HR Development Field - Assignment Example

Questions in a Modules in the "In HR Development field” Contents Contents 2 Module 4-Strategic HRD and Training Determinants 3 Module 6-Planning Adult Learning Part 2 4 Module 7-Assessment and Evaluation 6 Module 9-The Learning Organization 7 Module 10- Benefits and Challenges of e-learning 9 Module 12-National Training Reform Agenda 11 Performance Analysis in a Multi-cultural Setting 11 India 11 China 12 References 13 Module 4-Strategic HRD and Training Determinants A.1 The HRD Pathway of Light Co reflected some increasing pitfalls. It is found that rendering increased focus on the career aspects of the employees helped them largely flock to other companies thus creating high amount of attrition rates. Again the concern largely focused on outsourcing ventures in regards to the training programs which in turn reduced the opportunities for job growth of individuals in the concern. Similarly increased dependence on e-learning ventures created problem for the old age population in the concern who were not adapted to the process of using computers. A.2 The human resource functioning in the Light Co reflected some strategic moves. Firstly the planning for the recruitment of human resources was matched to business needs. Secondly the recruited people were allocated to different areas in regards to prioritisation of business needs. Thirdly development activities were carried on in regards to the personnel and fourthly flexibility was rendered to help enhance productivity. A.3 The human resource managers must endeavour to carry out effective conversation with the trained and developed human resources to help sustain them in the concern. Further the training functions should be restricted from being increasingly outsourced helping in enhancing the loyalty of the internal people. Module 6-Planning Adult Learning Part 2 A.1 Mark should change the delivery method for each group. It is evident from the case study that the different groups shared different types of traits in regards to absorption of the contents of the training program. The first group contained of senior and experienced members who were not required to be coached in an extensive manner but rather easily got hold of the knowledge. In case of the second group a subdivision was located in regards to the interest patterns of the two. The first subgroup contained of people who were quite eager to gain hold of the requisite knowledge imparted through the training process while the second subgroup reflected an attitude of disinterest in the same. This group was largely found to visit cafes and thus increased actions were needed to reinstate in order to aptly motivate the people. A.2 The different groups reflected different perception levels. The first group being highly experienced did not desire to be treated as newcomers and thus desired to be rendered training contents in a short mode. Second group contained of two sets of people in which the first set contained of people quite experienced yet earning to learn more. The second set of people contained of such individuals who felt that the company being purchased by a multinational their jobs would be subjected to contracts. A.3 The experienced persons in group one and the first subgroup of group two helped the training program to gain a wide success owing to their individual expertise. However the second subgroup of the second group reflected such traits that hampered the training process in the concern. This group owing to rendering increased emphasis on leisure activities disrupted the training process. A.4 The trainer could have reflected on some value additions while endeavouring to impart training to the group of experienced persons. Such value addition would help in enhancing the productivity aspects of the people. Again motivational aspects can also be included by the trainer containing both financial and non-financial incentives to help excite the interests of the people in the participating actively in such training programs. Module 7-Assessment and Evaluation Donald Kirkpatrick designed a separate model which would help the managers in effectively assessing and evaluating the efficacy of rendering the training programs. In the first case the model endeavours to judge the reaction of the different participants who have been involved in the training program. The second level tends to understand the enhancement of the learning capabilities of the people who have participated in such training programs. Such assessment would help in judging the level of individual growth in the persons which in turn enhances their productivity and skill sets. In the third case the model tends to reflect on the behavioural traits of the individuals that have attended the training programs. The behavioural traits of the individuals are assessed in the manner they tend to employ the knowledge earned in their work in the concern. Finally the model designed by Kirkpatrick focuses on the results in relation to the productivity of the employees who had attended such training ventures. The results would reflect on the enhancement of organisational productivity and revenues on account of such enhanced knowledge base of the workers in the concern. The different parts of the models are largely interrelated with each other and thus provide a holistic feedback and review of the training endeavour taken by the concern. The model also reflects conducting effective surveys in regards to each of the different levels of the participants involved in the training program. Surveys would tend to reflect both positive and negative results based on which effective feedback and strategic mechanisms can be designed to help in countering the pitfalls (Kirkpatrick, 2009, p.176). Module 9-The Learning Organization Business organizations in order to transform itself to a learning organization need to largely develop on their knowledge resources. In their tendency to develop into knowledge organizations it requires for additional human resources that can operate as training officers in the concern and thereby help in developing the potencies of the people in the concern. This is the first constraint in that the organisations suffer from lack of proper knowledgeable human resources. In the second important reason it is found that business organisations in addition from suffering from lack of effective manpower to deliver such knowledge based information also tend to largely suffer from lack of proper infrastructure. Lack of proper infrastructure leads to the organisation’s large scale dependency on traditional systems and thereby makes the employees unproductive in comparison to other fast growing industries. The knowledge based organisation needs to develop their soft skills by incorporating effective software and training of the people based on such pursuits. Thus the above two constraints render much hindrances in obstructing an organisation to develop itself into a knowledge based concern. Organizations thus need to recruit or train and develop individuals through incorporating large amount of implicit or tacit knowledge. The individuals developed on such account can help transform such tacit into explicit knowledge which would help the employees in their organisational pursuits while tending to develop their products and processes (Boverie and Kroth, 2001, p.177). The learning organization based in different regions is found to suffer from severe criticisms. Firstly the learning organization reflects large amount of complexity assigning different roles to different individuals. The assigning of such roles generates independency of the people while tending to perform in their work sphere. However creation of such independent structures often tends to create a virtual conflict among the superiors and subordinates in the organisation. Herein the manager in such organisations