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Question :

Discuss about the Human Resource Development ?
 
 

Answer :

Introduction

Human resource management is an effective way through which an organization can increase employee performance. It is primary concerned with increasing the people efficiency within the organization and focus on creating an effective system inside an organization. HR is concerned with providing with creating the best opportunities for the employees in order to provide them with a strategic benefit. It is however concerned with managing organizational change in response to the environment in order to balance the requirements as per the collective bargaining power and governmental law. It is the duty of the human resource department to organize the training and development of employees in accordance with the company’s standard[1]. The purpose of the report is to understand the necessity of training and development of the employees at workplace in order to increase capabilities. The report provides vision of company to provide management development programme. The purpose of the program is to develop an innovative approach among the employees. It is completely understood that the companies under the global competition need to outperform. It has become a pivotal part for an organization to develop such human resource policies so that they can attain a desired market position. Purpose of an effective training and development program is to effectively manage the employees. This will help in creating an effective work environment[2].

Acorn is an award-winning recruitment and training organization making an annual turnover of £100m. The company places approximately 5500 permanent employees every year. It is known as a famous regional recruiter and development agency delivering effective training to employees.

They have dedicated 30 HR professional providing training to 3000 personnel every year.  They have a strong market reputation in developing employees through there management development program. The program is made according to the requirement of their clients in order to provide with an advantage against the other competitors. The report is based on developing the skills of the top level personnel to meet the changing trend in the resort management. The challenge is to practically manage the organization through evolving different business skills[3]. The report envisages the procedure to meet requirements of the client in order to meet the changing business needs. The purpose of development program is to measure the achievements by developing a comprehensive training and development program. The whole process includes four meetings and four training programs over a period of two months.

 

Programme objective

  • The objective of the program is to provide senior managers with an essential training for developing operational teams so that they can achieve long term sustainable goals. Senior managers will provide training to the other employee who in return will help in creating a sustainable market position. The whole program will be designed keeping in mind the needs of the market. It is the necessity to develop the training programme as per the market in order to give a quick response to the growing market needs[4].
  • There is a necessity to identify the ongoing training requirements in order to develop the middle level management. The ongoing training and development program is focused on creating needs of the organization by simulating the market growth[5].
  • The purpose is to focus on the development program in order to support the corporate culture that will help in attracting and retaining new employees. Training structure need to be comprehensive that help in structuring the necessities of the business[6].
  • The programme needs to be tailored according to the demanding schedule and work environment in order to accommodate the requirements. The main focus of the programme is to develop the employee according to the competitive requirements. The current market is very aggressive and there is a need to develop the programs according to the competitors[7].

Significance of assessing training needs

The Assessment of training and development programme should be methodical and comprehensive in nature. An organization has to upgrade its training and development procedure in order to remain competitive. There is a necessity to develop training and development programme on the basis of latest technology in order to manage the job. Employees who are moving up in the ladder need to get a proper training to develop managerial and leadership skills  training and development helps in managing the organization. In the given case study Acorn needs to develop a comprehensive training and development programme in order to meet the basic requirements[8]. Once the training needs are identified the Human resource department needs to prepare a required checklist in order to meet the needs. This will however provide with an effective tools to manage the employees on the basis of the skills they have. Development of the matrix would ensure that the plan regarding the training structure in a well defined manner. There is a necessity to identify the specific needs pertaining to the current competitive market. The purpose is to make the managers accustomed to the different needs that are associated with the organization. The construction of matrix will help in analyzing the gap in between the current and required situation[9]. Training needs should be finalized in accordance with the training structure in order to focus upon the whole process. The matrix needs to be utilized in accordance with the compatibility with the organizational goals. There are many discussions that are related with the cultural gap in the organization. Training programme is selected in accordance with the organizational needs. There is a necessity to train all the employees about the organizational policies in making the requisite changes. Human resource function is to provide a symmetric procedure in order to assimilate the requirements in accordance with the culture in which they are working. Training is one of the basic functions in an organization and it is important to develop an effective procedure so that the employees can give maximum attention to the problem. The alignment of the training programme should be in accordance with the mission of the organization[10]. Training methods and techniques help in ensuring a set of new skills and learning procedure. The senior manager needs to be trained in accordance with the consistency with the technical and soft skills[11]. The current training program ensure that the senior manager therefore receive an effective work knowledge through management development program. Training methods include different types of tools that help in guaranteeing effective result. It is an effective procedure for the trainer to use various different types of tools that will help in guaranteeing effective results. The experimental training development program needs to be person centric focusing upon the distinguished requirements[12]. The training structure will therefore enable the managers to effectively manage the changes occurring in an organization and to cope up with the conflict. This will moreover help in enabling team to motivate each other in order to solve problems.  The skills of an individual are directly converted into a practical experience which will help in attaining results. The purpose of the program is to enable long-term career path which will ensure success in different venture. It is necessary to understand that by investing on the senior personnel the company will effectively attain good results[13].

