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Identify the establishment and structure of the HRD Department. It Should Covers,the year it was estabilished,the name of the HRD department,the sub-departments in HR, the number of staff in the development and etc.



Importance of HR Department

The report helps in analysis and identification of the entire Human Resource department of Siemens. The different training and developmental policies has to be analyzed, as this will help in identification of ongoing policy and plan for Siemens. The formulation of the T&D policy has to be analyzed in order to understand whether the entire company is complying with the rules and regulations of the company.

The main aim and purpose of the report helps in identifying the different strategies related to training and development that will be used in Siemens. The different issues related to training and development has to be identified that has been faced by the entire company.

The structure of the report includes identification of the structure of HRD department in Siemens as well as different policies and procedures have to be analyzed. The formulation of the policy has to be analyzed that will comply with the law and regulations of HRD department. The training and developmental strategies has to included in the report as well.

The Human Resource Development department is essential in nature, as this will help in meeting the different functions internally in the entire organization. The HR department has to take care of the different laws relating to the compensation and labor, as these are essential parts of the organization (Siemens.com, 2018). The HR department of the respective company Siemens was established in the year 2006 that has invested more than millions in the entire research and development activities of the organization.

The name of the HR department of Siemens is People Research Centre wherein the main duty of the respective department is to analyze the different issues that are faced by the employees (Paillé et al. 2014). The different issues are ascertained in such a manner that HR department takes different steps in order to solve the issues and provide solutions to such issues as well.

There have been different sub departments in the HR department in Siemens that included

  • Recruitment department
  • Safety and health of the employees department
  • Labor and employee relations
  • Training and development (Wehrmeyer 2017)

These different departments are under the major Human Resource Department that included the training and development of the employees of the respective organization. The training and development department helps in providing the kind of training that helps the employees in clarifying their issues and solve them accordingly (Brewster and Hegewisch 2014). Similarly, there are issues related to the health and safety of the employees that is one of the major concerns of the employees in the organization. The individuals who are under such department solve the labor and employee relation issues. The entire department helps the employees in solving their queries in an effective manner and this is helping them in solving their different other issues related to training and development as well (Storey 2014).

Sub-departments under HR Department

The HR department of Siemens that has been established in the year 2006 has employed more than 5,000 employees in the Human Resource department who are taking care of the different other departments under the HR department (Knowles, Holton III and Swanson 2014). The different HR departments are essential in nature as this helps the entire company Siemens in handling the different queries in an effective manner. There have been different issues among the employees working in Siemens relating to the training that is provided to them. The employees has complained to the HR department relating to the different flaws they have found in them and suggested them different techniques that can be applied by them in order to solve such issues (Marchington et al. 2016).

From this scenario, it can be analyzed that the Human Resource department plays a major role in the different activities and tasks that are performed in the entire organization. This is the entire duty of HR officials of the company to understand and analyze the issues in an effective manner to solve them effectively. The HR officials play a major role in the organization as they are the heart of the organization and they can solve different issues by implementing different rules and regulations as well. Lastly, it can be concluded that the HR department along with the sub departments of the HR in Siemens help the entire company in gaining competitive advantage in comparison to the other companies.

The training and development plans and policies of Siemens Company are as follows:

  • The training and development policies help in encouraging constructive dialogue between the supervisors and staff members (Shields et al. 2015)
  • The training and development program help in enhancing the professional development of the staff members in the respective organization (Cerdin and Brewster 2014)
  • The training and development policies help in clarifying the different job responsibilities in an effective manner as this helped the employees in reaching the expectations and goals of performance (Morschett, Schramm-Klein and Zentes 2015)
  • Training and development policies help in establishing appropriate performance as well as development objectives (Brewster et al.2016)
  • Training and development helps the staff in identifying the possible career path for themselves and they provide a proper basis for different decisions on remuneration (Meyers and van Woerkom 2014)

The ongoing plan and policy for the training and development program is effective in nature and Siemens Company is trying to offer different opportunities to the employees. The training plans and policies help the different employees in getting motivated and this helps the entire company in achieving goals as well.  It helps in providing the employees’ different degrees of support as this will help in developing competence along with capability among the different employees (Hayes 2014).

The policy for the training and development is implemented in such a manner in Siemens that this will help in improving the overall performance of the employees in the organization (Reynolds 2017). There have been different induction programs that will be conducted for the different employees in the organization, as this will help in personal development of the employees. The appraisal system among the employees is essential in nature, as this will help in motivating the employees to perform better in the tasks in the future. With the help of appraisal system, it is possible for the higher authorities to keep a track of the performance of the employees and suggest different strategies that can improve the performance of the employees (Purce 2014).

