Human Resource Development
Factors invoved in Human resource Mangament
Human resource development is one of the most important processes of organization as it helps in most of the business activities. It can be described as a control of a company’s employee. In any organization human resource department is responsible for all the activities such as implementing, creating and overseeing the related policies. The present report is tells about the various learning styles which should be adopted by different companies and why it is important to transfer learning style at the workplace (Torrington, Hall and Taylor, 2005). In addition this second part of the report is based on the scenario of ALDI, which is a leading retailer and operates worldwide. They are using different training methods for different level of staff in order to enhance their performance level. Moreover, a training event is planned for ALDI and it is essential to go through the proper evaluation of training method. Further, this report also tells about the role of government in training, development and lifelong learning.
One of the most important tasks of organization nowadays is to enhance employee's knowledge. As a HR manager of IBM, I realized that if workers feel that they are receiving training and skills which make them more knowledgeable then they will feel more engaged. They can go through the different learning styles given by Kolb as well as Honey and Mumford. Mainly four learning styles have been given by Honey and Mumford i.e.:
Activist: These are the people who learn by doing and attending various activities organized by company. People adopting this learning style have an open-minded approach to learning and involving themselves fully in learning new experiences. Different activities have been given in activist theory through which people can learn more such as group discussions, problem solving, brainstorming etc.
Theorist: These learners like to understand the theory behind the actions. In order to engage the learning process they require proper information regarding models, concepts and various facts. Various activities for this learning are model, stories, quotes etc.
Pragmatist: People can learn through various experiments, theories and techniques to see if they work.
Reflector: These people are very good observer and they learn by observing and thinking about what happened. They can further take feedback for others so that they caneasily improve their service quality.
These four learning styles will help the company to engage their employees in different learning styles and try to improve their work quality by adopting different activities such as observing, group discussion, learn by doing etc.
From this task I have increased my knowledge in various areas through which I can develop my own individual learning in a better manner. There are various learning styles through which I can easily increase my knowledge and improve my working conditions. I can develop self confidence among my friends and motivate them to adopt best suitable learning style through which they can easily enhance their knowledge. With the help of these learning styles I can be able to perform my work more enthusiastically. It helps me in achieving my goal and objectives.
Learning curve can be described as a key of future development. With the help of this technique IBM can grow and enhance their capabilities. It shows the rate of improvement in performing tasks as a function time and rate of change in average cost. It main role of this learning curve is to go with the statistical findings in order to increase of learning with experience. It is very effective technique which shows how learning improves with experience as it helps the company in easily achieving their target (Stewart and Knowles, 2000). Mainly there are two ways in which the term learning curve is used i.e. where the same task is repeated in same series of trails and where a body of knowledge is learned over a time.
Moreover, transferring learning at workplace helps them to achieve their goal and easily increase their market share as well. With the help of different learning styles all their employees can gain their learning skills and improve their performance. It helps the company in providing beneficial and attractive services to all their customers (Voydanoff, 2004). With the help of learning curve they can easily determine that how new set of skills can be quickly acquired. It is important to transfer learning in IBM as it helps them in hiring and training new employees and managers as well as increasing their production efficiency and forecasting costs.
Learning style highly contributes in the future planning and success of company. Various theories are required at the time of planning and development of learning event. Learning theory can be described as framework which helps in developing human skills and competency. It also helps in understanding the relevance of organizational factors and workforce.
Different learning styles and theories helps in planning and development of learning event as it helps in meeting the goal of company (Mello, 2006). Moreover, learning styles is selected considering different organizational value and requirements.
In this technological advanced world various changes have been occurred in the organizational structure and value. In order to overcome with these problem organizations need to choose an appropriate theory and learning styles for its employees by considering various factors of improvements.
It is essential to cover all the broader level of responsibility in order to generate appropriate outcome of developing the human resource.
Moreover, it can be stated that it is various learning styles and theories highly contributes in developing and planning of learning event.
ALDI is a retail industry with having their 8000 stores worldwide. One of the most importanttasks forALDI is to provide right training to right people so that they can effectively manage all their business operations. In order to learn and understand value and standard it is necessary to provide proper training program to different workforce from different operation and fields (Khatri, 2001). Training that should be provided at different level is:
Management level: One of the most important tasks for the management level people is to take effective decisions so that they can manage all their business operations effectively. It is essential to have a practical experience to develop skills and capability of making decisions. There are various off-the-job training that has been provided to management level people such as workshop for learning efficiency and improvement in various areas.
