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Human Resource Development

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Table of Contents

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INTRODUCTION .............................................................................................................................. 3 TASK 1............................................................................................................................................... 3 1.1 Concept of learning curve................................................................................... 3 1.2 Comparison of different learning styles................................................. 4 1.3 Assessment of designing induction programme........................................ 4 TASK 2 ............................................................................................................................................. 5 2.1 Comparison of training needs at different level of Green & Co. ............................................................................................................................................... 5 2.2 Advantages and disadvantage of training methods.............................. 6 2.3

Training and development plan for the staff at various levels...........................................................................................................................................7 TASK 3............................................................................................................................................... 8 3.1 Evaluation of induction training programme.......................................... 8 3.2 Assessment of the success of the evaluation........................................ 8 3.3 Review of the induction training programme.......................................... 9 TASK 4............................................................................................................................................... 9 4.1 Government's objective for apprenticeship............................................. 9 4.2 Assessment based on competency..................................................................... 10 1.3 Government objectives for the apprenticeship and its benefit to Green & Co. in recruitment................................................................................. 10 CONCLUSION................................................................................................................................... 11 References................................................................................................................................... 12

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INTRODUCTION Human resource development is a vast area which consists of training and

development

programmes

provided

by

the

organisations

to

their

employees for enhancing their skills, abilities and knowledge. Companies apply

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the process regarding the human resource development at the time of hiring make employees better than before (Bratton and Gold, 2012).

In the present study, Green and Company is taken into

consideration.

This file consists of learning theories, learning style as well as plans for designing training and development programmes. Along with this, present study also consists of the evaluation of training events and the role of government in lifetime development. At the end, study is concluded with the help of key findings and appropriate measures.

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TASK 1

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Illustration 1: Learning curve (Source: Chapters of a whole event, 2013) 1.1 Concept of learning curve Green and Company is facing various challenges in its working environment. It needs to conduct training and development programs for developing the skills and abilities of its employees. Learning plays an important role in improving the performance of employees and new candidates. The induction program of Green and Co. helps employees in understanding the expectations of company from them. Mission, vision and goals of the company are explained by the induction programmes which later motivate employees to improve themselves and learn new things. It is a step by step process for improving the skills and abilities of employees (Chen and Huang, 2009).

By learning curve, employees can able to monitor changes in themselves. This Leading Assignment Service provider in Australia for university students

Essay writing services curve helps them in identifying that whether the applied changes are beneficial for the employee or not.

Employees improve themselves by learning working styles, policies, procedures and employee's rights of the company. Through this learning curve,

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employees can bring improvement in their performance and working efficiency.

Transfer of information from the induction programmes encourages employees and new joinees to contribute in the success and growth of Green and Co. This learning results to create various opportunities for the employees and gives new direction to their career (Khan and Sheikh, 2012). The horizontal axis of curve represents the experience of employees with respect to the time and vertical axis of curve shows the learning or proficiency of employees and new candidates.

1.2 Comparison of different learning styles The induction programmes of Green and Co. is conducted only for two days. In these two days, firm wants to cover all the factors such as history, mission, vision, goals and objectives. Along with this, company also wants to explain ethics, morale as well as values of the working environment to the candidates (Knowles, Holton III and Swanson, 2014). By using appropriate learning style, company can enhance the skills, abilities and knowledge of employees effectively and efficiently. Various styles which firm can be used are explained below.

VARK model: This model is one of the popular models used by organisations for understanding learning styles of individuals. This model has four elements i.e. visual, auditory, reading or writing and kinaesthetic.

In this style, company can use videos, presentations, reports, audio and Leading Assignment Service provider in Australia for university students

Essay writing services many more for explaining things to new employees (mĂŠ, 2011).

Kolb Learning style: In this style, individual learns new things by doing experiments, various researches, observations along with collecting various information. This style has four parts I.e concrete experience,

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reflective experience, abstract experience and active experimentation.

Green and Co. can visit their new employees to its various departments for understanding them about the operations and other things effectively (Reed, 2001). v

HRM Sample For Complete Assignment Writing Task Kindly Call us:+61 879 057 034 Or Mail Us:help@instantassignmenthelp.com.au Myers-Briggs Learning style: This model consists of four stages i.e. extroversion versus introversion, sensing versus intuition, thinking versus feeling and judging versus perceptive. Firm can apply this learning style for explaining things as per the thinking, perception and feelings of new workers (Learning Style, Play, and On-line Interactive, 2007).

