The Development Theory of Human Resource - Assignment Example

Human Resources Development Contents Answer 1 3 Answer 2 4 Answer 3 4 Answer 2 5 Answer 2.2 5 Answer 2.3 7 Answer 3 and 3.2 8 Answer 3.3 9Answer 4.1 10 Answer 4.2 11 Answer 4.3 11 Merit one and Merit three 12 Merit Two 13 Distinction One, Two & Three 13 Reference List 15 Answer 1.1 Four major learning styles have been studied extensively in the development theory of human resource. These are described and compared below; Activists Reflectors Theorists Pragmatists Learn fastest through challenges and risks Analytical and prefer logic over creativity Attracted to theories and complex information Practical individuals with focus on real life learning and applications Always exploring new working methods Cautious while accepting ideas Weak, in terms of providing solutions or applications Do not prefer long theories Unstable and cannot stick to one project for a long time Take time while finalizing decisions Likes to spend time theorizing Prefer quick and effective problem solving approaches and less concentration on long-term applications. Kolbs Learning Style Inventory and MBTI (Myers Briggs Type Indicator) are two majorly used indicators, which help to assess learning styles acquired by individuals from various experiences. Kolb’s learning cycle includes four different phases, namely experiencing, reflecting, conceptualising and acting (Gold and Bratton, 2007). Through the above four learning stages, individuals gather experiences that are reflected in their consequent acts. According to MBTI, different people have different personalities. This tool is regularly used by organisations for matching personality types with learning methods, which are optimal. It can be considered as a more practical and application based indicator of learning styles. Here, a psychometric questionnaire is prepared for evaluating the different personalities of individuals. Answer 1.2 Learning curve can be described as the learning process, taking place over a specific time period. It can be about learning a specific topic or area or gaining knowledge about a development. This learning curve can be of many forms. For instance, it can be steep, such as, in case of crash or short-term courses or it can be lengthy. In general, learning curve depends on what is being learned as well as learning capabilities of the individuals. The major role of learning curve in an organisation is transferring of experiences and overall learning of various activities in the workplace as well as achieving greater productivity. Learning is considered as ineffective, if it cannot be transmitted from past experience to present job or if it fails to provide positive results in business. Transfer of workplace learning is critical as it not only provides a real time and application based experience to workers, but also has innumerable scope for individual development in future. Workplace knowledge transfer is also a good way of disseminating organisational learning as well as motivating individuals and teams to share their ideas and suggestions for business benefits. Thus, employees start linking learning process with improvement in performance, which subsequently leads to better organisational outcome. Answer 1.3 The three major learning theories extensively studied are; 1. Behaviourist Theory: According to this theory, external stimuli like, experiences, result in learning. Emphasis is given on conditioning and nurturing. Here, stimulus can be any change in the surrounding or environment and the immediate reaction of an individual will be the response. 2. Cognitive Theory: This theory stresses on improving the creative ability of employees, during the learning process. According to this theory, learning occurs through knowing, thinking, recalling as well as problem solving. 3. Experiential learning theory: This theory takes a holistic approach towards identifying the various functions of emotions, behaviours, environment and surrounding, mental process as well as intuition, during the learning process. Answer 2.1 A typical grocery store will have a Store Manager as head of the department. He/she will be followed by various department managers, looking after different departments. Under the department managers, a team of floor managers is seen to work. Grocery stores also have other departments, such as, finance, customer relationship management and backend operations. Training needs of an organisation depend on their strategy and business plan. It is important to match skills with business and overall organisational objectives. The business objective of a grocery store is sales and customer management. So, improving people management skills of grocery staffs will be the first priority. The core competency of a retail organisation lies in providing an overall good customer experience. Thus, other major training needs identified for grocery stores will be time management, leadership and delegation skills, operational effectiveness, such as, packing and billing as well as floor management skills (Buisness.Govt, 2014). The floor level staffs should receive trainings related to management and effective organisation of grocery. Higher management such as, store manager and department heads, should receive leadership training as they need to manage other employees in the store. Answer 2.2 Six training methods, their applications, advantages and disadvantages are as follows; Description Type Advantage Disadvantage Mentoring The process