Human Resource Development beyond Training Interventions - Assignment Example

Name: Institute: Instructor: Date: Question 1 Learning is the process of acquiring implementable knowledge from historical sources or other knowledgeable persons (Reid, 2004, p. 9). Many organizations offer some learning to every member in the organization depending on the level he/she is working whereby it helps in gradual change of the company. The stages undergone are discussed below. The Human Resource Director is among the highest levels of employees in an organization and the importance of their learning is to ensure the following duties are well perfected (Reid, 2004, p. 27). They include; interaction, employee benefit, orientation and training, suspension, performance evaluation and recruitment. The following are the responsibilities of line managers as another stage in the HR. They include; performance related-pay, engagement of the employee, employee discipline and performance appraisal. The training and orientation is a third stage whereby orientation is the presentation of recruits whereby they are taken round the company, explained all the duties carried in the company and also given the history of the company (Reid, 2004, p. 14). Training is what is done immediately after the orientation and the director keeps on learning on how to carry the above described duties and many others. In learning organization all the members are given the profile of the field they are working on. All the members in the organization are trained on how to plan, organize and present their research results if they are requested to contact one. The importance of this is to ensure that whatever they get from researchers is clearly understood and perfection purpose. With this education, the company will ever move forward. There is always the purpose of doing the organization learning which is to update the organization and also improve its products (Reid, 2004, p. 22). It also enhances experiment of the cycle in learning thus the experienced persons do not need to be trained repeatedly on how to do it. The members are evaluated through being given time to discuss what they have learned and also write it through a quiz test whereby the results acquired reflect the percentage of their understanding when the learning was going on (Reid, 2004, p. 38). The feedback after evaluation is what determines if they will keep working for the company. Question 2 Learning organization involves learning encouragement among the organizational members whereby they are able to exchange information among themselves thus creating workforce which is highly knowledgeable (Reid, 2004, p. 18). Due to this interaction, members of the organization are able to easily and flexibly adopt and accept the new changes and ideas which are visionary shared. The learning organization is of great use in the current businesses because there is involvement of investment in people. Investment in people is the act of positively manipulating the people working in a certain organization for enhancing more products from it (Reid, 2004, p. 30). The investment is enhanced if the stuff members are collectively committed to develop the organization thus from the top officials to the minor ones all having same agenda of achieving their objectives. Investors in people usually have plans especially on how they will regularly review the needs of development and training on the employees. They usually know what their target is and what they need to do in order to satisfy their wants. For achievement action need to be involved whereby the recruited individuals are well trained and developed throughout the time they are employed there (Reid, 2004, p. 34). The development done to the employees is always effective thus improving the performance of the organization. The evaluation is important for investors in people because they have to evaluate what they want to invest during the training so that they can measure what they have achieved and also know how much they need to do for more effectiveness. In the investors in people there are indicators and some of them include; plan, do and review (Reid, 2004, p. 20). To plan is to build up tactics which can help in an organizational performance improvement. For this to be implemented in the right way, the managers who are leading in this should be able to carry out their responsibilities such develop the efficiency of the people, manage and lead. There should be the implementation of what they plan thus doing the planned practically which also helps in improving the manager’s effectiveness and the performance. The efforts of the employees should also be recognized and the employees being involved in decision making and review is done (Reid, 2004, p. 65). Question 3 Currently in UK the training at job is not prevailing at all. There is no any culture for training which has urbanized or any sign of one to build up in the country. In addition, there is inadequacy of education in the country (Reid, 2004, p. 12). Generally, a small percentage does jobs which have involvement of a lot of acquaintance and trainings. In many businesses less than 25 percent of the employees participate in the job related training. A third of them claim not to have been offered any training, three quarters have never received job training off hence other employers opt to go for training while the employees remain running the job. Moreover, due to the inadequacy of education there is a problem of unskilled global market whereby the defenseless group in terms of payment is found (Reid, 2004, p. 40). This group of people is the one which offers labor at low costs. At the labor market all kinds of people are traced there both well educated and those not educated but due to its biasness they are all recognized as unskilled or less skilled and they all get low payments. The unskilled compete for wages and jobs because they are too many (Reid, 2004, p. 44). All in all it is always important to train employees by use of basic education thus helping them to be able to reinvest and invest by use of the skill they acquire after they are given the chance in their workplace. Surprisingly, the report which was written by Fryer in 1997 shows that there is a skill improvement of employees thus out of ten, eight had improved and he carried an interview on other employers who also argued that six out of ten employees are talented and capable of carrying the work in the right way (Reid, 2004, p. 23). This means that a good number of the businesses are doing well even with the absence of the job training and there is a great possibility for this country not to adopt the training culture or learning society of which it is more of learning first and jobs later and in these responsibilities are shifted from state to individuals. Question 4 what evidence is there that the different members of the employment relationship can work in partnership to facilitate workforce development in organizations? Individual needs are not confined to employees having problems with the employer, for example problems of unpaid wages or unjustified dismissal but may also incorporate employer to employee problems such as employees failure to concur with the of the employment agreement (Reid, 2004, p. 52). It works at a common interest of workers by clarifying and upholding employment obligations and rights. Decisions are made based on merit but not technicalities of the matter. All parties involved in the problem at hand contribute their views which are then analyzed to establish the problem and then give a judgment without merit. To present an appropriate delivery method, a member of the organization presenting conflicts fills an application form that contains a statement of the problem (Reid, 2004, p. 56). Applicants include problem causing facts, previous problem solving steps taken, and a suitable method of resolving the problem. Respondents reply within 14 days stating the accounts of the problem. The employee relationship holds preliminary meetings often through phone resembling a court proceeding. When the investigation is over a decision is met resolving the dispute. The organization benefits through Productivity and quality improvement – Employee motivation, morale and training programs are increased during good creation of good employee relations enhancing worker productivity hence increasing profits (Reid, 2004, p. 67). Management and employee shared vision include:- 1. Vision creation needs input from others. Absence of this leads to lack of ‘buy-in’ and understanding. 