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Human Resource Development

Introduction

In this part of the assignment, the process of planning a training and development program by the human resource manager of a company has been discussed here. At first, the process of making the reference manual of the company has been discussed in this part. The advantage and disadvantage of the training and development program at various levels have been described in the next section. A systematic approach plan would be formed by the managers to analyse the need.

Task 1: The Reference Manual

    1. Purpose of the Manual

All the major procedures and the policies faced by the organisationare summarised in the reference manual of the company. The main purpose to form a manual is to guide the human resource managers of the company about the training development program of the company (Vos, et al., 2011). The guidance of the manual should be applied to the entire employee, new or existing.

    1. Employment Policy

The employment policy of the organisation implies the policy of recruitment of new employees. To fill vacancies, the recruitment managers of the company always try to employ the well performing and capable employees (Salas, et al., 2012). The managers treat with the job applicant fairly and equally. The best-qualified applicants concerning their merits and abilities are offered to be employed.

    1. Salary Policy

About responsibility and performance, the company aims to provide employment that offers equitable and fair remuneration. The salary remuneration of the company depends on the external competitiveness, individual profile and performance of the employees, cost efficiency of the compan ........

the training and development program at various levels have been described in the next section. A systematic approach plan would be formed by the managers to analyse the need.

Task 1: The Reference Manual

    1. Purpose of the Manual

All the major procedures and the policies faced by the organisationare summarised in the reference manual of the company. The main purpose to form a manual is to guide the human resource managers of the company about the training development program of the company (Vos, et al., 2011). The guidance of the manual should be applied to the entire employee, new or existing.

    1. Employment Policy

The employment policy of the organisation implies the policy of recruitment of new employees. To fill vacancies, the recruitment managers of the company always try to employ the well performing and capable employees (Salas, et al., 2012). The managers treat with the job applicant fairly and equally. The best-qualified applicants concerning their merits and abilities are offered to be employed.

    1. Salary Policy

About responsibility and performance, the company aims to provide employment that offers equitable and fair remuneration. The salary remuneration of the company depends on the external competitiveness, individual profile and performance of the employees, cost efficiency of the company (Moser, 2012). For the same grade and different professional business stream, the will provide the same remuneration. All the temporary employees like interns, part-time employees and temporary assistant will be offered the same salary.

    1. Training &Development
      1. Training & Development Guidelines

Purpose:

 

To develop the key competencies of the organisation is the main objective of the training and development program. It will make a bright future for the organisation by improving the operational efficiency and strengthening the job skill.

Policy:

By the strategic business objectives is the primary policy in administering and implementing the training and development policy (Moreno, et al., 2011).

Types of training:

There are many types of training and development activities; those are the employer-initiated program, and employee-initiated program and staff training and development.

Conditions for sponsorship:

The condition for the external employee and the academic employee to provide training will describe in the manual.

Level of sponsorship:

There are two types of level of sponsorship. Those are external training program and academic program (Kolb, 2014). The percentage of the external training program will depend on the job, and the percentage of the academic program will depend on the academic qualification.

Refund of sponsored fee:

The employees should refund the fee for the training under certain conditions. The amount of fee will depend on the type of training. 

 

      1. Examination Fee Reimbursement

Purpose:

 

By sponsoring the employees for relevant public examinations, the company will always assist and encourages their employees.

Policy:

On the degree Of importance to employees' jobs, the examination fee of all applicants will be considered. The operational requirement of the employees will also be considered in this program.

Conditions for Reimbursement:

For the reimbursement policy, the employees have to follow some terms and conditions, like the employee should cover the probationary period or the employee should have an adequate qualification (Knowles, et al., 2014).

Amount of reimbursement:

In case of the professional membership fee, the company will not provide evaluation fee and registration fee. The company will provide 100% examination fee.

Method of reimbursement:

In the employee's account, the company deposits the amount by cheque.

 

      1. Professional Membership Fee Reimbursement

Purpose:

 

For sponsoring the employees for professional membership, the company assists and inspires the employees’ further professional and technical qualification.