of encouraging and supporting individuals with the objective of optimal skill development, maximisation of potential and improvement of overall skills. On the job training Increases confidence, personal support and proper feedback Resentment of the mentees and lack of appropriate time or perceived benefits. Coaching Similar to mentoring; but, in a more formal manner. It involves indirect suggestion for enhancing abilities and learning skills of the trainees (Vitae, 2014). Motivation is important while coaching. On the job training method Firsthand learning from experienced managers Lack of support or dedication on the coach’s part. Action Learning Collective learning, which takes place while working in groups. Action is the result of learning and vice versa. On the job training method Brainstorming and new idea generation and also, greater workplace diversity Can create chaos and group conflict, besides lack of experienced personnel. Shadowing New approach used for inexperienced staff or new recruits. Involves following the leader or immediate senior On the job training method Effective in providing bigger picture to new members Negative attributes of the workplace might get highlighted Seminars and conferences Formal meetings of individuals from similar profession and business. Invaluable external input to support broader learning, helpful in continuous learning and skill up-gradation. Lack of two way communication during presentations, lack of proper feedback and technical issues. e-learning Self-directed method of learning, supplemented by online courses and reading materials (Luik and Mikk, 2008). Off the job training method Learning at convenience and self-pace. Also, cheaper compared to other training methods Lack of mentor, lack of new and creative idea generation and brainstorming. Answer 2.3 The training plan will include training objective, types of training, training needs, action and implementation and planning issues. Identification of training needs This involves recognizing present competencies of the workers and overall requirement of the business or organisational goals and objectives. The objective will be to find out those issues or lapses, which create imbalance between organisational objectives and personal objectives of the workers. Training objective 1. Provide appropriate learning, in terms of skills and knowledge, for proper functioning of the factory. 2. Enhance overall competitiveness of workers. Training types The training methods will be a mix of indoor and outdoor training exercises. 1. In-house training methods will include presentation and seminars by industry experts as well as top management. 2. Demonstration training by experts for proper functioning and operating the equipments. 3. On-the-Job training for new workers as well as newly promoted employees. Key Planning Issues 1. As the number of employees is very high, training session is divided into two batches; morning and evening. 2. Since it is an in-house training program, it will be conducted in the factory itself. 3. The content is prepared by the training manager with the support of factory manager as well as human resource department. 4. The overall training budget will be 50000 dollars. Answer 3.1 and 3.2 Evaluation of training is important to determine the overall success of the training program. The current training program will be evaluated through questionnaire and training audits. Questionnaire: Questionnaire survey will consist of a set of 25 questions with the objective of understanding overall skills and knowledge gathered by workers. Questionnaire will be given to all trainees, thereby collecting quick and useful feedback. Training audits: The first training audit will continue for one week, after completion of the training program. Second and third training audit will subsequently be undertaken at regular intervals, such as, three months. The audit will be performed by one external auditor and an internal management official. Assessment of effectiveness of training is essential for understanding the long-term implications of training programs. Evaluation of the training program of the chocolate factory employees is as follows; What: Level of skills and competencies acquired by workers. Why: This will include answering questions, such as, alternatives and benefits of the training program. When: It will explore suitability and timing of the program. Who: This will provide crucial feedback about effectiveness of the trainer. Answer 3.3 Various methods can be used for reviewing a training method. In the current training program, questionnaire and training audit were used. Questionnaire: One of the most popular methods for training evaluation, i.e. questionnaire, is generally applied, right after completion of training programs for feedback and responses. Benefits 1. It is a very quick and efficient method for gaining real time feedback. It is also a practical method for evaluating success of the training method (Birdi, 2005). 2. Applicable when number of trainees is large. Drawbacks 1. It is considered inadequate, while understanding particular information, such as, behaviours, emotions and feelings. 