1.3 Assessment of designing induction programme Use of various learning style can improve the induction programmes of Green & Co. Selection of learning style depends upon the company and its environment. If, it uses VARK model for explaining the working environment of firm then it becomes easy for new employees to know company and other Leading Assignment Service provider in Australia for university students

Essay writing services elements such as its history, policies, procedures, techniques, employee's rights, health and safety regulations, etc. By using this style, new workers can able to understand the market position of firm along with its market reputation (Budhwar and Sparrow, 2002). These all information help them in enhancing

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their skills, abilities and knowledge as per the requirement of enterprise.

By proper guidance and monitoring, new staff try to face new challenges and risks which later helps them in increasing their confidence and motivation level. With the help of proper observation at the time of visiting, new workers can understand the working of company. These all information help new candidates to improve the skills of themselves and to perform well for achieving the goals and objectives of Green & Co (Bratton and Gold, 2012).

With the use of different styles, Green & Co. can provide all the information to the new workers for influencing them in order to do quality work.

This induction event results to create a learning habit among the new workers which is a good thing for them. By using appropriate learning style, firm can able to learn new things to the new candidates in an effective and appropriate manner (Johnson, 2001).

TASK 2 2.1 Comparison of training needs at different level of Green & Co. Training and development plays an important role in developing the skills, abilities and knowledge of employees regarding the particular work. There are various kinds of training such as e-learning, classroom training, case study, role plays, coaching and many more which organisations can use for their employee's improvement and enhancement (Burr and Pearne, 2013).

According to the given case, Green & Co. is providing training to their Leading Assignment Service provider in Australia for university students

Essay writing services employees of three categories i.e. graduate trainees, new line managers and experienced existing managers. The purpose of this training program is to develop the skills and abilities of employees and to increase their career opportunities. Training needs of each category is differ from other so firm needs

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to identify training needs effectively and then implement appropriate training method.

Comparison of training needs at different level is as follows.

Graduate Trainees: Training needs of graduate trainees is to build their confidence and improve their skills by using practical ways such as role plays, case studies, etc. in order to improve their decision making skills , risk handling skills (Cassidy, 2006).

New Line Managers: Training needs of line managers is to develop their technical skills, production and sales skills regarding the quality of shoes, proper utilization of resources, requirement of new machines and devices, etc.

Experienced Existing managers: Training needs of existing managers is related to motivate them, observation of the performance of the other workers,

team

management,

time

management,

relationship

management, risk management, etc for their development (Chatzoglou, 2008).

2.2 Advantages and disadvantage of training methods Green & Co. is using various training methods for fulfilling the training needs of employees. This training programme can provide various benefits to the organisation and its workers as well. If we talk about the advantages of Leading Assignment Service provider in Australia for university students

Essay writing services business then firm can improve its quality of shoes, increase its market position, earns high revenue, improve its working environment, time management and can introduce new machines for improving the performance and quality (Dann, 2012). Along with the firm, workers can also get benefits from this training

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program as it results to enhance their skills, capabilities and information. This training program can improves the performance of workers and bring lots of confidence in them.

For taking advantages of training programmes, Green & Co. can use on the job and off the job training. Each type of training have its own advantages and disadvantages which are explained below.

On the job training Advantages: It give more emphasis to motivate trained for improving their skills and performance.

It is an informal type of training It's more focus is on the jobless expenses (Deckop, 2006).

Disadvantages: It is not organised in appropriate manner.

There are risks of accidents or some other hazardous Candidates does not get practical knowledge related to their training work.

Off the Job Training Advantages: It provides practical knowledge to the employees It makes employees to face the challenges of real world (Guest, 2001) Leading Assignment Service provider in Australia for university students

Essay writing services Disadvantages: It is a formal training It is more expensive than on the job training Candidates motivate less in this training as compare to the on the job

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training (Hughes, 2002).

2.3 Training and development plan for the staff at various levels Green & Co. needs to plan their training and development programmes for achievig the planed objectives. It is providing training to new graduate trainees, new line manager and experienced managers. The steps which are to be followed by firm for planning their training and development program are as follows.

HRM Sample For Complete Assignment Writing Task Kindly Call us:+61 879 057 034 Or Mail Us:help@instantassignmenthelp.com.au Identification of the needs: The first step of Green & Co. is to identify the needs of training at the various levels. Higher authorities can identify needs by conducting meetings, discussions with the employees, etc (Johnson, 2001).

