Human resource development - Assignment Example

?Human Resource Development Table of Contents Human Resource Development Table of Contents 2 Introduction 3 Components of HRD 4 Training Cycle (Systematic Approach) 5 Business Strategy (Integration) 7 Use of Technology 8 Transfer of Knowledge 11 Benefits of Training and Development 11 Partnership with the Line Managers 12 Management Commitment 13 Knowledge Sharing 14 Desirable Outcomes 14 Conditions That Would Facilitate HRD Implementation 15 Conclusion 17 References 18 Introduction Human resource development (HRD) serves the requirement of an organization to provide employees with latest knowledge. Present business environment needs HRD not merely to assist the business strategies but to form the business strategies. HRD plays a strategic part by assuring the proficiency of employees to fulfil the company’s performance needs. HRD also plays a vital part in forming the strategy and facilitating any company to take complete benefit of evolving business strategies. The formation of strategies is vital in the corporate performance for almost every successful organisation (Torraco & Swanson, 1995). The report will describe the major components of implementing HRD in a medium-sized service company named ABC Ltd. as well as the conditions that facilitate the implementation of HRD. Components of HRD In the HRD system of ABC Ltd. there will be three major components which are training, education and development. Pareek and Rao (2006) had reformed the components of integrated HRD of an organization. He described ‘HRD as a process’, rather than set of methods and practices (Pareek & Rao, 2006). Based on his point of view the strategically integrated HRD system will include: Performance appraisal Feedback and performance education Training and development Career planning Worker welfare and working condition Compensation and rewards Organizational and system development Human Resource Information (Jain, 1996) All these instruments are used to instigate, facilitate and encourage the HRD procedure in an incessant approach. The compensation, worker welfare and good working conditions are fundamental components of HRD to ensure a friendly atmosphere in an organization for implementation of strategic HRD. Performance appraisal, training and development, career planning and feedback are motivator components of strategic HRD which help to make the strategic HRD to become successful. The fundamental components of HRD might not assist in the success of HRD but absence of these components can adversely impact on the development plan (Kandula, 2004). Training Cycle (Systematic Approach) Training is a logical improvement of the knowledge, proficiency and approach which is needed by an individual to carry out effectively a given task. The purpose of training is to improve the capabilities of the individual and to fulfil present and future manpower requirements of the company. The systematic approach to training is a kind of tactic for managing training programs. It is an organized reasonable approach to make people understand what is needed from them in a task or profession. The systematic approach of training guarantees that employees are ready for their jobs by possessing requisite knowledge, talents and approaches (Dhawan, n.d.). For conducting training in ABC Ltd. there are several phases which are described below: Source: (UNODC, 2011). Step 1: Organization’s Objectives: Firstly, the objectives of the organization and needs and the methods by which the organization’s objectives will be fulfilled is recognized by a variety of jobs which the organization provides. Step 2: Investigating Training Needs: The training requirement of ABC Ltd. will be identified after establishing the organizational objectives. If the training needs are not identified then the training will be unable to achieve its desired objectives. For identification of the training needs the following things could be done: Examine the knowledge, talent, and performance which are needed for the job in the organization and Evaluating the level of skill of employees to fulfil those requirements Step 3: Setting Purpose and Learning Objectives: The purpose and learning objectives will be set after evaluation and investigation of the training requirements. In this step, the activities that the trainee will be able to perform effectively after training is provided can be assessed. Step 4: Designing Training Strategy: To fulfil the requirements of training, strategy will be designed. The strategy will be to build the courses and the syllabus, enlightening several methodologies, and deciding major learning point. The trainer will also provide with certain learning materials. Step 5: Implementing Training Strategy: Implementation of training strategy will take place after proper designing is performed. In this step, the selection of appropriate training method will take place. The various methods that can be used are Role play, Computer assisted learning, On-the-job training, brainstorming and project work. Step 6: Validation: It is vital to understand the success rate of the training program. The elements of validation will be established in every stage of training procedure to judge if the training is going in the planned way. The quality of the provided training along with the effectiveness can be judged in this step (UNODC, 2011). Business Strategy (Integration) The objective of business integration strategy is to make an organization perform smarter. It offers a logical and reliable approach to integration which directs