2. Precise terminologies used in communicating the vision through the organization leave nothing un-interpreted. 3. Employment of quantifiable measurements supporting the shared vision by celebrating stories of success will generate vivid excitement (Reid, 2004, p. 83). Minimum disruption involves employees working away from the stipulated working place. This will enable employees to work at an operationally convenient area. Trade union managers aid in dealing with grievances and disputes occurring whenever people meet to work together. They hold discussions, meetings and bargains to deal with complicated payment systems, new technology problems and lack of stimulation in work (Reid, 2004, p. 99). Investors in people structured plan help all employees create a more productive and closer relationship with other people. Practicing good employee engagement strengthens leadership in developing managers promoting dialogue, openness and trust (Reid, 2004, p. 87). The seniors in an organization ensure employees can easily consult them in case of any problems and working with them closely to ensure maximum productivity. Line management involves effective management and oversight of all activities occurring along the product line (Reid, 2004, p. 118). A line supervisor or manager are assigned the management of the product line’s negative and positive events occurring and reports to an overseer. They ensure also employees assigned to a certain production process follow the rules and regulations. Question 5 critically analyzes the contribution the learning and development function can make to the success of an organization’s Performance Management system. Organizational development programs impact organizational performance by ensuring alignment of systems, processes, people and strategy (Reid, 2004, p. 78). In the people’s side, key development issues considered include improving behavior, culture, right skills and leadership style enabling maximum performance of the company.  To incorporate the L&D function in the strategic level, an imperatively clear understanding of both the longer and short term business goals are established (Reid, 2004, p. 133). Examining how the organizational structure will change prompts the organization to change employee’s requirements to meet future needs of the company. The major key roles of L&D is to help develop future organizations capability, meaning ensuring employees in the organization are ‘ready’ to continuously adjust to the changing and fluctuating market conditions thus meeting the business goals (Reid, 2004, p. 124). Alignment of long term organization’s goals with development activities, development of key leadership and working skills and closing gaps makes the performance management of the organization more effective.  There is usually complexity when dealing with employee issues in an organization. Management of learning and talent proves to be a dynamic process whereby technology has enabled organizations to go digital in terms of streamlining and automating processes. L&D is important to ensure employees are well trained to meet the digital world (Reid, 2004, p. 107). Using an organization with which you are familiar as an example, identify at least one area which could be improved and strengthened by a more effective application of L & D practices? One of the areas of concern to improve an organizations performance when applying L&D practices is in the recruitment of employees. In this stage training and development is taken seriously in addition to emphasizing on internal talent management, employee performance management and employee development plans (Reid, 2004, p. 143). The good example company to refer is the Coca Cola Company. They prioritize in treating employees well, developing and giving employees a rewarding working experience. They create an environment where workers are able to: Improve development skills, Succeed in their performance, Precede heading to their career goals (Reid, 2004, p. 155). Coca Cola Company has got training and development programs like coaching, feedback and on job learning which ensure that each and every employee is equipped with the right resources needed to learn and build his or her career (Reid, 2004, p. 162). Coca Cola aspires to increase motivation to its employees so that they feel at home and increase their production to beat the increasing competition of Pepsi. Question 6 The NVET policy is a vocational education and training program which has started and its aim is to support education to the areas where there is no education. This education is being provided to citizens both the working and those who are not thus ensuring that there is improvement of the skills they are having and also they are able to apply them in real life situation (Reid, 2004, p. 167). The beginning of this program shows a positive response to the people in the society whereby they are greatly being encouraged by just seeing the response. To ensure the program is going on well the government has been providing funds which are for its support for the training and education offered. In the program talents are being developed because of the efficient learning and the practices done during the coaching carried out thus a greater percentage enrolled in this is doing well. In this type of training, the line managers are used to train those in work (Reid, 2004, p. 170). The use of these specialists or trainees is because they offer the best and are good at helping others discover and nature their talents thus they hold more than 50 percent of the employees’ responsibilities more than 30 percent the department of Human Resource and senior manager and then the line managers below the 30 percent. In this vocational education and training children are involved whereby it focuses on the development unit of the curriculum whereby the students are given chances to exchange the best practices they have discovered among themselves (Reid, 2004, p. 189). The exchange encourages and improves knowledge thus becoming skillful people in the future and also future leaders who are better. In this training there is in-house whereby the trainer volunteers to go house to house educating the people at their homes on how to nature the jobs they are doing if self employed or even how to perfect in their jobs and discover their careers. This has also helped because those who provide labor to their employers are currently improving because they no longer do the unskilled work (Reid, 2004, p. 193). References Reid, M. B. H. &. B. M., 2004. Human Resource Development Beyond Training Interventions,. 7th edition, ed. UK: H. & Brown, M. Read More