Apart from this instruction plans
are also examined in the report which needs to be included in the training program before the
implementation. With the help of this report the ways for the consideration of the adult learning

Human Resource Management 8
in the program can be understand including the methods to handle the individual difference in
the organization while the training program is under process. This report also concludes about
the importance of the evaluation of training program once it gets complete. It provides the
information about the strategies which can be used for the evaluation of the training.
References
Bagdadli, S. and Gianecchini, M., 2019. Organizational career management practices and
objective career success: A systematic review and framework. Human Resource Management
Review, 29(3), pp.353-370.
Budhwani, N.N. and McLean, G.N., 2019. The Roles of Sufi Teachings in Social Movements:
An HRD Perspective. Advances in Developing Human Resources, 21(2), pp.205-223.
Cooper, J. and Davis, L., 2019. Human Resource Development Analysis: Fancy Feet Running
Gear. Journal of Applied Business and Economics, 21(3).
Evans, P., 2019. Making an HRD domain: identity work in an online professional
community. Human Resource Development International, 22(2), pp.116-139.
Hughes, C., 2019. Toward a More Specific and Collaborative Understanding of Ethical and
Legal Issues in HRD. In Ethical and Legal Issues in Human Resource Development, pp. 7-30.
Hughes, C., Gosney, M.W. and Sims, C.M., 2019. Influencing People and Technology Using
Human Resource Development (HRD) Philosophy. In Advanced Methodologies and
Technologies in Business Operations and Management, pp. 854-866.
Jacobs, R.L., 2019. Human Resource Development and Work Analysis. In Work Analysis in the
Knowledge Economy, pp. 23-33.

Human Resource Management 9
Kotera, Y., Sheffield, D. and Van Gordon, W., 2019. The applications of neuro‐linguistic
programming in organizational settings: A systematic review of psychological outcomes. Human
Resource Development Quarterly, 30(1), pp.101-116.
Leanos, S., Coons, J., Rebok, G.W., Ozer, D.J. and Wu, R., 2019. Development of the broad
learning adult questionnaire. The International Journal of Aging and Human
Development, 88(3), pp.286-311.
Longenecker, C.O. and Insch, G.S., 2019. Leadership development learning accelerators: voices
from the trenches. Development and Learning in Organizations: An International Journal, 33(2),
pp.12-15.
Mitsakis, F., 2019. Modify the Redefined: Strategic Human Resource Development Maturity at a
Crossroads. Human Resource Development Review, p.1534484319847043.
Moon, H., Ryu, D. and Jeon, D., 2019. The evaluation of learning transfer of industry skills
council (ISC) training programs using success case method: Reinforcing role and function of
ISC. European Journal of Training and Development.
O’Donovan, D., 2019. HRM in the Organization: An Overview. In Management Science, pp. 75-
110.
Reddy, S.N., Reddy, N. and Reddy, V., 2019. Impact of General Climate, HRD Mechanism
and'Octapace'Culture on Employee Job Satisfaction. Sumedha Journal of Management, 8(1),
pp.69-78.
Yoo, S., Jang, S., Byun, S.W. and Park, S., 2019. Exploring human resource development
research themes: A keyword network analysis. Human Resource Development Quarterly, 30(2),
pp.155-174.
Yoon, H.J., 2019. Toward agentic HRD: A translational model of Albert Bandura’s human
agency theory. Advances in Developing Human Resources, 21(3), pp.335-351.