HRM560 Report: Training and Development Environment in Organizations

This report provides an analysis of the training and development environment within organizations, emphasizing its impact on competitiveness, performance, and productivity. It explores the importance of training and development in optimizing human resources, skill development, and enhancing profitability. The report discusses Noe and Winkler's 10 forces influencing working and learning, including sustainability, globalization, and the increased value placed on intangible assets and human capital. It also examines the training design model, strategic training plans, and the significance of high-performance work systems, particularly within the context of Accent Group Limited. The analysis covers internal and external factors affecting workplace performance, such as employee motivation, ethics, technological advancements, and globalization, concluding that effective training and development are crucial for organizational growth and success. Desklib offers a variety of similar solved assignments and resources for students.

Running head: TRAINING AND DEVELOPMENT ENVIRONMENT
TRAINING AND DEVELOPMENT ENVIRONMENT
Name of the student
Name of the university
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1TRAINING AND DEVELOPMENT ENVIRONMENT
Table of Contents
Introduction................................................................................................................................2
Training and development..........................................................................................................3
Importance of Training and development..................................................................................4
Noe and Winkler 10 forces that influences working and learning.............................................4
The training design model..........................................................................................................7
Summary....................................................................................................................................8
Reference....................................................................................................................................9
Appendix..................................................................................................................................10

2TRAINING AND DEVELOPMENT ENVIRONMENT
Introduction
In every organisation the training and development process is practiced to meet the level of
competitiveness. The competitiveness is measured as the company’s ability to maintain high
level of performance and productivity. Noe and Winkler identified 10 forces that influences
learning and working. These are sustainability, globalisation, increased value placed on
intangible assets and human capital, focus on link to organisational strategy, attracting and
retaining talent, customer service and quality emphasis, changing demographics and diversity
of the workplace, technology, high performance models of work systems, economic changes.
Training can help to identify need for training and determines the strength and weakness that
the company is facing. It also determines what form of training is needed to the employees
and to what extent. The training period is to evaluate the overall improvement and these
forces can have a positive impact on the improvement of Accent Group Limited. A strategic
training plan is developed for the organisation to meet its objective. It helps to understand
whole process of the organisation and to strategize the functions.

3TRAINING AND DEVELOPMENT ENVIRONMENT
Training and development
Training and development is a process of an organisation which continuously
emphasize on the overall performance of individuals and groups. Training is an educational
service which includes skilling the individuals, conceptualizing, changing of attitude
according to the work culture and enhance the performance of employees embraced with
more knowledge. Effective and efficient training of employees is necessary to acknowledge
the skill and knowledge development. The training and development process practiced in an
organisation helps to improve the overall productivity. Training is to meet the present need of
an individual and development is to meet the future need of an individual. It is practiced to
know the present scenario which determines employee’s ability to do that specific task. It
analyses the performance level and ability of an individual to learn new technologies and
updating their existing knowledge and skills. This practice mainly helps to determine the
improvement and input of effectiveness at work. It can also be useful for skill development of
individuals1.
Organisational development is a set of process that improves the ability and capacity of
individuals and groups to achieve organisational goal and focuses on the growth of the
organisation.
The following are the set of process for organisational growth-
Identify the training needs- it identifies the lack of skills or knowledge and helps to
specialize them in particular area. It identifies the status and ability of individual to achieve
effectiveness of training.
1 Tannenbaum, Scott I., and Gary Yukl. "Training and development in work organizations." Annual review of
psychology 43.1 (1992): 399-441.

