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Executive summery
In every organisation Human resource management plays a vital role as the employees are
responsible for the development of organisation. The assignment is developed on human
resource management where the HRM of Green and company has been described. The company
is family owned business provide quality shoes in the market. This has been facing problems
regarding employees and human resource management as a whole and thus decision makers of
this company has decided to revise the policies of human resource management and to recruit
employees outside the family members. The assignment covers the learning styles to be used by
this company to improve skills of the employees along with the evaluation technique to assess
improvement. In another part, there is plan for training program and a documented plan for this
company. The evaluation technique of the plan also described here along with the government
roles and contribution for employee training.
Table of Contents
Executive summery.........................................................................................................................2
Introduction......................................................................................................................................5
Task 1...............................................................................................................................................5
A.C 1.1 Compare different learning styles..................................................................................5
A.C Explain the role of the learning curve and the importance of transferring learning to the
workplace in Green and company...............................................................................................6
A.C the contribution of learning styles and theories when planning and designing a learning
event for the Company.................................................................................................................8
Task 2...............................................................................................................................................9
A.C 2.1 List and compare the training needs for staff at different levels in Green and company
.....................................................................................................................................................9
A.C 2.2 Assess the advantages and disadvantages of current training methods used in the
organization...............................................................................................................................10
A.C 2.3 Systematic approach to plan training and event for solving problems........................12
Task 3.............................................................................................................................................13
A.C 3.1 an evaluation of training program and suitable techniques used for evaluation..........13
A.C 3.2 evaluation of the effectiveness of training event..........................................................15
A.C 3.3 a review of the success of the evaluation methods used..............................................16
Task 4.............................................................................................................................................16
A.C 4.1
A.C 4.2
Explain how the development of the competency movement has impacted on the
Introduction
Green and company is a family owned business where the managers and other employees have
been recruited from family members. Thus this has been facing some problems for the rising
market condition where the management has decided to change its current human resource
management policy. The company has been serving market with quality shoes in the market and
recently it has faced the problems of losing customers, wrong market and company decision by
the managers. It feels the necessity for recruiting employees outside families and introduce
training program to improve skills of both employees from family members and non-family
members. The assignment is developed describing several aspects of learning styles, evaluation
technique for employee improvement and some other approach for finding out problems and
solution.
Task 1
A.C 1.1 Compare different learning styles
To develop aptitude and learning of an individual, several learning styles and trend have been
using around the world introduced by various authors. There exist for types of learning styles and
these are briefly described here:
Pragmatist: This learning styles is so designed that encourages individual for grasping any
opportunity and facing threat ahead. This enables individuals to acquire new skills, capabilities
by which tone can stand against challenges and risks. They are so trained that they can assess
situation and adjust themselves with that to keep their performance best (Armstrong and
Armstrong, 2009). In green and company, employees are trained with these learning styles to
adjust with dynamic environment and situation.
Theorists: Through this styles, individuals are trained to earn the capabilities of using
knowledge, theories, logic and rational for facing challenges and taking decision. By using these
learning styles one can attain the abilities of using logic, theories, and knowledge while taking
vital decision for the organisation. In Green and company, employees are provided this training
to make them capable of using logic, knowledge, experience, thinking for making decision at
critical stage.
Activists: By practical experience, the learners of these styles make sense of modifying their
activities and duties where they never stop from acquiring new skills, abilities, actions etc. They
show eagerness of taking new responsibilities and challenges where they also apply innovation
capability for taking actions and performing responsibilities (Field and Ford, 2008).
Reflectors: The learners of this style are seemed to be lagged behind where they fare to take
changes. They dare not to face challenges and want to sustain in their existing position and
environment. In this context, they value others acceptance and preference for any changes. They
seemed stable in their position where they dont show eagerness for any changes, new
responsibilities, actions, new skills etc.
Learning style introduced: In Green and company, both pragmatic and theories learning styles
are followed to develop employees where this organisation want employees to accept changes,
new skills and thoughtful taking decision. Though these training styles, employees become able
to effective in taking decision and perform responsibilities along with adaptable to changes
around them (Isemonger and Sheppard, 2003).
Task 2
A.C 2.1 List and compare the training needs for staff at
different levels in Green and company
As the employees are playing different role in Green and company, they need to get training at
different level and event. The requirement of training varies from employee to employee where
this company needs to fulfil individual needs of employees training. In this organisation, they
should facilitate with an environment that support employees training and help them to get
effective training from the organisation (McConnell, 2003). Its environment is so designed where
employees got training with enthusiasm. The different level of managers require different
training styles, skills to develop those skills needed by the organisation like line manager of
Green and company needs technical skills, craft skills etc. The needs of employees at different
levels are described below in tabular form:
Management level
Shopper level
Operation level
At this level managers need to The employees at this level The employees of this level
gather practical experience in should
decision
making
leadership.
be
trained
under should
be
efficient
in
and
management
customers.