2. The reliability and validity of responses and feedback is itself a question. Training audits: Training audits are preformed to assess effectiveness of training at regular intervals. It helps in determining the overall learning impact and skills acquired by trainees. Advantages: The major advantage of training audit is that, usually, audit is conducted by an external auditor, which ensures credibility and ethical stance of the evaluation process. Drawback: Since audits are for a short duration, employees might enhance their work performance during the audit, thereby showing manipulated results. Answer 4.1 In order to enhance the skills and overall competitive position, the government has supported various vocational and training schemes. In order to improve skills of workers and enhance their overall performance, various adult apprenticeships have been introduced. Learner loans are now available for individuals above 24 years also. Medium and small enterprises are funded with various development initiatives for boosting their overall enterprise knowledge and skills (Craven and McNulty, 1994). Unemployed individuals are offered financial help and mentoring for starting small businesses. Government and associated agencies have been supporting development and training through specific approaches. A national curriculum, comprising tests, assessment and examinations, is maintained by the government for securing that these standards are strictly applied in academic courses, such as, diplomas and school level degrees. This initiative also offers advice to the government ministers on assessment and qualifications. In 2001, the government had established a council for skills and learning with functions such as, funding and training schemes for work based education. This program is responsible for providing free education to poor teenagers (Pineda-Herrero, et al., 2011). Answer 4.2 Initiated during 1990s, competency movement can be described as compilation of skills, knowledge, behaviours and abilities of an individual required for successful completion of work (Horton, 2010). It has a deep relationship with the efforts of organisations for workforce empowerment as well as to increase individual motivation and effectiveness. It majorly focuses on organisational values, capabilities, promotion of teamwork, leadership and people development, performance feedback and career progression opportunities. Significant impact has been noted in both public and private sectors. A culture based on performance has emerged, leading to noteworthy rise in quality, productivity as well as sustainable competitiveness of the organisation. In private sectors, benefits can be seen in areas such as, innovation, creativeness, quick response to evolving technologies and volatile market demands. In public sectors, overall level of customer satisfaction has seen dramatic improvements. Also, public sectors have adopted best practices and improved their overall image among various stakeholders (CIPD, 2005). Answer 4.3 The government of UK has taken several steps to meet the emerging needs of various organisations. Some of them are described as follows; 1. Learndirect: It is a government funded organisation. With the help of technology and internet power, the organisation has introduced cheap and effective learning programs for individuals across various sectors. Until now, the major focus has been on IT and computer subjects and also, specific business subjects. The major objective is to equip learners for their jobs (Learndirect, 2013). 2. NSA: The major objective of this program is to develop the required infrastructure for delivering specific performances across sectors. It is funded by the government and has supported various sectors, such as, environmental technologies, IT, culture and arts, leisure and sports as well as social care. The aim here is to achieve global competitiveness. 3. Train to Gain: Another government-led initiative was train to gain; with the objective of enhancing skill set of working individuals and increasing overall competitiveness of UK. IT has been hugely beneficial as of now, owing to the programs related to their specific fields and industry, thereby increasing competitiveness of the organisation (Learning and skills Council, n.d.). Merit one and Merit three Electronic Media influencing Learning curve Introduction: The current report has evaluated the impact of electronic media on learning and development of individuals. Evaluation: Learning curve is basically learning while doing. Present day environment is filled with numerous online and offline sources of learning. Electronic media is creating significant influence on the overall learning process. More and more individuals are opting for gadgets and self-learning programs supplemented by internet and other online and web facilities (Maynard and Cheyne, 2005). 1. Internet: Internet has become an essential tool, especially among youngsters and students. It is a source of immense knowledge, information as well as e-learning courses. The greatest advantage of internet facilities is that students can learn at their own pace and as per individual level of understanding (Bennet and Londoni, 2005). 2. Tablet: Tablets are popular especially among students as well as executives and professionals from corporate. With the help of tablets, people are able to gain information anytime and anywhere, thereby facilitating faster and quicker flow of information as well as better business communication (University of Toronto, 2008). 