Training and Development Plans at Siemens

The respective company Siemens has properly complied with the different laws and regulations of HRD in their Training and Development practices. The different laws and regulations that include compensation programs, programs related to the equality among the employees are maintained in an effective manner (Dalkir and Beaulieu 2017). The company has implemented proper establishment of the effective compliance programs in a successful manner.


The respective company has implemented the health and safety policies in the company in an effective manner. The health and safety of the employees is one of the foremost criteria of the company as the welfare of the employees is the criteria that have been maintained by them. The different laws and regulations relating to the zero tolerance policies and labor policies have been positively maintained by Siemens (Kramar 2014). The labor rules and regulations are strong in nature in the entire organization as they have strict rules that are maintained by them that have helped them in solving different trade union labor issues.

The nature of the Human Resource Development that is followed by Siemens is flexible in nature. It is the continuous process that is followed by the entire company in such a manner that this will help in identifying and analyzing the different skills of the employees in an effective manner. There is adoptability in the training process as this helps in developing professional skills among the different employees. The HRD policy that is followed by the respective company plays an essential role in the company that included performance appraisal of the employees along with training and development of the employees (Kavanagh and Johnson 2017).

There are different training and development strategies of Siemens that has to be followed by them in an effective manner. The training strategy has to be followed in such a manner that this will help the company in determining the business strategy. The company has to identify the different needs of the employees, as this will help in discovering the gaps in the development requirements and the goals of the company. Proper scheduling along with implementation of the plan is essential in nature, as this will help in distributing the schedule of the training with different managers and leaders (Snell, Morris and Bohlander 2015).

The training need analysis is essential in nature for Siemens Company, as it is the process of identifying the gaps between the requirements of training along with training of the employees. Training need analysis is the first step that is followed by Siemens as this helps them in determining whether the training will help in identifying the different issues. The training need analysis followed by the Siemens will help in analyzing the aspect of each strategy in the operational domain, as this will help in looking into different aspects of operational domain wherein the training is required. The role of the training need analysis is to build formal bridge between the training objectives and media, as this will facilitate the elements of training in the entire operational environment.

Compliance with HRD Regulations

The entire training need analysis will be performed wherein there is requirement for new development in the policy and this can create huge impact on the current training regime. Proper training need analysis is essential in nature in the respective organization as this will develop plan for training and establish learning objectives for the employees in the entire company. The management support is essential in nature, as this will help in reviewing the plan that will support the management. The ML model of training that is algorithm helps the company in solving the different issues faced by them in the company.

Proper training and development activities consider business requirements, different methods of training, cost effectiveness and the other current competencies. The effective training programs will help in addressing the different needs of training, as this will determine the ones who require to be trained. The training need analysis will clarify the needs for training the employees in the organization to address the different wrong competencies.

The training need analysis is adopted by Siemens in such a manner that this will help in determining the desired outcomes in an effective manner. The training goals adopted by them will help in correspond to the business with linkage with desired outcomes. Furthermore, Siemens can follow the Addie Model in such a manner that this will make the entire training process flexible in nature for the employees in the organization.

The training and development has been provided to employees in the organization in such a manner that this help in analyzing the different issue such as:

  • Training and development will help the employees in solving the different queries in such a manner that this will help in improving the overall performance of the employees
  • The training and development will help in increasing as well as improving the morale of the employees as this will generate huge productivity in an effective manner
  • The on and off the job training methods will help the entire organization in increasing the productivity of the entire organization. The promotional activities will help in increasing the growth in the career of the employees (Snell, Morris and Bohlander 2015)
  • The training and development activities will help in making consistency in the performance of the employees. The policies and procedures relating to the training is essential in nature as this will help in addressing the different weaknesses of the employees and solve them accordingly
  • Training and development of the employees will help Siemens in reducing the turnover of the employees of the organization as this will enhance the reputation and profile of the company (Snell, Morris and Bohlander 2015)

The budget for training has to be analyzed in such a manner that this will help the entire company Siemens in an effective manner. The on the job training will help the employees in the organization to understand the activities that can be implemented in the organization to improve the performance of the company. The standard of the quality has to be maintained, as this will help the entire company in ensuring the success of the project. Siemens Company has to implement the training procedure in such a manner that this will help them in innovating strategies that will help them in attracting more potential new recruits in the company.


The training and development approaches that include on the job training methods include different mentoring as well as rotation in the job in the organization. Siemens use the rotation in the job among the employees as this helped them in understanding the strong as well as weak points wherein proper training and development is required. Siemens prepare a separate budget for training the employees in the organization in such a manner that this helps them in increasing their entire productivity.

Flexible HRD Policy at Siemens

Siemens believe and follow the on the job training approach as this helps them in receiving and generate immediate productivity in the organization. Immediate productivity is essential in nature by using the resources in an effective manner. The training and development of the different employees in the organization is relating to the betterment of the entire performance of the company (Snell, Morris and Bohlander 2015).

