Human Resource Development - Rift Airline - Case Study Example

Name : xxxxxxxxxxx Institution : xxxxxxxxxxx Course : xxxxxxxxxxx Title : Human Resource Development Tutor : xxxxxxxxxxx @2010 Introduction Probably, after every one year, most organisations are expected to carry out an induction course to both new and old participants within the organisation. This is usually done when there are changes made in an organisation that requires the attention for both new and old participants. All changes made in an organisation must be communicated. However the induction course carried by the management varies from one organisation to the other. Different organisation has different formalities required in training activities. All training carried out is expected to yield something at the end of the Day. However, most rift airline fails to understand that this value does not necessarily need to be in term of monetary value, but it can be in form of anything. In this case, mikes action of entertaining may be used to diminish boredom among the participant. Where participants are bored, they would rarely grapes the subject of the concept being discussed. For instance, mike proclaims that he has been into the training activities for more than 20 years, therefore this is a clear evidence that mike understand each and everything he is talking about. In addition, Linda in this case must understand that not all top executive understand each and every thing that is undertaken in the organisation. In this case, mikes ability is evaluated by the top executive based on what he can yield in terms of monetary aspect, which is usually not the case. Measures which can used to evaluate the value of mikes training : The number of participants It is clear evidence that mikes performance was attended by many participants if not all although, they might have not taken his training serious. Consciously, the number of participants is a clear proof of the value it has to the firm though not monetary terms. Fifteen participants paid for the next session in advance. Therefore, mikes training did not only add value but was entertaining as well (Jakupec & Garrick 2000). Working experience The above statement indicates that mike has performed the work for over 20 years in different organisation but on the same field. It is therefore ok to say that mikes training had a lot of value within the organisation he is currently working on and others which he has worked to. If his training did not have value at all, then he could not have worked for so many years in his professional as a trainer. His part of entertainment has kept him in that job for many years (Cieri, 2007). The difference between mike’s and Linda’s performance Mikes training involves a little bit of entertaining process while Linda’s is a pure business, no entertainment process. Linda thinks entertainment is wastage of the firm’s money and damages other trainer’s reputation which should be avoided at all cost. On the other hand, mike thinks otherwise. In addition, Linda thinks that training is meant to educate among others while mike argues his part of entertainment training process has kept him going through in his profession. Another differences is that Linda thinks mikes part of entertainment training does not add value to the organisations performance while mike thinks this aspect should be ignored since he believe that majority of people likes his training (Kavanagh & Thite, 2000). Human resource development is a framework used to help employees’ within the organisation to develop abilities, organisational and personal skills. HRD gives an individual the opportunities such as training, performance management, coaching, succession planning, tuition and organisational development. The purpose of the HRD should involve maximizing returns and financial risk. Human resource may set policies, processes and standard in order to run the entire management process. For example one of the HRD roles is to training and development. This role may be delivered by the HR function or manager (Brewster & Hegewisch, 1994). Training Human resource development places employees in a better position to undertake a higher level of workforce. These training must focus more on satisfying the long term needs of rift airline, this may be conducted through educating the employees. This is carried out to ensure that the rift airline is able to achieve its goal at the year end How HRD has contributed to the organisation Development takes place in order to enhance organisational value, but not for a person’s improvement. A person’s education does not meet the end goals of the organisation. Therefore in the above study, it is true that Mikes training was not within the scope and objectives of the organisation which will help it meets it needs. It is therefore right to say that Linda’s arguments were way too right as compared to Mike’s arguments even though he has experience of more than 20 years (Bach, 2005). Critical HRD issues the rift airline may face within the following 3-5 years. Training activities Rift airline should monitor closely the training activities given to its participants and evaluate if it meets the organisation needs. For instance, training provided by Mike was out of the organisation scope of work and activities which if it is not stoped or prevented; it had an effect of affecting the company/firms reputation just as Linda had suggested. In addition, investors who may wish to invest their capital in the organisation may end up not doing so. The organisations profit is also expected to diminish over a period two years. In Linda’s arguments, she argues that the training should be able to meet the organisations need and goals but this case; Mikes training was purely entrainment which had a negative impact as opposed to the positive impact the organisation and the entire participants (McCourt, 2003). Conclusion Rift airline should not encourage Mikes teaching within the organisation; instead it should take an initiative of educating mike of the effect of his training in the next years to come. If the organisations tend to encourage mikes training then it should be as well prepared for the long term consequences. These consequences may range from material effect to immaterial. Material risks are those risks that have a severe effect to the organization while immaterial have a minimal effect or no effect at all. In this case mikes training are material. Bibliography Brewster, T. & Hegewisch, A, 1994, Policy and practice in European human resource management: the Price Waterhouse Cranfield survey, Routledge, London. Bach, S, 2005, Managing human resources: personnel management in transition, Wiley-Blackwell. New Jersey. Cieri H, D, 2007, Human resource management in Australia: strategy, people, performance, McGraw-Hill. Sydney. Jakupec, V, Garrick, J, 2000, Human resource and organisational development: putting theory to work, Routledge. London. Kavanagh, M. J. & Thite, M., 2000, Human Resource Information Systems: Basics, Applications, and Future Direction, Prentice Hall, New York. McCourt, Eldridge, D, 2003, Title Global human resource management: managing people in developing and transitional countries, Edward Elgar Publishing, New York. Read More