Setting of training objectives: After identifying the training needs, next step is to set objectives for the training programme. These objectives should be related to the three categories of employees so that Leading Assignment Service provider in Australia for university students

Essay writing services they can improve themselves. The main objective can be development of various skills such as technical skills, communication skills, time management skills, etc.

Selection of appropriate learning and training method: In this step.

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Green & Co. needs to select the appropriate learning style and training method for developing the 3 categories of workers. By using proper learning style, firm can able to convey its message appropriately and effectively to the employees (Reed, 2001).

Preparation of Plan: After collecting all the above information, Green & Co. needs to prepare plan for their training programme. This plan should have information related to the training venue, professionals and experts who are conducting sessions, tools and techniques required for the training and other equipments .

Plan

Implementation:

In

this

step,

the

whole

plan

is

being

implemented by the company for its two days training programme for the 3 categories of workers.

Evaluation and controlling: The evaluation of the training programme results firm to notice the improvement in the performance of the employees and also helps in controlling various mistakes and problems (Knowles, Holton III and Swanson, 2014).

TASK 3 3.1 Evaluation of induction training programme In order to evaluate the effectiveness of the training programmes few techniques have been used. They are as followed.

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Essay writing services Questionnaire-

This

method

requires

the

manger

to

create

a

questionnaire based on the training event. The employee will have to provide a feedback, of the training program. Both positive and negative point can be added to the questionnaire (Burr and Pearne,

2013). This

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helps the manger to evaluate effectiveness of each training programmes on individual basis. As one to one interaction id done while questioning a better feedback can be generated from the employees.

Cost benefit analysis- This technique helps in evaluating the cost advantage generated from the training programmes to the employees.

The manger can access as to what monetary benefit was received by the employees

through

training

and

development

programme.

This

technique is also helpful in identifying the feasibility of the training programme (Chatzoglou, 2008). As the manger can compare between different training programmes, he/she can analyse as to which one is best among the others.

Quality circle- This circle is a group of employees receiving the same training and development for their respective job. These employees in a group provide feedback and suggestion to improve the training and development programme for the Green and Company (Bratton and Gold, 2012). Workers or employees implement various suggestion to the Green and Company in order to improve their performance.

3.2 Assessment of the success of the evaluation In order to assess the success of the evaluation technique following method is used.

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Essay writing services Formative Assessment- This assessment is done throughout the training and development programme (mĂŠ, 2011). The manager tries to seek feedback from the employees in between the training program. Quizzes, test and oral question are asked in order to identify the successfulness of

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the training program. The main aim is to identify whether the employees are able to achieve learning from the training or not.

Summative assessment- This assessment is carried out at the end of the training and development programme. As they are evaluative they summarize the learning from the training programme. The employee is asked as to what he/she learned from the training and how he/she may benefit from it. In many cases, grades are allotted to the employees who performed well in the training programme (Cassidy, this

the

manager

identifies

as

to

which

2006). Through

employees

successfully

completed the training programme and who failed to the same.

Formal and Informal assessment- Formal assessment is done with the help of a written document. The manger asks the employees question and interrogates him/her about his/her experience of the training program. On the basis of that manage identify the performance of the employees (Khan and Sheikh, 2012). By doing formal assessment the manger is able to find out the loopholes that occurred in the program. In informal assessment the employee is casually asked about the training program. This may done during breaks or without any officially notice.

3.3 Review of the induction training programme Review is an evaluation of the training programme. It is done to evaluate the effectiveness of the training towards Green and Company and its Leading Assignment Service provider in Australia for university students

Essay writing services employees. The manger will have to review each step of the training programme in order to identify whether there is a loophole in the programme or not. The manger has carefully identified the needs that have to fulfilled during the training programs (Chatzoglou, 2008). As the training program's

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objective was to groom the skills of the employees it played a vital role in assessing those needs. While setting training objective of Green and Company must be very precise and accurate. The training programme has been effective in providing proper time management strategies to the employee. The employees felt motivated after the training programme. Ass they were guided to improve their performance, the employees morale were boosted. Use of training method helped the employees in learning and development. The training programme enhanced their ability to learn about various new skills and techniques to increase work performance. Implementation of the training programme helped Green and Company in achieving its goals and objectives.

Training embarked the importance of learning which groomed the self development of the employees. They were more aware about their job responsibilities towards Green and Company (Chen and Huang, 2009). Training program was effective in identifying the strengths and weakness of the employees. The employees themselves could review their ability towards certain job description.

TASK 4 4.1 Government's objective for apprenticeship The government of United Kingdom is helping the apprenticeship in getting appropriate jobs. Governments objectives is a followed.

