Implementing Education For Sustainable Development: Training Program For Hudson Recruitment Agency Essay.

Discuss about the Implementing Education for Sustainable Development.

Training design involves the number of steps such as the objectives, planning, and need analysis of the participants, time framework and method to give training to the participants. Training helps in solving the many issues in the organization, so it should be organized in such way that it brings some changes in the human performance. After the need assessment task in the training program, the next step is to design and develop the training programs by analyzing the program objectives, detailed plan of action, schedule and planned activities and possible barriers. This report is based on the development of the sustainability training program for Hudson Recruitment agency. The need assessment report demonstrates that the company need to focus on the sustainability approaches and should give training to the employees to improve their performance at the workplace. It is the responsibility of human resource managers to arrange the different resources required for the training program and manage all the activities. During the training session, the leader of the company will share about his learning skills and personal experience with participants in order to bring some change at the workplace also. Moreover, it is analyzed that participation of the internal and external stakeholders are important for the training program designed for the Hudson recruitment agency.

Hudson recruitment agency is the famous Australian company that focusing on the management of the talent and also supports the big organizations in providing recruitment and talent management solutions. Company offers the specialized recruitment and talent management solutions in order to help the large organizations to find a great talent and then turn them into the great performers and adding value and increase the productivity at every stage of the employment cycle. The expert team at Hudson recruitment agency provides the unique insights and services that help the organization to increase the employee engagement to maximize the success of the company. From the need assessment research, it is clear that the company need to design the sustainability training program for its employee and team leaders (UNHCR, 2005).

Training and development of the employees is very essential part for every organization to address the weaknesses. A successful training program allows employees to strengthen their skills which are important to improve for the organizational growth and success. The main purpose of providing training and development to the employees is to improve the performance of the employees. After analyzing the needs of the company, it is observed that the company needs to provide the sustainability training to the employees in order to gain the sustainable advantage. However, it will be a great challenge for the Hudson Company to offer training programs about sustainability because it requires the huge participation of the employees to make the recruitment business more sustainable. It helps to in improving the knowledge and skills of the employees on sustainability (Team, 2013).

Importance of training and development needs

Training programs have a great impact on the workplace performance as it involves the trainers, participants and managers who come together to share the ideas and to improve the current operations of the company. The training about the sustainability needs the participation of all the employees working in the organization as it is important that all the employees will learn about how to conserve the resources, meet stakeholder’s interest, develop personal, social and environmental values, be ethical in business practice and contribute to the society as a whole.  However, this training will help the recruitment agency to build its brand image and the gain the sustainable advantage over the competitors (Luzio, 2016).

For the sustainability training program at Hudson Recruitment agency, the participants that identified are the internal and external stakeholders. The below table shows the participants that can be the part of the training program with their interest.

From the above table, it is analyzed that participation of the internal and external stakeholders are important for the training program designed for the Hudson recruitment agency (MSH, 2012).

The training program that focuses on the sustainability is very beneficial for the organization as well as for the employees.  The sustainability approaches will lead to build the good brand image of the company because of the increase in the contribution of the Hudson towards the society (UNODC, 2013).

On the other side, the career for the employees will be bright because of these training programs as these help in the improving the skills and knowledge of the employees. The up to date knowledge about sustainability gained by the employees through these programs is very beneficial for the successful careers of the employees.

Sustainability education within the recruitment agency or beyond the organization is very complex process and it needs the learning framework for that. Therefore, on the basis of the learning theories or its framework, we build a detailed plan for the Hudson organization. However, according to the holistic learning system, Hudson recruitment agency can incorporate the group communities of practice, inputs from the learning goals, learning context, learning methods and evaluation of the learning and a feedback loop (Gusdorf, 2009).

However, it is important to spread the knowledge about the sustainability among the internal and external stakeholders of the company. The main tasks that need to perform during the training program are to collect the important information about the sustainability such as minimization of the energy consumption, handling climate change problems, waste and recycling, required use of water, and importance of employee engagement. After gathering the required information related to the actions that need to be taken by the Hudson to build its brand image, the next step is to organize a training session with the stakeholders at the conference room of the company. It is the responsibility of human resource managers to arrange the different resources required for the training program and manage all the activities. During the training session, the leader of the company will share about his learning skills and personal experience with participants in order to bring some change at the workplace also (I-Tech, 2006).

