Training and development in Human Resources Management (HRM) - Essay Example

?Training Someone to Take My Job Table of Contents Overview 3 Job Analysis and Job 4 4 Recruitment and Selection Strategies 6 Evaluation of Job Performances 8 Compensation for the Selected First Line Supervisor 9 Implication of Training and Development 10 Works Cited 12 Overview Training and development is an imperative segment of Human Resources Management (HRM) in every organization. It is considered to be an integral system of an organization. Training assists the employees to contribute their best to the organizational development and be successful in performing their present job responsibilities. On the similar context, development can be described as the process of attaining adequate knowledge as well as skills that might be utilised even in the future (Fitzgerald, “Training Versus Development”). Thus, development process prepares the human resources to take up further responsibilities in the future. Training and development program in an organization ensures that the skill development and up-gradation of its employees are carried-out in a structured process. It is essential for organizations in the current day context to properly train as well as develop their employees for the improvement of their business performances. This is because regular augmentation of the skills and proficiencies of the employees is necessary for developing innovative approaches for the production of new products and services in the organization (Haynes & Fryer, “Human Resources, Service Quality and Performance: A Case Study”). Thus, training and development of employees performs an important role in the creation of innovation in the organization and also in bringing about positive organizational changes. Moreover, the training and development component of HRM plays a significant role in the succession planning of an organization. Succession planning is a methodical procedure where the senior members of the organization identify and evaluate their subordinates so as to ascertain whether they are prepared to assume significant positions within the business. It is important to select suitable candidates as per the job requirements in addition to training them efficiently. This is because the selected individuals in the succession plan would ultimately be accountable for assuring that the business is in a position to face upcoming challenges. In the present research paper, the scope and dimension of training and development process will be attributed to a situation where the process is required to be implemented upon a newly recruited first line supervisor in a paper company, Jay Inc. The process will be imparted upon the newly recruited employee by the one previously holding the first line supervisor’s position and has now been promoted as store manager. The various required issues that will be essential for the promoted employee in order to impart training to the newly recruited employee will be discussed widely in this research paper. Job Analysis and Job Description Job analysis and job description are two of the most essential interconnected operations in an organization. Information about a job is collected through the process of job analysis, the findings of which are compiled in a job description. For the efficient creation of a job description, it is essential that the extent of information about the job is kept large and wide. However, the information quality is the greatest determinant of the successful accomplishment of job analysis and job description. The collection process of information should be concentrated upon collecting realistic and accurate data. In this regard, the job incumbents are the most appropriate provider of information (American University of Beirut, “Job Analysis and Description”). Hence, in the case of Jay Inc, crucial information about the job details of first line supervisor can easily be gathered as the task has been provided to the employee who was in the same position, a few days earlier. The main task of the first line supervisors is to direct workers in the production lines of all forms of industries. They provide direction to the workers in activities of both manufacturing goods as well as assembling the goods already being manufactured. The first line supervisors should ensure that the processes of production are being carried out in the department is in accordance to the objectives defined by the higher level managers and also the engineers of the manufacturing concern. Personal experience in this regard depicts that the average salary of a first line supervisor is around 47,000 dollars in a year. However, some of the first line supervisors can even earn more than 60,000 dollars in a year depending on his or her skills and experiences. In order to be appointed in Jay Inc., the prospective incumbent would be required to hold experiences of around two to five years in the paper industry. For performing the task of a first line supervisor in the paper company, although formal education will not be much essential, the experience in the same field will be predominantly required. The working conditions in which the first line supervisors work is a crucial issue in their job description. The first line supervisors should remain prepared to work in various forms of climates and working conditions. The job of the supervisors is subjected to the climatic conditions prevailing outside of the air-conditioned office rooms. The prospective incumbents would require specific degree of specialization capable of working in every adverse condition. Recruitment and Selection Strategies On the basis of the job description that has been defined in the earlier section, the recruitment and selection strategies for the first line supervisor will be prepared. In the first step, advertising will have to be provided in the most popular newspapers, job websites and banners. Along with these advertising moves, the personnel working within the company should be informed about the required incumbent in the post of a first line supervisor. It has to be made sure that the advertisements adequately reach to the masses so as to speed up the process of recruitment in terms of enhancing the rate of responses. Since the time advertisements are provided through the various promotional tools, the management should, however, be concerned about the processes of managing the responses from the interested candidates. The second step of the recruitment and selection process will be concentrated on the short listing of the massive number of job applications for the post of first line supervisor in Jay Inc. For short listing the candidates, the information in the job descriptions would be required to be comprehensively utilised. The required skills and experiences for a first line supervisor will be evaluated and the job applications that fulfil the requirements will be short listed. The short listed candidates will be called for a practical test as the step three, based on the job descriptions of the first line supervisor and a production situation will be provided to them. The actions of the candidate with respect to handling the production situation effectively will be evaluated during the test process. The personnel who have been previously involved in the first line supervising operations will be called up for observing the performance of the candidates. Their ability of accomplishing the given task within the given period of time will also be judged during the testing process. In the forth step, a discussing team about the performance of the candidates in the test will be set up. The team will take up a discussion session with each other and try to reach at a consensus about the selection of the first line supervisor in the company. The result of the discussion should provide at least 10 candidates with whom the personal interview can be conducted. The selected candidates for the personal interview will be