Policy:

Based on the degree of the qualification, the applicant of training will be selected by the company (Kolb, 2014). The experience of the employees will also be considered in this case.

Conditions for Reimbursement:

The condition for reimbursement is same as the examination fee reimbursement within the organisation.

Amount of reimbursement:

The reimbursement will exclude the subscription charges, bank charges and penalty fee and will include renewal or membership fee.

Method of reimbursement:

The reimbursement will be delivered by cheque.

 

    1. The Learning Curve

Task 2: Training and Development Workshop

2.1. The Training Needs Of Staff at Various Levels in the Organisation

In the employee training and related training needs, the process of identifying the gap is called the training needs analysis. The training needs analysis indicates the procedure by which the company can determine whether the training will be successful. It is one kind of process of development (Harrison, 2011). The training needs analysis is very important for an organisation because the training needs analysis recognises the problems of the training responses. For the employees and organisation, the training need analysis will identify the relevant training problems. There are three levels, by which the training needs for staffs at various levels can be discussed. Those are as follows.

Organisational Analysis

The gap between the highest potential capabilities of the employees and the actual performance of the employees is identified by the training needs analysis at the organisational level. It will help the company to attain the objectives of the organisation easily. With a review of the companies’ operational plan and strategies, the organisational level of training needs analysis starts (Grossman & Salas, 2011). How employee training can help attain organisational goals will be considered by the organisation analysis of training need. As the organisation and the tasks of its personnel change over time, the training needs analysis will find out the abilities of the workforce, skills and knowledge.

Task Analysis

The task analysis considers the process of identifying the components of the task and the purpose of the job. To have an effective performance, the task analysis of the organisation takes place. In the level of task analysis, the performance of the employees, skills and knowledge indicates the nature of the tasks (Cummings & Worley, 2014). In this analysis, the workforce's skills and knowledge are correlated with the knowledge and skill needs for each particular job.

Individual Analysis

The performance analysis of the employees considers the individual analysis. In this analysis, the organisation has to identify that which employees of the organisation need the training and what kind of training is needed by the employees. The employee's performance is discussed in this caseto find out the training needs of each, and it is considered with the defined standard.

 

 

 

2.2. The advantages and disadvantages of different methods of training

Advantage and disadvantage of different training methods are as follows.

Technology-Based Learning

The technology-based training is very important for the training to needs analysis. The technology-based learning helps to promote independent learning for the employees (Belbin, 2011). It also prepares the employees for future development. On the other hand, the technology-based training makes the employees vulnerable to potential pitfalls and raises the instructional challenges.

On-The-Job Training

On-the-job is one of the most famous kinds of training. It explains the kind of the new project to the employees. It is a very economical method of learning and makes the training method very simple. The disadvantage of this training method is by this method teaching process can be possessed. This training process can create disturbance in the production and low productivity in the organisation.

Coaching/Mentoring

The mentoring or coaching process needs an experienced person. The coaching and mentoring process acclimates a new worker to the job. When the mentor provides the feedback, the sense of achievement of the employees improves (Moreno, et al., 2011). The negative side of the method is sometimes, the mentee and the mentor can be mismatched. In that case, there may be the problem. The employee can be suffering from frustration if the mentor provides negative feedback. 

Group Discussions & Tutorials

Through the group discussion process, the employee can be interactive with each other, and their communication will be improved. It will help each employee to raise their voice. However, any one employee can dominate the conversation in the group discussion. 

Outdoor Training

Outdoor training makes the learning of the employees stress-free, and they can have fun together along with learning (Salas, et al., 2012). The negative sides of the outdoor training are that every one of the company does not participate in the outdoor training.

2.3. A Systematic Approach to Plan Training Event inanArea of Need

A systematic approach will be discussed to plan training event in the area of deciding the best technology for an organisation in this section.

The model of systematic approach to training (SAT)

The human resource manager has to go through some interrelated steps to operate the training and development systematically.

Those steps are as follows.

Organisation’s Aim

The first step of the systematic approach to training is to set the aim of the organisation. In this case, the organisation aims to set up the best technology for the organisation.