Furthermore, the respective company follows an appraisal system among the different employees in the organization as this helps them in understanding the strengths and weaknesses of the different employees who are working in the organization. According to the appraisal system and self-appraisal, Siemens Company is able to understand the weaknesses as they initiate the development program that helps them in solving such issues (Ford 2014). The development program that has been initiated by Siemens help them in involving the on-going and combined focus by both employers and employees in such a manner that brings positive changes in the entire organization. The training program that is adopted by Siemens is flexible in nature that provides the employees space to understand their issues and solve them accordingly as well.

There are different training and development issues that are faced by Siemens that are described as follows:

  • There is failure among the officials of the respective company Siemens, as they do not understand the requirements of the learners in an effective manner. On the other hand, the employees in the respective organization do not have knowledge regarding their own weaknesses that is faced by them
  • Secondly, the self-centered attitude of the different employeesin the organization is another issue in the training and development approach that is affecting the productivity of the entire organization. In the entire process of training, it is essential in nature to create proper strategies that will help in solving such issues (Ford 2014)
  • There are technological issues in the training and developmentof the employees in the respective organization. The employees in the organization are not receiving the training in an effective manner, as there is lack of advancement in the technology. Siemens is not able to provide online training to the employees and they are lacking in implementation of such technologies as well (Ford 2014)
  • Siemens is not able to provide their employees a proper environmental structurewherein they can work and receive training. There are different structural issuesthat are faced by Siemens Company in such a manner that the structure that is provided by them is not up to the standard as well. This kind of structural issues is affecting the motivation among the employees and they are not able to receive proper training and development.
  • Siemens is facing globalization challenges as well wherein the company is not able to meet up to the different expectations of the different employees in the organization. These kinds of globalization issues in the respective company are affecting the morale of the employees and there is resistance to change as well (Ford 2014).

From the different analysis of the issues related to the training and development program that is provided by Siemens Company to their employees. The employees in the organization are not receiving proper and effective facilities that are required in order to make the training program effective in nature. The globalization issue that is faced by the employees in the respective organization is related to the workforce diversity. The organization is becoming heterogeneous in nature and they are adopting employees who are different from one another.

The structural issue that is faced by Siemens is related to the infrastructure of the entire company. There are no such training facilities available in Siemens that can provide effective training and development activities to the different employees. The company is not able to recruit different new employees in the organization, as there is lack of proper infrastructure. The training program adopted by Siemens is leading to different technological issues as well. There are different technological issues that include lack of technological advancements such as no such facilities related to on the job training methods (Ford 2014).


The respective company is still following the off the job training techniques for the training of the new employees along with the existing employees. The globalization issues faced by Siemens included unsupportive and hostile work environment in such a manner that this affected the entire working environment.

Training Need Analysis

The respective organization Siemens is trying to tackle such HRD issues in an effective manner. The entire company is trying to take up different steps that are as follows:

  • Proper training is provided to the different employees with the help of implementation of the advancement of technology (Bowen 2016). The respective company is trying to bring different changes in the methods of training in comparison to other companies as this is helping them in providing effective training to the employees and retaining them as well
  • The respective company has analyzed the payroll and globalization issues that are related to the HR department. The company is taking different steps that included maintaining and following the different laws and regulations in such a manner that is helping them in analyzing the different errors and solving them as well (Armstrong 2014)
  • The respective company is analyzing the different queries of the employees along with requests. Siemens is trying to deal with different queries of the employees in an effective manner by analyzing the data on the databases as this is helping them in solving the queries in an effective manner and reducing the entire issues and challenges related to globalization (Baum 2016)
  • Lastly, the respective company has implemented the structure for providing training in such a manner that they created a separate department for the training of the employees has solved the structural issues. The respective company has tried in opening different departments in the office in such a manner that this is helping them in solving the queries. The employees are receiving training in an effective manner and this is improving the productivity for the entire organization as well (Ford 2014).

The respective company Siemens has taken different steps in improving the different issues related to the HRD department in the organization. The company has started applying the different on the job training methods wherein the employees are provided training with the help of different practical training methods. This kind of method is helping the employees in analyzing their different weaknesses in such a manner that this is helping them in being confident in performing the tasks in an effective manner (Armstrong and Taylor 2014).

The different organizational interventions have been applied by the respective organization in an effective manner (Albrecht et al. 2015). The entire company is solving the issues related to globalization in such a manner that this is helping them in solving the differences among the different employees in the organization. There are different kinds of employees who are performing their tasks in the organization and there are cultural differences. However, there have been different sessions that have been taken place in Siemens in such a manner that this is helping the employees to manage the tasks with other employees in an effective manner (Ford 2014).

