Bolstering Human Resource Management - Coursework Example

Designing a Training Program Designing a Training Program Topic: Bolstering Human Resource Management Delivery mode: Short Duration: Two Days Target Audience: Employees of an already operating business firm, organization, agency or excreta Learning Objectives The training intends to meet the following objectives namely; To bolster the level of self motivation among the employees To enhance the level of employee participation in the running of the organization To key in the employees in the mainstreaming of the organization Recommended Number of Participants: A group of Twenty Employees Justification for the training program Following the dwindling performance of the workers in the organization, it is resoundingly reasonable to underscore modes of redress to this effect. Following the finings from the carried out training needs analysis, we can confidently, pin point on the above highlighted objectives as cardinal needs of urgent redress in order to revitalize the output of the organization per se (Khurana & Reeves, 2005). Training Approaches A number of training approaches shall b explored such as; the use active learning exercises with the course contents delivered by expatriates, mentors in varied field shall equally be used in order to give adequate mitigation to the objectives, the use of facilitators will come in handy among others (Stroh, Northcraft & Neale, 2002). The Costs of Training The employees will be guaranteed full per dm. That accommodation, breakfast, ten o’clock tea, lunch, four o’clock tea and supper The daily Cost Break down for twenty employees Tea at ten dollars each sums to two hundred dollars, Accommodation for two thousand dollars at one hundred dollars each, Lunch at fifty dollars each sums up to one thousand dollars. These sums up to three thousand and two hundred dollars The daily cost of ten facilitators and trainers Tea at ten dollars each sums up to one hundred dollars, Accommodation for one thousand dollars at one hundred dollars each, Lunch at fifty dollars each sums up to five hundred dollars. This gives a sum total of one thousand and one hundred dollars. The summation of the costs incurred by both the trainees and the trainers is, four thousand three hundred dollars in one day. This gives a grand total of eight thousand and six hundred dollars. The Training Program Day One The bellow table is an agenda of the training against the appropriate activity. Objective Methodology Employee Enthusiasm Identify the needs of the workers then, process them. Finally tailor them to how they affect the level of self drive among the employees. Carrying out an employee centered training approach; bring out from the them the appropriate solutions to the bottlenecks that confront the organization Encouraging them to love the job that they do can also go down well with the prime objective of bolstering the level of worker enthusiasm. Lastly, identifying mentors on their relevant field will help them be more enthusiastic as well since; these mentors will act as their coach and bolster their drive towards realizing their utmost best in the organization. Sense of Employee Ownership Impress upon the employees a sense of belonging to the daily running of the organization. This can be carried out by guarantying them the confidence to work in the firm as if it was their own. With the drive of a personal sense of ownership, their level of self responsibility to the organization shall be heightened too. In addition, the training should use probing tendencies to find from the employees the best ways to care for the resources of the organization. Through this, the training will not impose into them ideals of best practices but rather, it shall give the workers hindsight on how to become each other’s brothers’ keeper. Role of Employees in Management Through question and answer technique, the training shall elicit from the employees, the modes and modalities through which they can make contribution to it responsibly. Hindsight can equally be derived on the challenges that have arisen in the past when individual make attempts to contribute to the sounder management of the organization. For instance, have individual faced any hindrances in their attempts to critique the daily execution of the firms policies or have they faced Undue opposition when they question the leadership of the day on certain fundamentals of how the organization ought to run. In stances of intimidation can equally be explored in order to give adequate redress to the issues that bedevil the sound running o the management. The employees can be encouraged to be self driven in formulation of policies and programs that work in the betterment of the organization. Employee Participation The level of participation can be known through some sought of a questionnaire during the training session. The training can thus respond to improve this together with the trainees. This shall be realized through and elaborate mode of individual employee participation in the training process and other means of giving responses can be identified at the work places. For example, modes of reporting mal practices in the organization and the urgency of redressing justice and integrity issues. The responses received can be thence, processed into anti dotes to the low level of worker participation per se. Communications The mode of communication can also be relooked into. Its level of effectively, whether or not it goes down well with the employees or otherwise. The mode in which messages are coded and decoded in the organization can be of greater effect on its ultimate processing. With good communication in the firm, prosperity and greater out put is assured yet, if the contrary is true then malice, meager performance remains the case. For example, is the administration dictatorial in nature or democratic in orientation, which one would work best for the employees in order to elicit from them the best practices in the realizing the objectives of the firm. DAY TWO METHODOLOGY Welfare Does the organization have the capacity to care for the welfare needs of her employees? The level of concern will dictate the response of the workers to wards realizing the prime objectives of the firm. For example, do they compel worker to work even if their health is under challenge? Does the organization offer security of tenure or are the workers contracted and fired at the whims of the employer and excreta. The training shall help give proper responses to these issues for a hones and dedicated productivity from the employees of the agency. Fringe Benefits Whether or not fringe benefits are offered or not will dictate the level of individual worker out put. The training thus must tell what the company can do in order to lessen the burdens faced by her employees as they daily grapple with the challenges of their day to day life (Lombardo & Eichinger, 2011). More over, whether or not the organization has the lee way to understand the apparent needs of her workers is equally fundamental. For in stance, can the firm give a pay advance in times of crisis? Is the company supportive when an employee dies among other matters of life interests? Saco’s or cooperatives The training should explore the potential of allowing her workers to join sacs and cooperatives. This will help them in their personal growth as they get access to greater finances through loans. This mode of diversification in accessing finances is will motivate workers a great deal. Such ventures of enlightenment are grandstanding workers personal performance. Opportunities for personal growth The training shall equally seek to implore the firm to give room for personal and professional growth. This can be done through allowing her worker to further their education without many hindrances it can also award with her outstanding workers who pursue further professionalism. Bench marking, excursions Through this training, the workers can have a chance to bench mark with other similar organizations. This can be done through shared remote experiences or practically by organizing tours and travels to such places of interest (Diane, 2005). Incentives and promotions The training will explore through probing the trainees, the modes of accessing individual outstanding performances. They can also help generate the awards that can be given to such hard working individuals. Incentives and promotions come in handy when the firm ventures into modalities of her up ward mobility. Recap After the two day training, the facilitators give the employees or rather the trainees an moment to raise pertinent issues that emerged (Landale, 2009). The response can be given by the facilitators or even the trainees themselves. In addition, room should equally be given to discuss responses that arise. Recommendations After the end of the training session, recommendations on the way forward are made. This is done through mutual participation between the facilitators and the trainees. Gratitude is equally tendered to the organizer of the training program too. References Diane, A. (2005). "Training and Development". Managing Human Resources in Small & Mid-Sized Companies. AMACOM Div American Mgmt Assn. Landale, A. (2009). Gower Handbook of Training and Development. Gower Publishing, Ltd. Khurana, R, & Reeves, L. (2005). "Growing talent as if your business depended on it". Harvard Business Review 83 (10): 62–70. Lombardo, M. & Eichinger, R. (2011). "HRs role in building competitive edge leaders". Human Resource Management. New York: John Wiley & Sons, Inc. Stroh, L. K., Northcraft, G. B., & Neale, M. A. (2002). Organizational behavior: A management challenge. Mahwah, NJ: Lawrence Erlbaum. Read More