We use cookies to create the best experience for you. Keep on browsing if you are OK with that, or find out how to manage cookies.
Nobody downloaded yet

HND Managing People - Assignment Example

Comments (0)
Summary
1. Based on the facts that the case study presents, Bankco's upper management and HR department needs perform several appropriate actions in order to transform it into a learning organisation. I would say that Bankco prematurely executed its objective of becoming a learning organisation…
Download full paper
GRAB THE BEST PAPER
HND Managing People
Read TextPreview

Extract of sample
HND Managing People

Download file to see previous pages... Let me explain why.
Probably due to the pressures in the industry and due to the aspiration of the company to gain competitive edge over its competitors, Bankco enforced culture shift from being operation-oriented to sales-oriented company. With the introduction of advanced technological developments to the organisation that considerably improves productivity, computers and other state-of-the-art gadgets have replaced huge numbers of labourers. The implementation of modern business strategies and techniques also contributed to the considerable downsizing of its labour force. Because of the implementation of these two innovations, Bankco's has been restructured from 7 regions and 54 districts to 3 regions and 21 areas.
This culture shift requires a collateral implementation of enhanced training strategies for the remaining employees to improve their skills in using computers and other technological devices to become more productive. Bankco's upper management realised the necessity of this move. It then increased the company's budget on training and development, which is a good move. We are now seeing Bankco as a company that is really serious in infusing technological developments in its operations.
However, I believe that this move prematurely done since the HR department has not made any preparatory moves that will introduce the change into the organisation. Instead of orienting the managers and staff on the impending changes in the company first, what the HR department did was to assert the training methods that it deems fit for the organisation without any initial consultation. What resulted was a conflict of views regarding the appropriate training and learning methods. In the HR department's standpoint; interactive, modular, and computer-based learning methods are more effective training methods. According to the HR department it is the individual who would actively seek to further his or her own development and would take responsibility for this. Bankco's HR Department's philosophy with when it comes to learning is that the desire for learning comes from one's own initiative. What the whole organisation, must do is "to move to a situation where it is not the business training the staff, but it is the business providing opportunities within which the staff can learn and grow.'
On the other hand, experiential, on-the-job, practical learning coupled with regular courses and traditional teaching methods that engender the 'back-to-school' effect are the methods favoured by the managers. For them, it is the experiences not the simulated realities found in training that will improve learning. "Individuals learn," they say, 'by absorbing information, by making it interesting, relating it to real life situations, absorption involving recollection, using key words, revisions, competition, and reward in the end.'
These differences in learning philosophy between HR and the managers should have been considered before implementation of new training methods took place. Despite the favourable impression of the managers on efforts of the organization in encouraging training and learning based on the evaluation of training and learning methods (a large portion of Bankco's managers believed that the organisation encouraged them to learn and to develop themselves), on a closer look, however, they considered this effort as an 'expectation' of the upper management for them to learn, to always be updated and to be prompt in responding to the new ...Download file to see next pagesRead More
Comments (0)
Click to create a comment or rate a document
CHECK THESE SAMPLES - THEY ALSO FIT YOUR TOPIC
Managing People ,Info & knowledge
This study looks into an information system (IS), a communication system that makes use of technology in coordinating the way in which individual people act. As technology changes, the way in which management operates becomes particularly important. The people, their leadership styles and the relationships between them have a strong effect on whether the technology is effectively incorporated.
16 Pages(4000 words)Assignment
TOCYO's Approach Managing People
6 Finance …………………………. 6 Conclusion ………………………….. 7 Recommendations …………………… 8 References …………………………… 11Executive Summary The report talks about a toy company by the name of TOYCO, it is company that has once again come back into the family after a management buyout.
8 Pages(2000 words)Assignment
Managing People
Absenteeism can also be in form of stressed up employees, irregular work allocation and low quality services. Absenteeism cannot be fully eliminated due to unavoidable circumstances such as sickness and a manager should to have equilibrium between supporting employees with legitimate reasons of absenteeism and his efforts to have full attendance (Fisher n.y).
8 Pages(2000 words)Essay
Managing Organisations, People and Self
According to the case study, John Barker owns the double-glazing business “Hole in the Wall” and built it completely on the basis of his own skills and capability. He also employed a small group of people and provided his services on a small scale.
8 Pages(2000 words)Assignment
Managing and Leading People
HSBC Bank plc's registered VAT Number is GB 365684514 and its Company Register Number is 14259. HSBC Bank plc is one of the major clearing banks in the United Kingdom. The business ranges from the traditional High Street roles of personal finance and commercial banking, to private banking, consumer finance as well as corporate and investment banking.
6 Pages(1500 words)Assignment
Managing People
usiness issues are determined, recommendations are made in order for companies to address the issues and create improvement through modification of human resource practices. A major component of the recommendations is for the company to adopt strategic management for a more
8 Pages(2000 words)Term Paper
Managing Through People
Those people might include HRM in HRD, explaining that HRD includes the broader range of activities to develop personnel inside of
8 Pages(2000 words)Assignment
Managing People/Enterprises
excellence they need to ask themselves what their strengths are, how to work to attain goals, how to use their strengths while upholding values and what their contributions to having a good life will be (Drucker, 1999). When people ask themselves these questions they will be
1 Pages(250 words)Assignment
Managing People in Engineering
This ensures that is proper alignment of human resources with the strategic goals and objectives of the agency. Secondly, workforce planning understands how the mission of the agency changes over time, as
4 Pages(1000 words)Assignment
Managing activities people
He gives detailed knowledge about music, production, direction, props, cameras, editing, cinematography, scripts, actors etc. This book provides a vision and a guiding pathway for all those who are entering this field and all those young filmmakers
5 Pages(1250 words)Assignment
Let us find you another Assignment on topic HND Managing People for FREE!
Contact us:
+16312120006
Contact Us Now
FREE Mobile Apps:
  • About StudentShare
  • Testimonials
  • FAQ
  • Blog
  • Free Essays
  • New Essays
  • Essays
  • The Newest Essay Topics
  • Index samples by all dates
Join us:
Contact Us