performance assessment and minimizes expenditure on strategic project. A successful business integration strategy can result in high ROI (Return on Investment) and minimize the total cost of possession over time. To develop a business integration strategy for ABC Ltd. the following aspects can be followed: Build a Roadmap: To implement business integration strategy, first a roadmap will be formed. The roadmap comprises of background, knowledge, procedure and planning to make the strategy successful. Form Metrics: In order to evaluate the success of the strategy, matrices should be established. Certain popular matrices such as ROI and cost/benefit ratio will be examined which are directly related to the business strategy. Reduce Idleness: Idleness is almost common in every organization and it takes place over time. To reduce the idleness in ABC Ltd. there is need to maintain employees with the necessary varied knowledge and skills. Reduce the Requisite Skill Set: Employees are most extensive resources of any company. Reducing skill sets can reduce personnel expenditure and increase investment in skill development. In order to reduce the skill set the technology standard will be defined in ABC Ltd (Bernstein, 2003). Use of Technology In the strategically integrated HRD system the instructional technology (IT) can be used. Technology which is employed in training and learning is usually known as instructional technology. It is presented as a learning management system, and a tool for formal and informal learning. Instructional technology in ABC Ltd. can help to improve the learning. Technology in HRD can be used for schedule and managerial reasons. It will manage learning and develop performance by using a particular field which consists of forming, using and organizing proper technological procedures and resources. The instructional technology in HRD will be implemented in five phases which are: Source: (Bartlett, 2008). Analyze: In this phase, the current business situation of the company and required business outome will be evaluated. This phase will evaluate the solution to recover the gap between existing and desired performance of employees. Propose: In this step, the HRD personnel suggests the best solution for bridging the gap by using the instructional technology. This phase reveals that how technology, job, media, data and information can help in making a solution and also supporting it with the company objective. Create: In this step, the real solution is created. A systametic method will be created which consists of designing of strategy, implementing technology and the evaluation process. Implement: The implementation can be done in official and unofficial ways. With regard to official training, the instructional technology covers fields such as improvement of the performance of employees, analysis of organization, handling employee relationship, handling organizational change and leadership training. It can be implemented by prearranged classroom based method and by using various web devices and learning software. In terms of unofficial training, the training program is not prearrenged. It can be done by using various methods such as learning software, instant messanger and blog system. Evaluate: It is vital for instructional technology. Evaluation can ensure that the the effort of spending money in training is effective. The eavaluation process can be decided in the designing phase of the training. The technology can be used for making the management much effective. The technology for ABC Ltd. includes ‘Interactive Voice Technology’, ‘Imaging’, ‘inventory management software’ and ‘Training Application Software’ for employees. Interactive Voice Technology: As ABC Ltd. is a medium sized service company this technology will help in quick response of any customer requests. Through this technology ABC Ltd. can reduce the operational time. Imaging: With Imaging technology ABC Ltd. can examine any certificate, or file and store them electronically and recover it easily. The record of employee training of ABC Ltd. can be stored by this technology easily. Training Application Software: This software will help ABC Ltd. to monitor any data of employee training such as enrollment, transfer, employee skill and experience. It will assist ABC Ltd. to take any strategic decision regarding employee training needs by identifying an employee’s knowledge and gap (Noe, 2008). Transfer of Knowledge Knowledge transfer is a procedure where the knowledge of one performer is acquired by the other. In this procedure, one unit is affected by the experience of the other unit. According to Clark and Geppert (2002), knowledge transfer is a procedure where information, thought and experiences shift between two business systems. The knowledge transfer is mostly concerned with multinational enterprises (Clark & Geppert, 2002). As ABC Ltd. is a medium-sized service company it differs from larger companies with regard to resources and individual and intellectual motivation. Thus, ABC Ltd. requires essential inspiration and suitable degree of absorptive ability to take advantage of the knowledge transfer. There is need for external learning and mediators or negotiators to support the improvement through the provision of new knowledge and accordingly it will involve inter–organizational knowledge transfer (Pollard & Svarcova, 2008). Benefits of Training and Development The main objective of training is to become proficient in the day-to-day activities of organization. For any organization, training provides more than just fundamental skills