called and the scheduled time for the interview will be conveyed. In the fifth step of the recruitment and selection process, the personal interview will be scheduled. The candidates will be judged on the basis of their attitudes towards the job and also on the basis of their interpersonal skills. Attitude towards the job would define their sustainability within the organization and interpersonal skills would define their abilities of making things done through others without creating adverse situations in the working environment. The sixth step will be that of taking decisions about the selected candidates for the post of first line supervisor. The recruitment team will sit together for discussing every possible aspect of the prospective employee for the post and decision will be taken considering points of views of every member. As a final step of the recruitment and selection process, the message will be conveyed to the selected candidate about his or her selection. The message will be conveyed either through a phone call or through e-mail or both. The message will be consisted of the pay package that will be offered and also the date and time from which the letter of job offer would be validated. Evaluation of Job Performances The selected candidate should be placed upon a process of evaluating performance on the job being assigned as a first line supervisor. There are several advantages of the evaluation process for job performance and it is mostly essential for any new incumbent so as to identify his/her potentialities and other attributes which can be beneficial for the job. This is because the evaluation process motivates the newly joined employee to perform up to their best level. The process also fosters recognition of the employee among the staff of the company and helps in enhancement of communication among them. However, for the successful conduction of the evaluation process of job performance, the evaluator should conduct a fair and consistent framework. As a first step of the performance evaluation philosophy, an evaluation form is required to be developed. The form should be consisted of the important areas in which the employee performs. Assignment of limitations upon the wide areas of performance where the employee operates would make the entire process more meaningful to both the employee as well as the evaluator. The second step will be composite of the identification of measures for the performance of the first line supervisor. This would assist in measuring the performance of the employees in an objective manner and will also reduce the time allocated for conducting the entire evaluation process. In this step, the employee should be evaluated on the basis of the most difficult goal that has been set for his performance. According to Locke and Latham goal setting theory, it is evident that the people who perform with very difficult but achievable goals in their mind are more successful than those who perform to achieve less difficult goals (Locke & Latham, “New Directions in Goal-Setting Theory”). The third step will be that of setting guidelines for receiving feedback on the performance of the first line supervisors. Feedback from the subordinates of the first line supervisor along with those of his or her peers will be valued in this case. The feedback should have to be explicitly utilised for outlining areas where improvements are required in regards to the performance of the first line supervisor. The forth step of the evaluation process will be consisted of creating processes for disciplinary and terminating practices. On the basis of the feedback, the decision will be taken regarding whether the supervisor should be promoted or warned about low performance or terminated due to less than minimum standard performance required. Compensation for the Selected First Line Supervisor The pay that has been decided to be paid to the first line supervisor will be $20 per hour. This amount will account to a minimum of $160 for the supervisor that can even be enhanced based on his or her ability to work for long hours in a day. This amount of payment is justifiable because the job that is performed by the supervisors is essential in undertaking the production objectives of a company. The amount of production again impacts the profit of the company to the greatest extent. The smooth operations within the production department of the companies are dependent upon the supervision quality of the supervisors. The supervisor is also responsible for overseeing that the jobs are performed in the most efficient manner and hence the assignment of the job to the most appropriate person is also imparted upon him or her. Taking into consideration the importance of the jobs that are performed by the supervisors for a company, the pay package has been designed. Implication of Training and Development The training as well as development programs in an organization operate as an initiator of fresh proficiencies and knowledge amongst the human resources. Such programs influence the ingenuity as well as creativity of the employees and hence structure the skill base of the entire organization. The updated and developed skill and knowledge base of the human resources confers an organization with unique distinguishable characteristics which differentiates the organization from its peers (Vemic, “Employee Training and Development and the Learning Organization”). Every organization, irrespective of the sector it belongs to, has to rearrange and adapt itself and focus on new practices and approaches of carrying out their business activities in order to remain competitive in the market. Nevertheless, it is not possible for an organization to maintain its competitiveness in the long run if its employees are not adequately trained and developed to incorporate advanced expertise and knowledge. Thus, it can be inferred that the major aspects of training and development programs in an organization are to facilitate the workforces to develop into more proficient professional at work and also to assist the employees to become accustomed to their definite roles. Training and development also assists the employees to take on future responsibilities as they establish themselves within the organization. This substantiates the value of training and development programs in every organization for the betterment of its overall performance. Nonetheless, there is no single training and development structure that would suit the requirements of every organization. Since every organization has a unique set of characteristics, hence the training requirements of the employees of every organization is also generally diverse. This is the reason why different business organizations include different structures of employee training as well as development programs, based on their exclusive core policies and objectives. Thus, it is necessary that the training and development program of an organization is designed based on the requirements of the human resources to be trained. In this perspective the human resource department of an organization should device the training program for their workforces keeping in mind the goals of the program, benefits expected from the program, and the relationship of its benefits with the overall objectives of the organization. Works Cited American University of Beirut, “Job Analysis and Description”. October 26, 2011. Compensation, 2011. Fitzgerald, William. “Training Versus Development”. Journal of Training and Development. Haynes, Peter. & Fryer, Glenda. “Human Resources, Service Quality and Performance: A Case Study”. International Journal of Contemporary Hospitality Management, Vol. 12(4), pp. 240-8. Locke, Edwin A. & Latham, Gary P. “New Directions in Goal-Setting Theory”. October 26, 2011. Current Directions in Psychological Science, 2006. Vemic, Jelena. “Employee Training and Development and the Learning Organization”. Economics and Organization, 4(2), 209-216. Read More