AnalysingTraining Needs

For implementing new technology, the organisation needs to provide training to the employees about the new technology (Harrison, 2011). For this cause, the organisation has to analyse the attitudes, skills and knowledge of the existing employees.

Setting Aims and Learning Objectives

A completing the training program, the organisation will be able to control and operate the new technology or software of the organisation. The training development program will increase the productivity of the employees.

Designing Training Strategy

In this step of the SAT, the human resource manager of the organisation will ask all the employees to attend a meeting (Belbin, 2011). In that meeting, they will decide what are to the done in the training and development process and the schedule and the entire training and development process.

Implementing Training Strategy

The selected schedules in the above steps will be appliedat this stage of SAT.

Validation

The effectiveness and the quality of the training will explain in the last step of SAT. 

The following figure can demonstrate the entire process of the systematic approach to training.

Task 3

3.1. Evaluation form

Date: ………………………………….Course Title: ……………………………………

Name: …………………………………..Trainer: …………………………………….

  1. How can the overall quality of this instructionbe rated as per you?
  1. Excellent
  2. Good
  3. Fair
  1. How well were the objectives of training stated by the presenter?

a.   Excellent

b.   Good

c.   Fair

  1. How well was the session kept alive and interesting by the presenter?

a.   Excellent

b.   Good

c.   Fair

  1. What is the overall rating of the presenter as per you?

a.   Excellent

b.   Good

c.   Fair

  1. How well your background was your needs and background accommodate this program?

a.   Excellent

b.   Good

c.   Fair

  1. How operative were the hand-outs?

a.   Excellent

b.   Good

c.   Fair

  1. How convenient was the location?

a.   Excellent

b.   Good

c.   Fair

  1. What was the most interesting thing in this learning?
  2. What was the most boring thing in your training program?
  3. Do you think that the session was useful for you?
  1. Yes
  2. No

3.2. Analysis the Responses of Evaluation

As per most of the respondents, the quality of the training was very good and satisfactory for them. The training session was very interesting for them, and the presenter was able to fulfil the objectives of the training and development process (Salas, et al., 2012). Most of the respondents rated good of the training. The respondent enjoyed the practical application and group discussion part of the training session most.

3.3. Effectiveness of the Evaluation

The training program was very effective for the employee of the organisation. The expected organisational benefit was delivered the training program. The training was able to obtain the goal of the program because it was very well-structured. The training was also very effective for future development of the organisation.

Conclusion

The advantage and disadvantage of technology-based training, on-the-job training, coaching and mentoring, group discussion and outdoor training has been discussed in this section of the study. All the five steps of the systematic approach to training have been discussed in the above section.

 

 

Part 2

Introduction

The future of skills and lifelong learning in the UK has been discussed in this essay. In this section, the role of the government in the training and development section and lifelong learning has been discussed in the first section of the essay. There are special areas in which the government will provide training those are teamwork, ethics and empowerment. The competency training and the competency movement of the government have been discussed in this section.

4.1. The role of government in training, development and lifelong learning

Training

The required skills for which an employee can work qualitatively, skilfully and effectively is called the training. The training is a periodical event, not continuous. For a specified time, the training is provided(Weerakkody, et al., 2011). For every person in work and every stage of the work, the training required. The training plays a vital role in keeping the employee updated with the fast changes environment, values, concepts and technologies.

Development

Through planned interventions of the organisational process, the growth in the organisation takes place. The organisation can change rapidly with the changing world and complex situations with the massive development of the organisation.

The importance of the training should be understood by the organisation at any stage whenever any types of lack activities take place in the organisation. In the training g and development program, the UK government plays a vital role. The UK government feels the necessity of removing the barriers of unemployment within the society(Tripathi & Agrawal, 2014). For large communities and background, different initiatives are taken by the government to create new opportunities within the organisation. The social exclusion of the organisationis removed by the lifelong learning program of the employees. To redevelop the skills of the employees is the main focus of the lifelong learning. The lifelong learning also improves the employees with the updated knowledge. The government of UK thinks that the ministers of the country are responsible for the lifelong learning and employability skills of the different private and public organisation(Nicholls, 2014). There are mainly four departments in which the activities of training and development are divided; those are local education, innovation, business and skills. One of the most important campaigns of the UK government is an improvement in National curriculum tests.