to the employees; it helps them to develop their skills (Noe, 2008). Benefits of training and development are elusive and both the organization as well as the employee can get benefit of it. It increases the level of employees’ performance. It generates feeling of satisfaction, which is an essential motivator. Training also offers organization’s high skilled employees and increases the loyalty towards the job and company. Better knowledge can help to minimize the mistakes. For ABC Ltd. training and development will provide skilled employees which can minimize the overall expenditure of its operations. As it is a service company, one of the major components of the long-run survival of the company is service quality. The TQM (Total Quality Management) training is useful for the employees of ABC Ltd. for successful implementation of HRD (Ansar, 2009). Partnership with the Line Managers In present day scenario, the line manager’s functions have changed considerably. They manage budget, resources and human resource management factors. They have become the central player in employee management. It has been argued that the involvement of line managers in HR issues can lead to revolution of managers’ personal attitudes towards HR. Another argument was made by Renwick and MacNell (2002) that the new technology helps line managers to mange the HR issues without assistance from HR department (Renwick & MacNeil, 2002). Moving the HR tasks to line managers can cause quicker decision to conflict and greater level of employee maintenance. In many circumstances, improved HR responsibilities are expected to survive within a partnership between HR and line manager. Thus, there is need to provide superior power to the line managers who can deal with any criticism of HR department (McGuire & Et. Al., 2008). Management Commitment In recent days, the HRM focuses much on the management commitment. Commitment is one of the factors of 4Cs in the Harvard form of HRM. Source: (Tabibi & Et. Al., 2011). The management commitment is a major aspect of HRM policy for a successful company. Management should provide evidence of its commitment for the development and implementation of HRD system. It can be accomplished by: Setting the quality plan Ensuring that the quality objectives are fulfilled in the plan Performing management analysis Ensuring the ease of use of resources (Kelly, 2008) Knowledge Sharing HRM must incorporate effectual knowledge sharing. Knowledge sharing is the key force for the strategic HRD planning. In ABC Ltd. the development of infrastructure where employees are allowed with free exchange of knowledge and experience can increase their position beyond conventional limit. Knowledge sharing is necessary for ABC Ltd. to stay competitive (KM World, 1999). Desirable Outcomes The desirable outcome of integrated HRD system when it is implemented carefully in ABC Ltd. will be as follows: The employee will be able to resolve any difficulties on their own There will be a great deal association among employees The engagement of work will be increased The top management will become more reactive to the problems and procedures because of forthrightness in communication The employees will be motivated to perform and they will be ready to deal with any kind of situation (Scribd, 2011) Conditions That Would Facilitate HRD Implementation There are many factors that facilitate the Strategic HRD implementation. The major facilitators are top management, industrial relation, trainability, trade union, front supervisor, employment externalization and cut back. These conditions play important part for facilitating the strategic HRD in ABC Ltd. The absence of these conditions can inhibit the strategic HRD implementation. For example, in case of cut back, ABC Ltd. will face difficulty from trade unions. Similarly, the bad industrial relation situation can restrict the effort of strategic HRD. There is need of support from the top management for implementing the HRD (Kandula, 2004). Conclusion The success of any company depends on company’s ability to use employees as an aspect in forming the business strategy. HRD as a strategic part assures the proficiency of employees to meet the company’s present performance demand. Along with fulfilling the demand of company, HRD also plays a vital role in taking complete advantage of growing business opportunities. Employees are the assets of a company. HRD allows employees to improve their performance by learning and skill development and in turn this leads to fulfilment of organizational goal. Thus, the development of the assets can benefit both employees and company. It enhances a company’s value. Through HRD, ABC Ltd. can deal with the challenges by recognition of company’s needs. HRD guarantees the proficiency of employees and can meet company’s performance needs. Training and other initiatives related with HRD can help ABC Ltd. to take full benefit of any business opportunity and to become successful. References Ansar, M. 2009. Benefits of Training for Both The Organization And Employees. Helium, Inc. [Online] Available http://www.helium.com/items/1538743-benefits-of-training-for-both-the-organization-and-employeesadvantages-of-training [28 June 2011] Bartlett, J. E. 2008. Instructional Technologies in Human Resource Development: Impact, Models, and Changes. 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Systematic Approach to Training. Publications. [Online] Available http://www.unodc.org/pdf/india/publications/guide_for_Trainers/03_systematicapproachtotraining.pdf [28 June 2011] Read More