4TRAINING AND DEVELOPMENT ENVIRONMENT
Establish the objectives of organisation- by establishing the objective of organisation, it
delivers a clear vision and mission of organisation and develop a business strategy that helps
to achieve these mission and vision of Accent Group limited.
Select effective training methods- some effective training methods for employees can be
classroom-based training programs, interactive training, on-the-job training, modern training
methods, social learning and online training.
Practice training- training needs to be continuous process so that the employee is
encouraged to do various tasks performed in that organisation.
Evaluate the performance- evaluating the performance of employees periodically so as to
bring the efficiency and improvement through training process.
Importance of Training and development
Optimize the human resource
Skill development
To improve the level of performance
Increase the productivity level
Enhance profitability
Noe and Winkler 10 forces that influences working and learning
Sustainability- Sustainability in training and development process is essential to establish
maximum retention of employees and increase participation for the required job.
Sustainability are value-laden interpretations and focuses on sustainable economic growth
and preference to sustainable human development. Sustainability training is a learning phase
which helps to improve employee’s and management’s knowledge on the issues of
sustainability as well as develop skills for managing sustainability of the company2.
2 Billett, Stephen. Learning in the workplace: Strategies for effective practice. Allen & Unwin, PO Box 8500, St
Leonards, 1590 NSW, Australia, 2001.

5TRAINING AND DEVELOPMENT ENVIRONMENT
Globalisation- Globalisation is the process of expanding the business environment
internationally to increase the world economy. Globalisation provides the way for people to
develop their business world in cultural, economic and political aspects. It provides greater
access to communicate throughout the world. It increases the international trade with better
transportation as economic interdependence is advancing between states. It also increases the
production by accessing more skilled, good decision-makers and efficient managerial
abilities, transfer of technology without the raise of wages3.
Increased value placed on intangible assets and human capital- the intellectual asset is a
form of company asset includes human capital, social capital, customer capital, intellectual
capital. Intangible assets have no physical existence but it is the long-term assets of the
company. These are the patents, copyrights and goodwill and many more. Human capital is
the employee’s knowledge, enthusiasm and their effort invested in the organisation4.
Focus on link to organisational strategy- The organisational strategy is important to
identify the organisational requirements in personnel training and development. It contains
two phases where training plan is developed and involves strategic implementation.
Attracting and Retaining Talent- Retaining talent is essential to attain more productive
work. The war for talent has increased competition in most of the organisation which also
results in attracting and retaining more employees. If the employee value proposition (EVP)
depending upon the effort, ideas, experience and the time they deliver to the organisation is
stronger, then will acquire employee attraction and retention of best talent5.
Customer service and quality emphasis- it is the business emphasis on effective customer
service and deliver quality towards every aspects of the organisation. Training the employees
for controlling statistical process.
3 Parker, Barbara. Globalization and business practice: Managing across boundaries. London: Sage, 1998.
4 Kaplan, Robert S., and David P. Norton. "The strategy map: guide to aligning intangible assets." Strategy &
leadership32.5 (2004): 10-17.
5 Holland, Peter, Cathy Sheehan, and Helen De Cieri. "Attracting and retaining talent: Exploring human
resources development trends in Australia." Human Resource Development International 10.3 (2007): 247-262.

6TRAINING AND DEVELOPMENT ENVIRONMENT
Changing demographics and diversity of the workforce- workforce diversity is increasing
with increased participation in employment and workforce diversity is increasing.
Demographic change is adapted in organisation to manage the diversity in labour markets.
Technology- new technology emphasises the growth and sustainability of the organisation as
it deals with the competition in market place. Increased dependability on computer
technology have a positive effect on productivity. It is observed that the effects of
computerization has resulted an increase in skills and knowledge6.
High performance models of work systems- high performance work systems improves the
effectiveness of employees and production of the organisation which mainly occurs due to
effective training and adopt new technology7.
Economic changes- structural or economic change in the market can be caused due to
inflation rate, increase in income levels and interest rates is decreasing. Economic growth can
be achieved by investing in human capital, in physical capital, natural resources like land and
in entrepreneurship. If interest rate is lowered, it reduces borrowing cost and consumer
intends to spend more money. If global growth is higher it leads to increase in export
spending8.
The above 10 forces of Noe and Winkler focuses on the development of training and
development program. For the organisation high performance models of work systems is
considered to be the most significant in Accent Group Limited. This organisation was
founded in Australia, 1981 and is engaged in retail. The high performance in the workplace
environment is designed to make the employees more effective and efficient in achieving
6 Hajkowicz, S. A., et al. "Tomorrow’s digitally enabled workforce: Megatrends and scenarios for jobs and
employment in Australia over the coming twenty years." Australian Policy Online (2016).
7 Cascio, Wayne F. Managing human resources. McGraw-Hill, 2015.
8 Altman, Jon, L. Larsen, and G. J. Buchanan. "The environmental significance of the Indigenous estate: natural
resource management as economic development in remote Australia." (2018).