The purpose of the whole programme is to attain significant result. The purpose is to train the employees in case of arraigning the organizational goals. The corporate objectives of the business can only be attained by focusing on the goals[14].

Developing an improvised human resource management plan is to attain the objectives by creating procedural goals. The participants in the programme will learn organizational strategic plan that contributes toward an effective plan. The training programme explains the current and future challenges pertaining to the human resource. The purpose of the programme is to train the employees in executing their duties. For individual it helps in building human resource knowledge that help in planning and development procedure[15]. It is necessary to understand how the human resource planning will effectively create a positive impact on the organizational culture. Senior manager will identify their role in human resource planning and their role in managing the situation in accordance with the organizational strategy[16]. It helps in assessing the performance management in order to understand the role of all the employees working in the organization. Moreover this technique of human resource development will ensure that the HR planning will effectively contributes toward the organizational strategy. Individuals will learn the process in which the gap in between the current and future human resource management can be managed[17].

For an organization the training and development programme will create a better understanding in order to gain competitiveness. The senior manager has to manage various roles in the organization. He is the one who has to provide guidelines to the lower level management. In this case it is essential to provide an effective training so that the employees can attain desired results within the requisite time-period. He has to integrate the human resource planning in order to improvise the overall business strategies.  They need to improvise the techniques in according to the generic needs that help in organizing the training and development programs. This will guarantee that the employees will effectively work in order to produce effective results.[18]

Training and development programme is effectively helping them in executing the policies in a better and effective manner. The senior personnel will gain competitiveness against different objects. This will help them in becoming responsible personnel in allocating his duty. The purpose of Acorn is to imbibe effective human resource programme so that the organization can attain effective results. Training and development has become one of the important tools that need to be implemented by the employees in order to derive progressive result. The training program needs to be developed keeping in mind the organizational structure so that the employees are ready to focus on individual goals as well[19].

Overall training programme involve 12 modules that last for a day. End of the module help in understanding the key behavior of an individual in the organization. This will however help in evaluating the performance of an individual. This programme will help the managers to effectively contribute towards the problem by contributing effectively.

 

Relevant theories

It is proposed that the “Personal Styles” Questionnaires need to be given in order to understand the necessity of the whole training program. By filling the forms one can understand the requirements that need to be filled in order to continue the human resource planning. This will help in understanding the preference of the managers. The training program will be developed according to the need of the organization. Personal style questionnaire helps in identifying the issues. Purpose of an effective training and development program is to effectively manage the employees. This will help the organization to develop effective plan in order to attain objectives. The matrix needs to be utilized in accordance with the compatibility with the organizational goals. There are many discussions that are related with the cultural gap in the organization. Training programme is selected in accordance with the organizational needs[20].