Participants

There are many objectives of this training program which are listed as below:

• Objective 1: Create awareness among the employees regarding the importance of the sustainability for the organization as well as for the employees
• Objective 2: After these training programs, it is expected that company will start using the office supplies which are environmental and sound.
• Objective 3: To minimize the consumption of the energy at the workplace
• Objective 4: To minimize the waste and recycle as much as possible (Hu, 2004).
• Objective 5: To perform all the organizational task in an ethical way
• Objective 6: To achieve the good image of the company
• Objective 7: To ensure that every employee is aware of the sustainability approaches of the company.
• Objective 8: To spread the knowledge and skills to improve the employee performance.
• Objective 9: To ensure that Hudson operations act with an integrity in all its recruitment operations (FAO, 2011).

The training program will be scheduled for 45 minutes at the conference hall of the organization. The planned activities to achieve the objectives are as follows:

• To give instructions to the employees that they will make sure that all the computers, lights and printers are turned off when not in use by them or at the time of leaving in order to reduce the energy consumption.
• Promoting the activities of reduce, reuse and recycle in order to manage the waste.
• The company will use only required amount of water and will also have the required water filter system.
• The company will buy the office supplies from those companies which are eco-friendly in nature (Hamza, 2012).
• Participation of the employees in the sustainability approaches will be highly encouraged in order to empower the company with new ways of ideas and thoughts.
• Building the sustainability policy for the organization to build its good image in the public.

Trainers are playing a very important role in designing and developing the training programs because they are the one who are responsible for ensuring that knowledge and experiences has been shared in an ethical way and also ensure that the participation of the employees has been enhanced. Therefore, during the programs trainers should analyze the behavior of the employees that participate in the training program. Some of the important points that keeps in mind while providing the training programs are:

• Trainer should ensure that participants are contributing enough towards the learning process and they are sharing their viewpoints ideas and opinions.
• Trainer should also address the different level of experiences in order to convey the important role of sustainability for the organization.
• Trainer should inform to all the participants related to the purpose and importance of the training program.
• Trainer should also focus on some of the barriers to the training program such as language, gender, management support and financial problems (Armstrong, 2011).

The last step in designing and developing the training program is that to collect the feedback after the end of the training or learning system and then evaluate the results of programs. This evaluation is important in order to compare the two training programs, to identify ideas and opinions of the stakeholders, to meet requirements set by legislation, justify the financial investment in the training, to analyze the feedback of the ongoing improvement in the new employees. It is analyzed from the need assessment and from the development of the training program that the Hudson recruitment agency should implement the sustainability policy in order to contribute towards the society (Ganga, 2015).

The material and resources that are required to implement the training programs are:

• Action plan regarding how to conduct the training programs and prepare the experts with lecture notes to deliver their guidelines
• Need of material such as handouts, workbooks or worksheets, projectors to show some videos or images of the organization to the new employees
• Separate training rooms are required to conduct these training sessions (Ganga, 2015).

During the training programs very important to have a full support of the top management and middle management. The lack of support by the management will cause the various problems and can make this training program successful. There are very big decisions which need the support of top management related to finance and policies implemented by the top management. After the training program it is suggested that the Hudson recruitment agency should implement the sustainability policies in the organization implement the policy and to get the permission of building that policy needs full management support.

Another barrier for this training program is the bad perception of the employees with regard to the sustainability. There are many employees in the organization that may have the perception that sustainability does not lead to build the brand image of the company. Because of these reasons, they participated less during the training programs which is not good for the training program.  Every employee has the different interest and different personal goals in any organization. However, lack of interest by the employees or other stakeholders will also lead to reduce the participation level of the employees which prohibits these programs to occur (ICS, 2016).

Program Plan

Designing and developing a training program for the organization also involves the cost to the company. There are many organizations which avoid these types of training programs in order to save the money.

Moving on to the next barrier that comes in the way of training program could be the organizational conflicts between the employees. These organizational conflicts also reduce the level of employee participation and engagement towards the organizational goals.

Conclusion

Trainers are playing a very important role in designing and developing the training programs because they are the one who are responsible for ensuring that knowledge and experiences has been shared in an ethical way and also ensure the participation of the employees. The main tasks that need to perform during the training program are to collect the important information about the sustainability such as minimization of the energy consumption, handling climate change problems, waste and recycling, required use of water, and importance of employee engagement. It is concluded that the participation of the employees in the sustainability approaches will be highly encouraged in order to empower the company with new ways of ideas and thoughts. Therefore, the training program that focuses on the sustainability is very beneficial for the organization as well as for the employees.  The sustainability approaches will lead to build the good brand image of the company because of the increase in the contribution of the Hudson towards the society. On the other side, the career for the employees will be bright because of these training programs as these help in the improving the skills and knowledge of the employees.

References

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