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Unit 4 Human Resource Development

Introduction 2.1 Compare the training needs for staff at different levels in an organization.

Before developing the training and development programs, it is essential to identify the training needs at the different levels of the organisation. Single training program cannot fulfil the training needs of the employees who have different roles and responsibilities. Hence, the training needs are to be identified in advance. There are some basic training needs which arise from the organisational goals and objectives. While assessing the training needs, human resource development department needs to include the skills which are relevant to the role and responsibility of a particular employee. The tasks which are related to the job assigned to an employee have to be taken care in the training program (Bergenhenegouwen, 2009). The existing skill set of the employees also affect the content of the training program.

For the new employees which are freshly graduated from the college and joined the organisation as their first professional job, needs basic training which should allow them to know about the processes used in the organisation. Hence, the training needs for these employees are to make them aware of the organisation’s policies and the best practices followed at the organisation.

Since these employees do not have any experience of interacting with the clients, they need to be trained in the soft skills which include the development of the communication skills and maintain the positive body language. In case their roles in the organisation involve technical knowledge, the technical training sessions should also be included in the program. On the other hand, the training program for the experienced employees who are at the senior level, the training needs are different. For example, when a team lead is promoted to the designation of project manager, his training needs include the knowledge of the project management tools and negotiations skills so that he could manage the project work and negotiate with the clients on the same time.

2.2 Assess the advantages and disadvantages of training methods used in an organization Every organisation has its own methods of training and development of the employees. The training methods being used in the organisations have their advantages and disadvantages which need to be analysed while developing the training events. On the job training method is one of the most used and effective training method used in the organisations. Instead of developing a training program to provide theoretical knowledge to the employee, he is asked to work on a live

task under the monitoring of an experienced and responsible employee. It is the responsibility of the supervisor to make sure that the task is completed by the employee as per the requirement and provide required help the employee in doing so. Employee work on the actual job location and through hands on, he learns about the job. The disadvantage of on the job training method is that it lacks the well structured training environment. The employee might miss the basics of a particular task and focus only on the aspects and challenges which come before him while working. Another disadvantage of this method is that the supervisor might not have the appropriate skills to be transferred to the employee. On the job training method also does not have a well defined performance monitoring criterion as the expectations from the new employee are not clearly defined.

Rotation of the job in the form of changing roles and responsibilities is another training method used by the organisations. In this method, an employee is assigned a different job after he has learned all the aspects of his existing job. The main advantage of job rotation method is that the employees are cross trained in various technologies and roles and introduce flexibility in the organisation (Doorewaard & Benschop 2003). But this method sometimes might not work if an employee does not want to change his job profile and wants to gain expertise in one area and look for the opportunities in the same area. Apprentice is also used to train the employees.

During the apprentice period, employee is given instructions to perform a task and he gains experience while working. In this method, the employee is trained in the theory as well as practical aspects of the job. The main advantage of this method is that the employee receives one to one training. The disadvantage of this method is the long duration and predetermined period which could not be changed once the process is started.

2.3 Use a systematic approach to plan training and development for a training event Planning a training and development event is a systematic approach in which lays path for the learning of the employees in an organisation. Plan for the organisation of a training and development event is done in the following steps:

 Training Need Analysis: This is the introductory step for the training and development even. In case of chosen organisation, the training and development event for 30 newly joined software developers in the organisation would be developed. These trainees come directly from the college and do not have any prior experience of working in an Information Technology organisation. Hence, they need to be trained in the technical stuff such as programming languages, coding best practices, test case preparation, unit testing and integration testing along with basic soft skills.

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Readiness for training: Training is mandatory for all the newly joined employees so that a platform for their growth and contribution in the organisational goals could be prepared.

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Creating learning Environment: These 30 newly joined employees will be divided into 2 groups where first group would be trained in the programming languages and coding while the second group would be trained in the software testing.

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The design for the training is also developed in which the learning objectives, methods of training and training plan are accommodated.

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Ensuring Transfer of Training: Experienced employees from the organisation such as Team leads, module leads and project managers would organise the learning transfer process

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Developing an evaluation plan: Trainees progress would be evaluated on the basis of the objective tests and subjective tests after the completion of each module.

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Selecting Training Method: The training would involve the e-learning, concept building classes, hands on experience would be used in the training event.

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Monitoring and evaluating the program: The material used in the training and development process is continuously reviewed so that the latest technologies and competencies are included in the training material

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