AMO Theory

This theory is based on the three components (Ability, Motivation and Objectives). Thus it helps in creating a better understanding among the employees. This theory is developing performance of employees by focusing on them. This theory aims to create a proper understanding among the employees that guarantees focus on their job in an effectual manner. The purpose of the training program is to motivate the employees so that they can give effective result. For an organization the training and development programme will create a better understanding in order to gain competitiveness. The purpose of training is to increase their ability to adopt the adverse situations. The employees can attain effective result in the situation when they are more ready to adopt the changes. These training programmes increase their ability to fight against adverse culture. They get an ability to understand the competitiveness rising in the surrounding. Effective training and development programme creates a competitive edge. Senior managers will provide training to the other employee who in return will help in creating a sustainable market position[21]. The main focus of the programme is to develop the employee according to the competitive requirements. In the given scenario, making effective recommendations according to the present need is necessay. The current training program ensure that the senior manager therefore receive an effective work knowledge through management development program. The purpose of the management development programme is to provide managers with a proper training so that they can combat against the changes occurring in the surroundings[22].

Alderfer’s ERG Theory

This theory is based on the Maslow theory which focuses on existence, relatedness and growth. The needs of an individual are material in nature that needs to be managed effectively. The social need include the interpersonal relationship among the people and the developmental needs are related to person development and psychological growth. In a distinguished atmosphere it has become important to develop a proper training programme in order to meet the desired needs. The alignment of the training programme should be in accordance with the mission of the organization. . Employees who are moving up in the ladder need to get a proper training to develop managerial and leadership skills  training and development helps in managing the organization. The necessity related to the training and development is necessary in order to meet the psychological growth[23].

 

Recommendation

In order to establish an effective training and development programme it is necessary to ensure that the employees are contributing towards the organizational goals. It is the duty of the managers to drive the organization towards attainment of group results. Training and development programme need to be developed according to the employees so that they can meet the future challenges. Training and development programme need to increase the capability of the employees so that they can become more productive for the organization. In today’s competitive scenario it has become necessary to provide effective training so that the employees can adjust in a different business atmosphere. The employees therefore need to understand the requirement of such programme. The employer needs to make an effective investment on the employees so that they can understand the various work culture. In the diversified economy it has become important for an organization to adapt themselves towards the growing changes[24]. Those who do not understand the changes lack in making a difference on the coming generation. In the recent time it is seen that people are getting accustomed to the changing needs. They have a better understanding in generating business opportunities according to the surrounding. It is highly recommended that the training and development programme need to be implemented for a longer time period. This will however help in understanding the situation of the employees and the culture.  They will be adhered to give an effective result if provided with an effective training and development programme[25]. Employees need to understand that the overall employee development is only possible through consistent training programme. Outsourcing the training and development programme will therefore reduce the burden on the organization to meet the growing needs. They can focus on their inner capacities. Moreover the organization can only develop effectively if they are more concrete towards development of the effective work environment. Large size business organization needs to implement more training and development programme so that they can understand the situation arising in the organization.

Acorn understands that there is a necessity to focus on developing a proper an effective environment by providing senior managers with the on-the-job training. Implementation of an effective training and development structure will somehow allow the organization to give multi-fold result. It is however necessary for an organization to sustain against the growing competition occurring in the surrounding. It develops inner capabilities of the employees and allows them to grow more efficiently in a cohesive business environment. It is not easy for an organization to implement policies in a day but the training and development programmes create an effective situation through which the employees can grow more efficiently. Technique of human resource development will ensure that the HR planning will effectively contributes toward the organizational strategy. The job design and structure need to be implemented in a manner which promotes effective growth in an organization[26]. Making a right investment at the right time is the necessity of a training and development programme. Most of the employer is making an investment towards the training and development programmes so that the employees can achieve desired result. These training and development programmes help in enhancing the overall productivity in an organization. There is a necessity to revamp and improve the learning structure in an organization so that the employees can give effective result. It is recommended that the senior managers need to ignite the passion in the employees. There duty is to develop the employees in an effective manner so that they can give good results. In the complex work environment the employees can produce results so that they can organize the work environment. It is the duty of the senior manager to promote the interest of the employees working in the organization so that they outperform.  These programmes add value by developing knowledge and skills in few months. Managers are overburdened with responsibilities in order to manage the organization. This provides them with an opportunity to teach the employees with the career development of the subordinates. The development and growth process in an organization plays a vital role in managing the organization in order to attain long lasting result. This will simultaneously help in increasing the cost efficiencies providing progressive results

[27]It is necessary that the organization should provide with a flexible learning programme as it will engage more employees in the organization. The company will respond efficiently towards the problem arising out of any such situation.  Creating team and providing them with proper training will create an adjustable atmosphere to attain effective result. Employees can understand their role in the organization. This will however help in learning efficiently.