Customer Level Employees: It is essential for ALDI to provide appropriate training to all their customer level employees so that they can properly interact with them and provide them right service. They should provide right training related to problem solving skills in order to manage complaints and queries (Boxall and Purcell, 2003). Moreover, several workshops, practice for effective customer service as well as queue management training should be provided in appropriate manner.
Operation level: In order to manage all the business operations effectively ALDI should provide them coaching for performance improvement as well as review of performance corrections for line managers to motivate.
Health and safety: In order to perform effectively all the business operations it is essential to provide various training related to health and safety at different level. All new staff members must be provided with a structured health and safety induction to the workplace. At the management level it is their main responsibility to protect workers and keep the workplace safe. For this purpose various trainings will be provided to them in order to recognize different hazards and take effective preventive actions to prevent injuries and maintain safety culture at workplace.
Staff Induction: Training can be provided in various ways and it mainly includes several safety inductions training for all staff, contacts etc. One of the most important tasks of any organization is to provide proper induction or training program to all their employees. For this purpose management people needs to provide training to all their staff members by preparing induction program. It helps them in understanding all the business operations of the company as well as their working conditions. It is a proper analysis through which staff members can lead in a better way and improve their performance.
There are various advantages and disadvantages of training methods provided to different level of staff members in ALDI. One of the main advantages of different training programs is that all their employees get motivated and recognize their performance standard. With the help of proper training and discussion they can exchange the knowledge about the objectives and value between the management and employees (Ordi and et al, 2003). Further, with providing performance coaching to all their employees company can gain courage in decision making and identify the job opportunities as well as requirements. Off- the -job training programs helps in gaining greater staff productivity as well as motivated employees. In order to provide off-the-job training ALDI can organize various simulation programs as well as workshops. In incurs extra costs and while organizing and it requires company to organize these activities in a short span of time.
In addition to this there are various disadvantages that company needs to face while providing training to all their staff members. They always use to conduct on-the-job and off-the-job training in which off-the-job training may involve extra costs such as payment to training organizations etc. Sometimes it becomes a big disadvantage for company as they have to spend higher amount on providing them off-the-job training. Off-the-job training determines that staff taking training courses is not at work at ALDI and for this reason their jobs has been covered by other. It may leads to increase in a payroll cost of company. ALDI can gain more advantages by balancing these costs from the off-the-job training. It includes various benefits such as motivated staff, greater staff productivity as well as employees with better skills. Due to this improved benefits company can easily provide high class services to their entire customer and it helps them in increasing their market share as well. Another major drawback of training and development is that employees may feel disappointed who might not be able to level up their performance (Lou, 2007). In addition to this, several on-the job training also provided by the ALDI such as on the induction training programs, coaching, mentoring. It is quite effective way through which an individual can gain their skills and perform more effectively.
There are also various examples of coaching, mentoring, apprenticeship helps in understanding more about training methods used in ALDI. The best example of mentoring can be given by the proper team structure in which employees work. There is a team leader who manage their overall team and provide them work. After team leader mentors are present in team who mainly guides their teammates about their problems and helps them in properly completing their work. With the guidance of mentor employees can perform well and effectively. On the other hand, coaching is all about giving training on some specific topics. With the help of the appropriate training employees can gain more information on some specific topic. Coaching can be provided by organizing different workshops as well as training programs.
At the time of training and development systematic approach should be used which provides active role of the management along with the employee participation. A training system should be used by company which helps in detecting all the problems in performance. For managing the plan it is necessary for all the employees to participate in various problems and discuss with it (Budhwar and Sparrow, 2002). Discussion takes time and required to choose realistic approach. At the time of training and development it is necessary to implement proper plan such as:
Top management team will collect all their findings and then they should call employees in order to participate in the problem solving. Discussion will take place among them and then problems will be scrutinized and solutions will be made. These solutions are now provided to the management team who will check the feasibility of and judge its effectiveness (Guest, 2001). The overall changing environment is being observed by manager and employees and they will observe and call a meeting in order to share the findings and judge what corrections needs to made. In addition to this it can be determined that the systematic approach of the overall training and development plan must ensure that training begins and ends with the company's needs. This approach equips personnel with the knowledge and tools in order to pursue the company's interest.