Traineeship programme have been formulated by the government. This Leading Assignment Service provider in Australia for university students

Essay writing services programme aims at providing guidance to the apprenticeship about their expertise and skills (Knowles, Holton III and Swanson, 2014). The apprentices are guided and moulded in these programs and they are mentored so that they can receive employment.

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Financial assistance is also provided to the apprenticeship who are not able to receive employment opportunity (Dann, 2012). By providing them with monetary assistance the government is able to serve the financial needs of the individuals. This financial assistance is provided them until they receive an appropriate job.

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and

development

programmes

are

conducted

by

the

government officials in order to train the individuals so that they can improve their abilities (Chapters of a whole event, 2013). These training are done by the industry experts which inspires the individuals to work better and increase their performance.

4.2 Assessment based on competency Competency based assessment is used for creating applicable standard of competences regarding to the employees. In this process, experts and professionals work with the trainees for collecting the information related to the Leading Assignment Service provider in Australia for university students

Essay writing services competences. It is not about measuring the skills and abilities of candidates but it is about making training programme more successful and better. Green & Co. is facing various problems such as early retirements, lack of proper skills in younger employees, narrow range of knowledge regarding the work and many

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more. For solving these issues, firm needs to

decide some standards for

developing employees effectively (Bratton and Gold, 2012).

Performance of the firm will decrease if its employees leave the organisation and due to this, it is important to use competency based approach.

By this approach, firm can appreciate and motivate new members and existing employees for improving themselves along with their performance (Training and study at work: your rights., 2015). Appreciation of workers leads them to bring positive changes in them as per the requirement of their work. Time to time evaluation can also help firm in knowing the participation of workers in training programme. This evaluation also helps in finding that training is achieving the objectives or not. It can also helps in controlling and handling the mistakes or error occur during the training programme. By using all these factors, firm can able to achieve the expected objectives (Cassidy, 2006).

1.3 Government objectives for the apprenticeship and its benefit to Green & Co. in recruitment In

apprenticeship

programmes

government

selects

some

of

the

companies for appointing intelligent, talented and skilled persons. Various roles are played by the government while conducting apprenticeship programmes which

includes

funding,

validation

qualification,

providing

schools,

etc

(Government Knowledge Training., 2015). The objectives of government behind this programme are explained below.

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Essay writing services Proper employee engagement.

For bridging the gap between the industry and labour market.

Providing people various opportunities to improve their living standard (Guest, 2001).

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To find the talented, skilled and intelligent people from various sectors.

To take talent among the public.

Green & Co. takes various benefits from the apprenticeship programme of government which are explained below.

Company gets skilled, talented and well trained employees Company does not need to invest its money for providing training to the employees.

New workers helps in taking innovative and creative decisions during work processes This helps in maintaining and improving the quality of employees which results to increase in the ratio of retention (Khan and Sheikh, 2012).

CONCLUSION From this study it is concluded that, human resource development plays crucial role in developing the skills, abilities and knowledge of the employees, It is important to provide training time to time for enhancing the knowledge as per the need of market and latest trends. Learning curve also helps in identifying the learning needs of the workers. By the help iof it, employees can monitor their performance according to the time. Green & Co. is facing various issues and challenges regarding the employees. For resolving these issues it is important to design induction programme along with the training and Leading Assignment Service provider in Australia for university students

Essay writing services development programme. Off the job and On the job training methods are appropriate for improving and developing the new and existing employees.

Government apprenticeship programmes also helps firm in improving their quality of employees.

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REFERENCES Books and Journals

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

Budhwar, P. and Sparrow, P., 2002. An Integrative Framework for Determining Cross-national Human Resource Management Practices. Human Resource Management Review, 12: 377–403.

Burr,W. and Pearne, N., 2013. Human resource development -Learning curve theory and innovation. 39(4).

Cassidy, S., 2006. Learning style and student self-assessment skill. Education + Training. 48(2/3). pp.170 – 177.

Chatzoglou, D. P., 2008. Enhancing performance through best HRM practices, organizational learning and knowledge management: A conceptual framework. European Business Review. 20(3). pp. 185–207.

Chen, C. J. and Huang, J. W., 2009. Strategic human resource practices and innovation performance—The mediating role of knowledge management capacity. Journal of Business Research. 62(1). pp. 104-114.

Dann, R., 2012. Promoting Assessment as Learning: Improving the Learning Process. Routledge.

Deckop, R. J., 2006. Human Resource Management Ethics. IAP.

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