3. Computers: Though the numbers are declining, computers are still one of major information sources among kids, which enable them to access wide-ranging information and enhance their overall knowledge and global competiveness. Conclusion: Three major electronic media sources have been described, in terms of their usage and influence on learning curve. Merit Two Disney’s theme parks are popular all over the world. The major attractions of these theme parks include specific elements, which attract local as well as international tourists. Also, these theme parks are usually established in popular destination places, enhancing overall brand recognition. A theme park consists of various levels of employees, workers and staffs. These can be full time, part-time, permanent or temporary. Three training methods that are most appropriate for the newly launched theme part in Dubai will be; 1. On-the-job training 2. e-learning 3. Seminars and conferences Discussion and Justification On-the-job training method will specifically be for workers and ground level employees. It will include mentoring and coaching techniques for job instructions as well as job rotation. The objective will be to equip staffs and workers with the required knowledge, such as, technical skills for maintenance and administration. Leadership coaching classes will be provided through e-learning, especially for top executives and higher management (DeSimon and Harris, 1998). It will aid them in inducing motivation among floor staffs. Seminars as well as conferences will help in motivating and enhancing overall skills and competencies of workers and employees. Distinction One, Two & Three The company chosen for evaluation is Wipro. The IT firm is known for its elaborate training practices (Wipro, 2013). Various on-the-job and off-the-job training programs will be discussed, based on three organisational levels. Strategic Level: At strategic level, off-the-job training methods such as, e-learning, seminars and conferences, case studies and discussion forums, will be more beneficial. Strategic level in an organisation aims at providing a futuristic direction to the firm. This will require training methods, which will enhance mental competency, decision making capabilities and global competitiveness. Tactical Level: Tactics include practical action plans for implementation of strategy. So, it will need a mix of on-the-job and off-the-job training methods, such as, action learning and outdoor training. Since tactics are the immediate steps after strategic level, it becomes necessary to constantly upgrade implementation methods and techniques for increasing overall competitiveness and longevity of the strategy. ­ Operational: Operational strategies cover on-the-job training methods, such as, coaching, mentoring and technical simulations, where the mentor helps and guides his trainee, during initial stages of learning. Operations control day-to-day activities in an organisation. This makes it essential for workers to have sufficient knowledge and competencies for administrating various equipments and functions. Reference List Bennet, L. and Londoni, M., 2005. E-books in academic libraries. The Electronic Library, 43(1), pp. 9-16. Birdi, K.S., 2005. No idea? Evaluating the effectiveness of creativity training. Journal of European Industrial Training, 29(2), pp.102 – 111. Buisness.Govt, 2014. Developing a training plan for your employees. [online] Available at: http://www.business.govt.nz/staff-and-hr/managing-staff/training-and-support-services/developing-a-training-plan-for-your-employees [Accessed 19 February 2014]. CIPD, 2005. Competency and Competency Frameworks. London: CIPD. Craven, B. M. and McNulty, M.B., 1994. Management Training and Development Expenditures: Perspectives from Auditing, Economics and Human Resource Management. Managerial Auditing Journal, 9(6), pp. 3 – 9. DeSimon, R. L. and Harris, D. M., 1998. Human resource development. Illinois: The Dryden Press. Gold, J. and Bratton, J., 2007. Human Resource Development: Theory and Practice. Basingstoke: Palgrave Macmillan. Horton, S., 2010. Competency Management in the British Central Government. [pdf] Public Management Institute. Available at: http://soc.kuleuven.be/io/ned/project/pdf/hrm27_country_report_uk.pdf [Accessed 19 February 2014]. Learndirect, 2013. Contact us. [online] Available at: http://www.learndirect.com/help/contact-us/ [Accessed 19 February 2014]. Learning and Skills Council, n.d. Train to Gain: A Plan for Growth. [pdf] Learning and Skills Council. Available at: http://readingroom.lsc.gov.uk/lsc/national/nat-ttg-plan_for_growth.pdf [Accessed 19 February 2014]. Luik, P. and Mikk, J., 2008. What is important in electronic textbooks for students of different achievement level? Computers & Education, 50, pp. 1483-1494. Maynard, S. and Cheyne, E., 2005. Can electronic textbooks help children to learn? [Electronic version]. The Electronic Library, 23(1), pp. 103-115. Pineda-Herrero, P., Belvis, E., Moreno, V., Duran-Bellonch, M.M. and Úcar, X., 2011. Evaluation of training effectiveness in the Spanish health sector. Journal of Workplace Learning, 23(5), pp. 315 – 330. University of Toronto, 2008. Students’ experience of using electronic textbooks in different levels of education. [online] Available at: http://fdt.library.utoronto.ca/index.php/fdt/article/view/4907/1768 [Accessed 19 February 2014]. Vitae, 2014. Advantages and disadvantages of different types of coaching relationship. [online] Available at: http://www.vitae.ac.uk/policy-practice/521761/Advantages-and-disadvantages-of-different-types-of-coaching-relationship.html [Accessed 19 February 2014]. Wipro, 2013. Development and Training. [online] Available at: http://careers.wipro.com/why_wipro/development_training.htm [Accessed 19 February 2014]. Read More