Therefore, it can be seen that the different issues related to the HRD issues has been solved in such a manner that this has helped the entire organization in performing training and development activities in an effective manner. The respective company is following Addie model of training and development in such a manner that this is helping them in providing flexible training to the employees. The Addie model of training and development is helping in making the training flexible in nature wherein both employees and employer has the right to disclose the issues faced by them and solve them accordingly (Tyson 2014).

Conclusion

Therefore, it can be concluded that there are different training and development issues that has been faced by Siemens Company. The company has helped in solving such issues with proper implementation of technologies in an effective manner has applied the different techniques. The respective company has reduced the globalization and structural issues with proper implementation of technologies in an effective manner. Lastly, it can be seen that the on and off the job training methods has been used by the respective company as this helped them in solving the different queries of employees in effective manner. 

On the Job Training and Quality Standards

References

Albrecht, S.L., Bakker, A.B., Gruman, J.A., Macey, W.H. and Saks, A.M., 2015. Employee engagement, human resource management practices and competitive advantage: An integrated approach. Journal of Organizational Effectiveness: People and Performance, 2(1), pp.7-35.

Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management practice. Kogan Page Publishers.

Armstrong, P., 2014. Limits and possibilities for HRM in an age of management accountancy. New Perspectives On Human Resource Management op. cit. at, pp.154-166.

Baum, T. ed., 2016. Human resource issues in international tourism. Elsevier.

Bowen, D.E., 2016. The changing role of employees in service theory and practice: An interdisciplinary view. Human Resource Management Review, 26(1), pp.4-13.

Brewster, C. and Hegewisch, AStorey, J., 2014. New Perspectives on Human Resource Management (Routledge Revivals). Routledge.. eds., 2017. Policy and Practice in European Human Resource Management: The Price Waterhouse Cranfield Survey. Taylor & Francis.

Brewster, C., Houldsworth, E., Sparrow, P. and Vernon, G., 2016. International human resource management. Kogan Page Publishers.

Cerdin, J.L. and Brewster, C., 2014. Talent management and expatriation: Bridging two streams of research and practice. Journal of World Business, 49(2), pp.245-252.

Dalkir, K. and Beaulieu, M., 2017. Knowledge management in theory and practice. MIT press.

Ford, J.K., 2014. Improving training effectiveness in work organizations. Psychology Press.

Hayes, J., 2014. The theory and practice of change management. Palgrave Macmillan.

Kavanagh, M.J. and Johnson, R.D. eds., 2017. Human resource information systems: Basics, applications, and future directions. Sage Publications.

Knowles, M.S., Holton III, E.F. and Swanson, R.A., 2014. The adult learner: The definitive classic in adult education and human resource development. Routledge.

Kramar, R., 2014. Beyond strategic human resource management: is sustainable human resource management the next approach?. The International Journal of Human Resource Management, 25(8), pp.1069-1089.

Marchington, M., Wilkinson, A., Donnelly, R. and Kynighou, A., 2016. Human resource management at work. Kogan Page Publishers.

Meyers, M.C. and van Woerkom, M., 2014. The influence of underlying philosophies on talent management: Theory, implications for practice, and research agenda. Journal of World Business, 49(2), pp.192-203.

Morschett, D., Schramm-Klein, H. and Zentes, J., 2015. Strategic international management. Springer.

Paillé, P., Chen, Y., Boiral, O. and Jin, J., 2014. The impact of human resource management on environmental performance: An employee-level study. Journal of Business Ethics, 121(3), pp.451-466.

Purce, J., 2014. The impact of corporate strategy on human resource management. New Perspectives on Human Resource Management (Routledge Revivals), 67.

Reynolds, M., 2017. Organizing reflection. Routledge.

Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., Johns, R., O'Leary, P., Robinson, J. and Plimmer, G., 2015. Managing Employee Performance & Reward: Concepts, Practices, Strategies. Cambridge University Press.

Siemens.com. (2018). Siemens Website. [online] Available at: https://www.siemens.com/in/en/home.html [Accessed 12 Jan. 2018].

Snell, S.A., Morris, S. and Bohlander, G.W., 2015. Managing human resources. Nelson Education.

Storey, J., 2014. New Perspectives on Human Resource Management (Routledge Revivals). Routledge.

Tyson, S., 2014. Essentials of human resource management. Routledge.

Wehrmeyer, W. ed., 2017. Greening people: Human resources and environmental management. Routledge.

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My Assignment Help. (2020). Training And Development Policies And Analysis Of HR Department At Siemens. Retrieved from https://myassignmenthelp.com/free-samples/bhl-307-human-resource-management-for-traning-and-development.

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My Assignment Help. Training And Development Policies And Analysis Of HR Department At Siemens [Internet]. My Assignment Help. 2020 [cited 28 February 2024]. Available from: https://myassignmenthelp.com/free-samples/bhl-307-human-resource-management-for-traning-and-development.

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