Further, systematic approach to plan training and development needs to carry out mainly five stages i.e. analysis, design, development, implementation and evaluation. By following all these stages organization can easily develop a proper training plan with the appropriate training needs of all their employees. In order to provide specific training to new employees of ALDI who have joined for the sales department. Company needs to adopt training event through which they can provide them proper guidance about their work and how they can sell products to their customers. In this training they needs to provide them brief specification about the sales department and how they can properly communicate with their customers. It is also essential for them to manage the different categories products in different areas and sell them according to needs of clients. For this purpose company need to design proper plan by analyzing, design, development, implementation and evaluation.
For the assessment of training event it is essential to decide whether or not to change the plans, design and course of event for effective outcomes. In order to evaluate it is necessary to measure the necessity of the event and how relevance wit with organizational requirements. With the help of suitable technique such as observation, clarify the improvement areas, impact on performance (Khatri, 2001). These are the techniques through which the impact of these training programs in can be measured for the long life of the ALDI. While assessing the training event it is essential to measure the improvements took place and how employees were benefited its assessed. Further, for evaluating these techniques a proper documentation is being formed in which customer evaluation, expert opinion and employees understanding are being possessed. With the help of this evaluation company ALDI can improve their service quality as well as efficiency level of all their staff members. Further they can use Kirkpatrick model of training evaluation in order to evaluate the effectiveness of a training program. As per this model company is responsible to deliver the training in their overall team of the organization. Donald Kirkpatrick first published his four level training evaluation model in 1959 and then it was updated in 1975 and again in 1994. It is the theoretical model based on the four level of training i.e.:
Reaction: this level measures how all the trainees reacted at the time of training. It is quite essential for trainee manager to feel them that the training was valuable. It is quite effective way and it helps in understanding how well the training was received by all the audience.
Learning: It is also necessary to measure what all the trainees have learned and how much they have increased their knowledge. At the time of learning it is essential to plan the training session as per the specific list of learning objectives.
Behavior: At this stage trainee manager can easily evaluate that how far their trainees have changed their behavior based on the received training.
Results: This is the last stage of this model where the final results have been analyzed and it includes the overall outcomes for the organization as well as for employees
The evaluation process will takes place when new employees joined the company. They should provide proper training so that they can perform well. The overall training event will takes place under the guidance of the team of sales professionals. As they are the trained persons of the ALDI and they can provide appropriate information to all the new employees about the overall process. In order to evaluate the training event company can take several measures such as:
ROI: It is the most important level of evaluation which determines that what specific return of investment a person can get as a result of training. It is the best way to measure the performance that is also used to evaluate the efficiency of an investment. In order to calculate ROI the return of the investment is divided by the cost of the investment. It actually evaluates the performance of a business by dividing net profit by net worth.
CIRO: It can also be described as a compact RIO program that is used in industry for controlling the actions on parameters.
The overall training event is developed by the management team of ALDI and it was very effective with the lively engagement and focus of the employees. The overall analysis of training event determines with the identified problems from all their practical experience. Proper analysis has been done with the suggested problems and then all the trainers developed a realistic and feasible solution to the problems (Lyman and O’Brien, 2003). After the training event takes place all the employees were fully refreshed with new theories and resources. With the help of this event the overall challenges were addressed and resulted into the better performance. ALDI provides various on-the jobs and off-the jobs training to all their employees and it helps them in improving their skills and enhancing their knowledge. By attending various workshops they can easily gain their knowledge and provide better results for the company. In addition to this an individual can attain their aims and objectives by enhancing their skills through various simulation exercise.
The above implemented training event and plan is beneficial for the company as it helps them in achieving their target and increasing their market share as well. This method matched the actual output and expected output in order to find out the areas of the problems in the program. The overall plan is being developed with the expectancy that the program will run in future and fulfill all the requirements of employees and organization (Soliman and Spooner, 2000). Moreover, it is very successful plan as it helps in providing appropriate training to all their customers. With the help of these evaluation Method Company can easily attract large number of customers and fulfill their all requirements. There are several benefits and limitations of the different evaluation methods such as observation, Kirkpatrick model of training evaluation. The major benefits of using these evaluation techniques help the company to understanding how well they can provide training to all their employees. With the help of this they can provide better training to their workers and helps them in improving their performance. The major limitation of observation method is that it should be wrong sometimes. Top management employees can only provide training but they can't bother any of their employee to attend this training sessions. In addition to this ALDI can easily achieve higher competitive advantage if all their employees perform effectively.
ROI: Return of investment method is used by most of the companies in order to measure their financial efficiency of investment opportunity. It is the best process to describe an opportunity to others and for this purpose company can use different ROI models and investor can select one that best suits their goals. The main benefit of the ROI is that it is not only guide to capital efficiency but also offers the possibility of comparing the efficiency in the use of capital within the company. In addition to this, the major limitation of the ROI model is that it doesn't include present values of cash inflows which are quite essential in a business to estimate its actual business performance. If this model is not properly understood then it may leads to favor less attractive opportunities.