There are special areas of training in which the government plays a vital role, which are-

Empowerment: The delegations of responsibilities and the decision making process is the main activity of training and development.

Teamwork: Working in a team is a very effective way of development.

English: The use of English improves the personal relationship of the employees.

Ethics: in the development of corporate culture, the ethics are very important to show the moral behaviour of the employees (Hodgson & Spours, 2013).

Some of the responsibilities of the government are apprenticeship, lifelong learning, funding agencies, workplace training, qualification reform program and higher education training.

4.2. Impact of the development of the competency movement on the private and public organisation

The training and development program is beneficial for the companyto determine the overall quality of an employee's job performance. As per government of UK, by providing the high-quality services, the private sectors can perform in the best way. Learning new things is always very interesting and important for employees of an organisation(Hiatt, et al., 2015). The economy of the country is affected by the growth of the private sector. In improving the performance and standard, some private companies of UK put their 100% effort. The competency movement of the company influences the productivity of the firm. About evaluation and change of their fields, employees of the private companies receive best motivational assets and rewards. Because of some competencies, the company can face some troubles like, less initiative in the change, bad service quality and low productivity (Cropley, 2014). The reviews of the competencies-based performance evaluate the specific job skill of the employees along with the core competencies of the employees. Some types of competencies are as follows.

Competency-based Evaluation

A productive output can be produced by the process of competency and rivalry among the employees. The job performance of the employee can be improved by using both method core competencies and job competencies.

Competency-Based Performance Improvement

Based on the results of competency-based reviews, the employees and the supervisors work together in developing the improvement of the performance (Chong, 2013). A combined effort between employee and supervisor is improved by a competency performance plan that is dedicated to raising the competencies levels.

Job Competencies

Job competencies are referred to necessary skills of the job. It is required to perform a specific job in the particular occupation. Since the job competencies are related to a specific line of work, the job competencies are also defined as the job knowledge.

Core Competencies

The skills of the employees and attributes and characteristics of the employees are the core competencies. A firm in the marketplace distinguishes by a harmonised combination of various skills and resources are called the core competencies (Tripathi & Agrawal, 2014). The financial assets and the physical assets are implied as the core competencies of the organisation.

Benefits

The core competencies of the companies imply the directions of the company, goal, vision, structure and philosophy. The fundamental work skills of the company are determined by the appropriate core competencies of the company.

4.3. Contemporary training initiatives introduced by the UK government

In this assessment, a considered organisation for showing the human resource development is TESCO. The contemporary training initiatives taken by the UK government has contributed to the human resource development of TESCO very much. The labour market policy of UK government that has affected TESCO very much will be discussed in the following section.

Active Policies

The re-integrated of the labour market is the main focus of the active policy of the UK government. Different types of activities like entrepreneurship, training related to the labour market and creating jobs are included in the active policy of the UK government(Weerakkody, et al., 2011). In the active policy of the labour market, job booking policy and the job information both are included. The active policy of the labour market matches the demand of the labour with the supply of labour. The government of UK has initiated some special training to reduce the unemployment rate of the government. In training program, any compulsion of participation should not exist in the active policy(Chong, 2013). In that case, the unemployed people who accept the offer letter will be provided incentives by the government.Improved information, advice and guidance are provided to the job seekerto find out a new job opportunity.

Passive Policies

Passive policies are the indirect policies of the UK government. During the training time, job searching and unemployment, the passive policies of the government help in providing replacement income(Hodgson & Spours, 2013). Some of the examples of those policies are unemployment insurance policy and the voluntary retirement policy. If people cannot continue their job or have to leave their job for any cause, they can survive easily without doing any job.

Conclusion

For the growth of a company, lifelong learning, training and development are essential requirements. For the development of the company, the TESCO provides training and development program to its employees in an effective manner. The active policy and the passive policy of the UK government have been discussed in the above section for the perfection of the employees of an organisation.