needs to effectively communicate with the employees at different levels and thereby endeavouring to brush away misconceptions. Though the employees are trained to perform in an independent manner yet they are required to carry out active communication with their superiors to render uniformity in the workplace. In the second case the individuals or employees in such concern are rendered heavy pressure by the concern to frequently update their knowledge bases and carry out informal communication with their colleagues. Such practice creates morbidity of work in the minds of the people. To erase out such situation the business managers in such concerns are required to actively communicate with the people and thereby helps to understand their problems. Understanding of the problems helps the business managers to develop solutions to help in enticing the individuals to act in playful manner in the concern (Wilson, 2005, p.107). Module 10- Benefits and Challenges of e-learning The growth and spread of e-learning has provided a number of opportunities which largely surpasses the challenges associated with the same. Firstly growth of e-learning in terms of size and sophistication can be attributed to the spread of widespread use of personal computers which has caused a decline in the costs of availing the system. Moreover with the evolution and emergence of the internet along with capacity and bandwidth for incorporating multimedia applications have made the system increasingly easy to handle and made it highly popular among the masses. It produces the benefits of providing soft competitive benefits to the students through transfer and easy accessibility of knowledge and consistent delivery of training too. It allows that knowledge to be certified on a large scale, there is no need for classroom training and helps to lift up the morale of candidates. In e-learning the learning priorities are prioritized, and the process can be watched and evaluated positively too. The e-learning venture helps in enhancing the productivity of the individuals through helping them to gain access to large number of data repositories in a much faster mode. Further the participants can gain access to help from supervisors at all times thus motivating them to gain hold of further knowledge to develop their skills and potencies in the concern. This process is also held to reduce costs for the concern. It is because the employees or the participants can increasingly converse with them or with their superiors online and thus reduces the need to travel from one part of the region to another. In that the process helps in reducing the cost of the concern in relation to employee development. The most prominent challenge with regards to the use of e-learning in the higher educational institutions is that it has affected the geographic reach of the universities. It presents courses in the computer without providing any links to the learning sources outside the course. Students might also feel isolated and find less supportive facts from the same. In case of inadequate instructions students might need additional help to work independently. Moreover since it is a one-way phenomenon and does not allow two way communications unlike classroom trainings, it can be boring because of lack of interaction. Another potential challenge imposed by e-learning process upon the participants in the program is overloading them with large amount of data. Apart from enhancement of the costs of the business organisations in deploying such e-learning infrastructures the e-learning approach also tends to cause significant amount of frustration in the minds of the individuals. The individuals involved in such e-learning programs are found to become increasingly frustrated for being needed to be online at all time and conversing with their supervisors (Davis and Forrest, 2008, p.106). Module 12-National Training Reform Agenda Performance Analysis in a Multi-cultural Setting India For the multinational company based in Sydney and having branches in India the performance appraisal systems needs to focus on some salient points which can be underlined as follows. In the first case the human resource manager needs to adequately underline the type of job performed by such individual in the organisational setting. Such feature would help in demarcating the roles of the individuals in the organisation. In the second case the human resource manager must work in comparing the performances of such individuals based on the standards of work set in the concern. Measuring individual’s performance based on organisational standards helps in rendering immediate feedbacks as to the areas which require adequate improvement. These areas being highlighted by the manager would help the individual in properly developing one’s talent. Finally in the third case effective feedbacks must be generated by the manager to the employees so that they can work to enhance both their productive skills and business confidence. The feedback sessions can be two folded where the managers need to hear from the workers in regards to their grievances and problems which act as constraints. Further the incentive structure can be refurnished with adequate considerations for enticing the individuals to work in a much motivated manner in the concern (Dessler and Varkkey, 2009, p.343). China The performance appraisal systems to be designed in respect of the multi-national corporation operating in the Republic of China needs to focus on some salient points which can be highlighted as follows. Firstly the performance appraisal would endeavour to focus on the compensation and other monetary and non-monetary benefits rendered to the individuals in the course of their tenure in the work. This would particularly hint on the motivation derived by the employees and which would help them stick to the concern. The performances of the individuals should be measured depending on the amount of both financial and non-financial incentives rendered. Such motivation levels emphasized would better help in retaining the employees in the concern. In the second case the employees in such multi-national corporations needs to be better trained and coached by the human resource managers. Such coaching and training schedules would help in bridging the performance gap of the individuals which are obtained from rightly assessing such. Further the performance appraisal systems in this case also needs to focus whether the individuals have been deputed any type of different roles in the organisation while operating in the concern. Rendering different roles to the employees in the concern would help in reducing the morbidity at workplace and thereby help the individuals to get further motivated to work more positively for the concern. Thus the performance appraisal of the employees needs to be done by focusing on the compensation structure, the different type of roles which are played by the employees in the concern and the improvement in the performances of the employees after rendering of training (Cai and Klyushina, 2009, p.34-36). References Desssler, G., and Varkkey, B. (2009). Human Resource Management. Pearson Education India. Davis, M., and Forrest, K. (2008). How to teach continuing Medical Education. John Wiley and Sons. Boverie, P., and Kroth, M. (2001). Transforming work: the five keys to achieving trust, commitment, and passion in the workplace. Basic Books. Wilson, J. (2005). Human resource development: learning & training for individuals & organizations. Kogan Page Publishers. Kirkpatrick, D. (2009). Evaluating Training Programs: The Four Levels: Easyread Large Edition. ReadHowYouWant.com. Cai, W., and Klyushina, U. (2009). Talent retention and development within multinational company in China. Retrieved on December 18, 2011 from: http://www.diva-portal.org/smash/get/diva2:220648/FULLTEXT02. Read More