One of the most important tasks of any company is to follow all the legal policies owned by government. UK government plays an effective role in developing human resource of the public as well as private sector. As a retail industry the overall management team greatly contributes in the UK economy (Pattanayak, 2005). UK government took a greater concern and responsibility in developing and improving human resource.In order to enhance lifelong learning government plays an important role as they tried to generate self-motivated learning. It helps the company in gaining higher competitive advantage and run their business for long term. The main role of government in training and development is to set various guidelines and legal policies. They can set this policies as per the organizations training programs. Government can set different guidelines which needs to be followed by the company and all their employees.
Development of competency movement has impacted on the public and private sector both. In order to give greater competition to all the competitors companies started to share their knowledge and grow competencies. Most of the organizations are spending huge amount for the improvement in performance as well as services. It helps them in enhancing their competitive advantage as well as increasing market share. ALDI is one of the most popular retail industry and they serve their customers in a best suitable way. They can take various methods such as performance appraisal, training programs in order to provide best benefits to their customers (Voydanoff, 2004).
Both the public and private sector firms highly impacted with the development of competency movement. They also maintain professional and friendly working environment in order to encourage workers efforts. In order to keep pace into the development process all the public companies are involving different human resources..Also the competence movement has been so successful for those who are interested in realizing their educational goal, this competence movement has transpired in form of NVQs and GNVQs these are government policy. And this as impacted to cultural change affecting the work place and also play a huge impact to human resource development (Prahalad and Hamel, 1990; Lawler, 1994)
UK government has introduced the contemporary training programs which highly contribute into the human resource development for the organization. Contemporary learning system was initiated by the UK government and it provides a faster development and strength in human resources of the public and private firms. This learning system is very effective as it offers a faster learning curve. Qualitative and quantitative learning scopes are being offered to all their employees and this scope is very wide and presented in a broad manner. Moreover, it can be stated that it contribute into the human resource development for the organization. In order to contribute to the human resource development UK government needs to take various initiatives such as they provide them various resources such as financial resources etc. With the help of this resources individual can attain various training programs.
UK government’s contribution to human resources development as it provides useful training and development programs in order to bring stability and growth of economy. For the future prospects UK government designs different qualitative training program for the development of good working atmospheres.
From the above report on human resource development it has been concluded that in today's growing age it is necessary to transfer appropriate learning skills at workplace. It helps ALDI in increasing their market share as well as growing competitive advantage. ALDI gives different training to their different levels of staff members such as management level, customer level etc. After implementing and designing the systematic approach it is essential to assess the training event that whether to change the plan or design or not.
Boxall, P. and Purcell, J., 2003. Strategy and Human Resource Management. Basingstoke: Plagrave.
Budhwar, P. and Sparrow, P., 2002. An Integrative Framework for Determining Cross-national Human Resource Management Practices. Human Resource Management Review, 12: 377–403.
Debrah, Y., 2001. Rethinking Comparative and Cross National Human Resource Management Research. The International Journal of Human Resource Management, 12(3). pp. 497–515.
Guest, D.E., 2001. Human Resource Management: When research confronts theory. International Journal of Human Resource Management, 12: 1092–1106.
Hughes, C., 2002. HRM and Universalism: Is there one best way? International Journal of Contemporary Hospitality, 14: 221–228.
Khatri, P., 2001. HRM in Context: The applicability of HRM models in India. International Journal of Cross Cultural Management, 1(3): 333–356.
Lane, B, and Kangulec, S., 2010. Integrated Offendor management workforce development. Safer Communities. 11(3).pp. 154-158.
Lou, X., 2007. Continuous Learning: The Influence of National Institutional Logics on Training Attitudes. Organization Science. 18(2).pp. 280-296.
Lyman, R, and O’Brien, M., 2003. A History of Normative Theory in Americanist Archaeology. Organization Science. 14(2).pp. 137-148.
Mello, J.A., 2006. Strategic Human Resource Management. South-Western, Thompson.
Ordiz, M. and et,al., 2003. Organizational culture and human resources in the environmental issues: A review of the literature. International Journal of Human Resource Management, 14(4), pp.634-656.
It’s time to turn to our experts for assignment writing service.
Best Quality Writing Services by Expert Writers to Ensure Academic Success.