7TRAINING AND DEVELOPMENT ENVIRONMENT
organisational goals and add value to the organisation. Employees can be motivated by
engaging them in different job roles as per their interest, training them with quality to
improve their performance level and involving them to participate in decision making.
High performance model is developed to acquire the required equipment selection by
analysing technological need for the current competition and efficient equipment utilization,
workplace forming determining the requirement of employees for organisational goal and
minimize the cost, competence is achieved by developing the skills and knowledge by
effective training9.
The training design model
It includes the strategic training plan in following steps-
Identifying need assessment
Fortify employee engagement in training
Creating an effective learning environment
Determines transfer of training
Develops the evaluation plan
Selecting effective training method
Evaluating and examining the program
The above training design model will effectively monitor the process and determine
improvement in performance of employees. The training and development can be broaden in
developing management leadership skills, improving excel skills in terms of accounting and
improve team work skills for process area. The high performance in workplace is affected by
9 Saks, Alan. Managing Performance Through Training & Development, (Canadian ed.). Nelson Education,
2015.

8TRAINING AND DEVELOPMENT ENVIRONMENT
both internal and external factors. Internal factors is driven by employee motivation, ethics,
diversity and innovation. The internal factors impacts the leadership and functions controlling
the management. The external factors include globalization and technological advancement.
The ethical and moral value is an important factor that affects the progress and productivity
of Accent Group. The organisation involves in ethical function for practitioners of the human
resource management. The strategic training responses to improves the job environment and
ensures that employees are satisfied with their work, adapt with changing environmental
culture and meet the goal of Accent Group limited together.
Summary
In this report it can be concluded that training and development has a great impact on
organisational performance. The competitive approach is achieved through effective training
provided to the employees. The training practices helps the employees to improve their
ability and growth of the business and improvise customer service by providing those
effective training skills and knowledge that employee need to be successful. Noe and winkler
have 10 forces from that high performance models of work systems has more impact on
Accent Group limited. Training involves understanding the level of performance of each
individuals and increase productivity of the organisation. Thus, the training and development
monitors organisation growth and development10.
10 Aguinis, Herman, and Kurt Kraiger. "Benefits of training and development for individuals and teams,
organizations, and society." Annual review of psychology 60 (2009): 451-474.

9TRAINING AND DEVELOPMENT ENVIRONMENT
Reference
Aguinis, Herman, and Kurt Kraiger. "Benefits of training and development for individuals
and teams, organizations, and society." Annual review of psychology 60 (2009): 451-474.
Tannenbaum, Scott I., and Gary Yukl. "Training and development in work
organizations." Annual review of psychology 43.1 (1992): 399-441.
Cascio, Wayne F. Managing human resources. McGraw-Hill, 2015.
Saks, Alan. Managing Performance Through Training & Development, (Canadian ed.).
Nelson Education, 2015.
Billett, Stephen. Learning in the workplace: Strategies for effective practice. Allen & Unwin,
PO Box 8500, St Leonards, 1590 NSW, Australia, 2001.
Parker, Barbara. Globalization and business practice: Managing across boundaries. London:
Sage, 1998.
Holland, Peter, Cathy Sheehan, and Helen De Cieri. "Attracting and retaining talent:
Exploring human resources development trends in Australia." Human Resource Development
International 10.3 (2007): 247-262.
Kaplan, Robert S., and David P. Norton. "The strategy map: guide to aligning intangible
assets." Strategy & leadership32.5 (2004): 10-17.
Altman, Jon, L. Larsen, and G. J. Buchanan. "The environmental significance of the
Indigenous estate: natural resource management as economic development in remote
Australia." (2018).

10TRAINING AND DEVELOPMENT ENVIRONMENT
Hajkowicz, S. A., et al. "Tomorrow’s digitally enabled workforce: Megatrends and scenarios
for jobs and employment in Australia over the coming twenty years." Australian Policy
Online (2016).