It is however necessary for an organization to develop according t the growing culture. When an organization develops according to the surrounding it will provide them with more diversified opportunities to grow. Employees can outperform in such a situation. They can understand there surrounding efficiently[28].

It is recommended that the business organization must allocate a budget for the purpose to attain better results. It is a pre-requisite in every organization in order to develop efficiently. Employees can grow if the organization has focused all the resources on developing more result oriented mechanism. In a diversified business environment employees can only perform efficiently if they are more focused towards there responsibilities. Creating more awareness about the project and by disclosing the overall procedure will help the organization to attain significant result[29].

Lastly it is more significant that the organization need to implement the growth strategies that are more human centric. This will help in simulating the effectiveness in the organization by helping them to create a better training and development plan. . It is necessary to understand how the human resource planning will effectively create a positive impact on the organizational culture. Creating efficiency at the workplace will create a better atmosphere in reference to the future needs.

 

Conclusion

The report includes the entire necessary plan to implement a successful job design for the senior managers in order to compete against the competitors. It is seen in the business environment that the organization can grow multifold if proper training is given to the employees. Most importantly the employees need to focus on developing an effective plan so that the employees can understand the importance of planning and development in the environment. Employees can implement better understanding if they have developed a better training structure. It is necessary objective in an organization that the employees must focus on developing more effective goal oriented policies. Overall training programme involve 12 modules that last for a day. End of the module help in understanding the key behavior of an individual in the organization. The purpose of the training and development programme is to create competent employees. These employees will adopt the situation according to the change in the environment. In a multinational organization it is a necessity to inculcate training and development programme regularly so that the employees can incorporate such programmes more effectively in their daily schedule. The program is made according to the requirement of their clients in order to provide with an advantage against the other competitors[30]. The report is based on developing the skills of the top level personnel to meet the changing trend in the resort management. The management has to provide effective training to the low level manager so that they can incorporate the changes in an effective manner. He has to integrate the human resource planning in order to improvise the overall business strategies.  They need to improvise the techniques in according to the generic needs that help in organizing the training and development programs. The role can effectively be carried forward if the manager performs his duty more carefully.

 

References

Abdullah, H., "Major challenges to the effective management of human resource training and development activities." The Journal of International Social Research 2, no. 8 (2009): 11-25.

Armstrong, M., and Stephen T., Armstrong's handbook of human resource management practice. Kogan Page Publishers, 2014.

Boxall, P, and John,P., Strategy and human resource management. Palgrave Macmillan, 2011

Bratton, J., and Jeff G., Human resource management: theory and practice. Palgrave Macmillan, 2012.

Caulton,J., "The development and use of the theory of erg: A literature review." Emerging Leadership Journeys 5, no. 1 (2012): 2-8.

Dowling, P. International human resource management: Managing people in a multinational context. Cengage Learning, 2008.

Hendry, C., Human resource management, Routledge, 2012.

Jehanzeb, K. and Nadeem B., "Training and development program and its benefits to employee and organization: A conceptual study." Training and Development 5, no. 2 (2013).

Joy-Matthews, Jennifer, David M., and Mark S., Human resource development. Kogan Page Publishers, 2004.

Kozlowski, S., and Eduardo S., Learning, training, and development in organizations. Taylor & Francis, 2009.

McGuire, D., Human resource development. Sage, 2014.

Olaniyan, D. A., and Lucas B. Ojo. "Staff training and development: a vital tool for organisational effectiveness." European Journal of Scientific Research 24, no. 3 (2008): 326-331.

Ortmeier, P., and Edwin M. Leadership, ethics, and policing: Challenges for the 21st century. Prentice Hall, 2010.

Paauwe, J., "HRM and performance: Achievements, methodological issues and prospects." Journal of Management studies 46, no. 1 (2009): 129-142.

Raymond A., John H., Barry G., and Patrick, W. Fundamentals of human resource management. Boston, MA: McGraw-Hill/Irwin, 2007.