To
identify
improvement,
the
level
of To
maintain
effective
at
this
level
of
Training methods:
Advantage
Dis-advantage
Performance appraisal
Identifies improvement
Chance
of
mismatching
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between
performance
and
standard result.
Role playing
show
ignorance
of
Goals
and
shared
objectives
among
of
hiding
real
Workshops
be
focused
attendance
where
may
make
less
it
useless.
Performance coaching
This
leads
improve
abilities.
employees
their
skills
responsible for observing progress after the proper solution given to them by arranging another
discussion program where new problems will be shared by employees for further solution.
In line with this, the discussion event will be organised to make employees able to share their
worse experience in front of managers and among themselves. They are to share problems
regarding practical problems scenario faced by them which are organisational goal based. The
managers will approach these problems to make solution by effective classification and
suggestion for correction. Here, after providing solution, managers are responsible for checking
the effectiveness of those solutions by observation and gathers information from employees
through discussion event (Sisson, 2001).
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Task 3
A.C 3.1 an evaluation of training program and suitable
techniques used for evaluation
The training program was arranged to recruit new employees and to introduce themselves the
company itself, objectives and requirement for the employees. The program was successful
regarding the objectives set to provide information among newly recruited employees along with
the training program (Thursfield, 2001).
The aim is to evaluate the training program where I want to use an evaluation program linking
with objectives. And thus the techniques for the evaluation are so developed to attain desired
outcome. The evaluation process is given below
Standard set: A benchmark should be developed to define the output of objectives and
thus I am to develop standard set.
Measure the actual output: The output will be measured based on the standard and
training program.
Observe the progress: At this level, managers will be responsible for observing the
condition and improvement in the training program.
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\
Figure 3 Evaluation technique
of training program.
Observation of employees: The main source will be employees improvement which
will be done by observing them. They will be knowledgeable about their progress in
training program where they can provide feedback about their condition in learning
period. Comparing with their previous condition, they can evaluate themselves whether
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Along with this, I will use some other techniques to evaluate the progress of training program
such as complaint handling, production level, trainee feedback, sales etc. Using these, the
improvement of employees at this organisation will be assessed.
by employees identified in a survey. The production level has also increased along with sales that
indicate improvement in employees skills. Therefore, it can be said from this review of the
improvement of employees skills and effectiveness of training method, the evaluation method
for employee development was successful (Marshall, O'Toole and Sargant, 2010).
Task 4
A.C 4.1
Explain
the
government
role
in
training,
A.C 4.2
advantage in the marketplace, firms are now investing more on developing employee skills and
knowledge through training and personal development program. They are also striving to
improve performance skill, adaptability, and service quality. Starbucks, one of the biggest
foodservice companies in UK, takes into account management training programs, reviews, and
customer complaints to improve the service programs performed by the employees. They have a
good reputation in the foodservice sector for maintaining high quality products with excellent
service and it is the result of constant training development programs initiated by the
Government and the company (Thursfield, 2001). In order to motivate workers to give their
highest effort, they established friendly working environment. Apart from this, firms in public
sector have also incorporated training and development programs to run their operation
smoothly. They are maintaining standards and targets to evaluate the performance of employees.
Quality control program is also introduced by some public sector firms to ensure consistent
output. It is now possible for the firms of both private and public sector to fulfil customer
requirements effectively within a short period of time that leads to customer satisfaction.
Customer satisfaction will lead to a loyal customer base and the company will be benefited in the
long run.
A.C
4.3Assess
how
contemporary
training
initiatives
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Contemporary training facilities initiated by the UK government have had a tremendous impact
on the improvement of expertise and skills of firms. Employees are now able to recognize the
companys requirements, organizational values, and culture. Understanding of working process
and environment is necessary to give best output and to reduce the risk of injury (Crawford and
Irving, 2013). Training provided on these areas reduced the level of risk as well as costs. Costs
must be curtailed in order to be competitive and it can be done by providing training and other
contemporary programs.
Conclusion
Assessing the problems faced by Green and company, it has decided to recruit employee from
non-family members and introduce new training program to them. By proving effective training
to newly recruited employees, this organisation will be able to retain its position and capture
more market share. The aim of the induction program is to introduce company, objectives and set
new policies in human resource management for developing a strong employment force. And
thus this company has set new training program to improve the skills of current employees along
with newly appointed employees. After introducing the training program it has to set techniques
for evaluating the effectiveness of those techniques. In addition, this organisation has also
maintained rules and regulation provided by the government to develop skills of employees and
make them competent for the company and country as a whole.
References
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