11TRAINING AND DEVELOPMENT ENVIRONMENT
Appendix
Conducting
the Needs
assessment
Resourc
es
Require
d
Whom to
consult
Whom to
Inform
Start Date Complete
on Date
Note
Organisational
Analysis
In job
analysis,
employe
e
engage
ment,
reorgani
sing the
departm
ental
processe
s.
Project
Manager
Investor
1.03.2019 30.03.2019 Organisat
ional
analysis,
behaviour
analysis
and task
analysis
Analyse
the
overall
performa
nce and
understan
ds the
requireme
nt of the
Person Analysis The HR
keeps
the
informat
ion in
docume
ntation,
Trainer Business
Planner

12TRAINING AND DEVELOPMENT ENVIRONMENT
collects
individu
alfeedba
ck,
conducti
ng group
intervie
ws,
survey
and self-
assessm
ents has
to be
made,
direct
observat
ion of
the
supervis
or, on-
job
simulati
on and
work
samples.
organisati
on,
individual
analysis
and
performa
nce of the
job of
each
individual
.

13TRAINING AND DEVELOPMENT ENVIRONMENT
Task Analysis Progress
of work,
Job
Analysis
HR
manager
Trainer Analyses
the task
and helps
in
promotio
n.
Ensure
employees
readiness for
Training
Survey
conduct
ed as per
the
employe
e
feedbac
k
Trainer
Business
Planner
1.04.2019 30.06.2019
Ensuring
employee
readiness
for
training
identifies
whether
the
employee
is
motivated
or not and
what all
training is
needed
for
improve
ment and
Motivation
and Attitude
Key skills
Identifying
technological
skill
Establishing
the staff
structure
Providing
training

14TRAINING AND DEVELOPMENT ENVIRONMENT
programs are the
employee
is skilled
for the
training.
Create the
Learning
Environment
Training
Instituti
on
Trainer Training
and
developm
ent centre
1.07.2019 30.07.2019
Creating
environm
ent access
the
identificat
ion of
learning
outcome
and
learning
objective.
It also
Deals
with
feedback,
coordinati
ng and
directing
the
Identifying
the training
outcomes and
learning
objectives
Feedback
Coordinating
and
administering
program
Required
materials

15TRAINING AND DEVELOPMENT ENVIRONMENT
programs.
Ensuring
Transfer of
Training
Knowle
dge
acquisiti
on, it is
based
upon the
transfer
of
learning
Training
centre
Trainer
1.08.2019 30.08.2019 It checks
whether
the
training is
effective
or not and
the
employee
s are get
benefits
through
the
training
assessme
nt
Ensuring the
strategies of
Self-
management
By the
support of
peers and
manager
Developing
and
Evaluation
Plan From
the
training
centres
and
employe
Research
team and
staff
Program
manager
and
Personnel
1.9.2019 30.9.2019
The
developin
g and
evaluatio
n plan is
to
identify
the
Identifying
the program
objectives and
goals
Defining the

16TRAINING AND DEVELOPMENT ENVIRONMENT
indicators es programs
objective
and goals.
Defining
timeline and
Data
collection
Select
Training
Method Theories
and
Training
Processe
s
Training
centre or
institution
Training
institution
s
1.10.2019 15.10.2019
These are
the
methods
of
training
in which
the
employee
s will be
trained.
Group
Methods
Presentation
Methods
Hands-on
method
Develop and
Deliver the
Program Trainer Trainer Trainer,
Business
Planner,
Program
manager
16.11.201
9
30.01.2020
Developi
ng and
delivering
the
program
to the
training
institution
Developing
the training
skills
Adequate
information

17TRAINING AND DEVELOPMENT ENVIRONMENT
for
training.
Addressing
Learning
Style
Monitor and
Evaluate the
Program.
Finance
and
auditing
team
Auditor Program
manager,
Business
planner and
Training
institution
1.02.202
0
3.03.2020 The last
process is
to
monitor
and
evaluate
the
program
for
effective
training
and
developm
ent of the
individual
.
Identification
of evaluation,
design and
training
outcomes
Cost-benefit
analysis

18TRAINING AND DEVELOPMENT ENVIRONMENT