Richard,O.., and Nancy J., "Strategic human resource management effectiveness and firm performance." International Journal of Human Resource Management 12, no. 2 (2001): 299-310.

Schuler, Randall S., and Susan J., Strategic human resource management. John Wiley & Sons, 2008.

Srinath, K. "Human resource development." 2003.

Storey, John. Human resource management: A critical text. Cengage Learning EMEA, 2007.

Truss, C., David M., and Clare K., Strategic human resource management. Oxford University Press, 2012.

Werner, J. and Randy S., Human resource development. Cengage Learning, 2011.

[1] Hendry, C., Human resource management, Routledge, 2012.

[2] Boxall, P, and John,P., Strategy and human resource management. Palgrave Macmillan, 2011

[3] Raymond A., John H., Barry G., and Patrick, W. Fundamentals of human resource management. Boston, MA: McGraw-Hill/Irwin, 2007.

[4] Dowling, P. International human resource management: Managing people in a multinational context. Cengage Learning, 2008.

[5] Bratton, J., and Jeff G., Human resource management: theory and practice. Palgrave Macmillan, 2012.

[6] Schuler, Randall S., and Susan J., Strategic human resource management. John Wiley & Sons, 2008.

[7] Harzing, A, and Ashly ., International human resource management. Sage, 2010.

[8] Sparrow, P.,Chris B., and Chul C., Globalizing human resource management. Routledge, 2016.

[9] Bakker, A. and Michael L.,Work engagement: A handbook of essential theory and research. Psychology Press, 2010.

[10] Jehanzeb, K. and Nadeem B., "Training and development program and its benefits to employee and organization: A conceptual study." Training and Development 5, no. 2 (2013).

[11] Olaniyan, D. A., and Lucas B. Ojo. "Staff training and development: a vital tool for organisational effectiveness." European Journal of Scientific Research 24, no. 3 (2008): 326-331.

[12] Kozlowski, S., and Eduardo S., Learning, training, and development in organizations. Taylor & Francis, 2009.

[13] Abdullah, H., "Major challenges to the effective management of human resource training and development activities." The Journal of International Social Research 2, no. 8 (2009): 11-25.

[14] Storey, John. Human resource management: A critical text. Cengage Learning EMEA, 2007.

[15] Armstrong, M., and Stephen T., Armstrong's handbook of human resource management practice. Kogan Page Publishers, 2014.

[16] Bratton, J., and Jeff G.,Human resource management: theory and practice. Palgrave Macmillan, 2012.

[17] Boxall, P., and John P., Strategy and human resource management. Palgrave Macmillan, 2011.

[18] Schuler, R., and Susan J., Strategic human resource management. John Wiley & Sons, 2008.

[19] Werner, J., and Randy D., Human resource development. Cengage Learning, 2011.

[20] Daley, M. "Strategic human resource management." Public Personnel Management (2012): 120-125.

[21] Armstrong, M., and Stephen T., Armstrong's handbook of human resource management practice. Kogan Page Publishers, 2014.

[22] Paauwe, J., "HRM and performance: Achievements, methodological issues and prospects."&nRecommendationbsp;Journal of Management studies 46, no. 1 (2009): 129-142.

[23] Caulton,J., "The development and use of the theory of erg: A literature review." Emerging Leadership Journeys 5, no. 1 (2012): 2-8.

[24] Ortmeier, P., and Edwin M. Leadership, ethics, and policing: Challenges for the 21st century. Prentice Hall, 2010.

[25] Truss, C., David M., and Clare K., Strategic human resource management. Oxford University Press, 2012.

[26] Richard,O.., and Nancy J., "Strategic human resource management effectiveness and firm performance." International Journal of Human Resource Management 12, no. 2 (2001): 299-310.

[27] Werner, J. and Randy S., Human resource development. Cengage Learning, 2011.

[28] Joy-Matthews, Jennifer, David M., and Mark S., Human resource development. Kogan Page Publishers, 2004.

[29] Srinath, K. "Human resource development." 2003.

[30] McGuire, D., Human resource development. Sage, 2014.

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