The Role Training & Development for HRM - Coursework Example

Title: USING RELEVANT RESEARCH/ACADEMIC LITERATURE ON HRM THAT YOU HAVE READ SO FAR, PREPARE A CRITICAL REVIEW OF ONE (1) OF THE FOLLOWING HR ACTIVITIES THAT WARRANTS REMEDIAL ACTION IN THE ORGANIZATION: Dated: April 30, 2010 Introduction: Human Resource Management (HRM) refers to the application of formal systems in a business organization to ensure the efficient and effective use of human talent to accomplish organizational goals as to fulfill the mission of the organization. This includes activities undertaken to attract skilled labor, develop their skills as per emerging needs of the organization and maintain an effective workforce for the execution of the business strategies of the organization and to ensure its sustainability as on profitable basis (Diener & Seligman,2004). A variety of activities are executed by the top management of the organizations for the promotion of the human resource in the organizations and key among them is to decide the staffing needs for the organization at the current position and the level of human capital in the coming years along with their technical skills. The executives of the organizations take strategic decisions for the recruitment of the human capital along with their mode of recruitment (Heinberg, 2003). The execution of the recruitment process moves through the selection of the relevant workforce followed by the training of the hired staff as per strategic needs of the organization and their financial and administrative issues to benefit the organization as well the human capital on win-win basis. The organizations have considered the human resources as capital and asset for the production process and the managers in the organizations use surveys to determine the potentials of the HR, career planning, performance appraisal on regular basis, and compensation strategies to encourage commitment from the employees towards the organization and the employers (Pfeffer, 1995). The performance of the employees is recorded through the economic results and the efficiency scales with the application of the management practices conform to various regulations as are observed by the organization for the execution of their businesses. The business organizations have recognized the importance of the human resource and have undertaken innovative activities for the promotion and retention of the human capital for running the affairs of the organization through the utilization of the human resources in the execution of the business strategy of the organization (Michael,2006). The Role Training & Development for HRM The role of the HR is changing rapidly from the tactical to the strategic role and the organizations are reshaping their business plans as per new realities of the business practices especially relating to the role of the human resources for the organization. For example, Everglades Constructions Company has adopted a modified human resource strategy to upgrade the level of technical skills of the HR as to facilitate the working of the corporation on modern lines and to benefit the employees as well as to the organization. The corporation has recognized the fact that the firm cannot become a truly global corporation without strategic support from the human resource as in favor of the corporation. The corporation has introduced a reform program as a remedial measure for effective utilization of the human capital for the attainment of the production and financial targets of the organization and therefore to ensure sustainability of the business firm as a viable organization at the global level. The human resource management strategy as adopted by the Everglades Constructions company is workable and has the capacity to yield desired objectives within the specific time, therefore, all other business firms need to introduce similar strategies for the attainment of similar results through the utilization of human resources as a strategic resource in the organization’s production process. The existing policies of the corporations /organizations and business firms need remedial measures for the up-gradation of the human capital as on modern management and technological lines for ensuring the survival of the organization with the delivery of the deliverables within the specific time period (Martin, 2006). The modernization of the human capital within the organization needs HRM planning as per growing needs of the organization at the current levels as well as in the coming years. The process will be supplemented through the job analysis with all the specific requirements including technical specifications, forecasting, recruitment of the staff as per needs of the organization and selection of the suitable human resources for the specific jobs. An effective workforce within the organization a central pillar for the whole production process and need acknowledgement from all the members of the organization including the top executives for the creation of a motivated HR as in favor of the organization. Maintenance of an effective workforce is a gigantic activity for the business firms and the organizations apply wages and salaries, financial benefits and favorable working conditions for the workforce as managerial tools for the achievement of the objectives of the organization. The organizations apply all of these activities to achieve the targets as per mission of the organization as on sustainable basis (Karen, 2004)). Human Resource Planning is the key activity which needs remedial steps for making the organizations as workable and profitable organizations through the utilization of skills and services for the achievement of the missions of the organization. All the organization designs appropriate planning strategies for the completion of the HR cycle as in favor of the business firm starting from the planning, recruiting ,training ,utilization ,up-gradation as to acquire new skills and tools for the execution of the business and termination (Einstein et al,2001). List of activities as perform by the organization for enhancing their productivities through Human Resources: The business organizations execute three broad activities for the execution of their strategies as through the promotion of human resources within their respective organization. These three activities interconnect with each other and work for the synergetic impact as in the shape of trained and motivated human resources. The top management takes care of these activities and takes specific measures for the promotion of specific activity as per emerging needs of the organization. These three broader categories of activities are as under: A). Attract an effective work force for the execution of the businesses of the organizations with the utilization of all the available resources as on optimum basis including human resources for the achievement of the objectives of the organization within specific time period. The activity further includes the activities like HRM planning, job analysis, forecasting, recruiting and selecting. B. The development of an effective workforce through a set of trainings as per need of the organization, the development of specific priorities for each member of the human resources and appraisal of the completed work as on regular basis for making necessary amendments in the training program. Human resource planning is the key element for making the whole program including HRM as a productive element of the production process through estimates including qualitative as well as quantitative research for the utilization of the skilled and literate workers for the execution of the business strategy. C. To maintain and effective workforce for its retention in the organization through offering substantial wages and salary, benefits both economic and physical, cordial labor relations for the promotion of conducive work environment and terminations of the non-productive elements of the human resource. Significance of Human Resources: The organizations are executing their businesses with the utilization of their inputs including human and financial as on optimum basis through the industrial and production system for the manufacturing of outputs. These outputs are supplied in the market for earning revenues on maximum basis and to ensure profits as in favor of the organization. These strategies are implemented with the utilization of the human resources as in the shape of trained and skilled for the completion of the tasks in a given time period. It involves the recruitment of workers as based on the technical requirements of the firm/organization, imparting necessary training and ensuring a good environment for working of the hired human capital. The human resources are engaged in the completely manufacturing process through offering financial incentives as well as through involvement in the rewarding and the punishment systems and unlocking the employees’ potential as in favor of the organization. Building human capital is an essential ingredient for making strategic decisions relating to human resource considerations. The organizations are information and knowledge based economies and their success depends on an organizations ability to manage human capital for utilization in the production process. Human capital refers to the economic value of the knowledge, skills, experience and capabilities of employees. The business organizations including Everglades Constructions Company have identifies the significance of the human capital along with their essential skills. Everglades Constructions Company has identified planning as a major activity for the improvement of the HRM as per corporation’s need in the competitive environment. Human Resource Planning is the forecasting of human resources needs and the projected matching of the individuals with the expected vacancies. Human resource planning begins with a set of questions and their appropriate answers help in the formulation of HR strategies. These questions are treated as bench marks, and are as under: 1. What new technologies are emerging at the national as well as at the international scene, and how will these affect the work system of the organization especially relating to HR? 2. What is the volume of the business lightly to be in the next 5-10 years? 3. What is the turnover rate and how much if any is avoidable for the retention of the skilled labour force in the organization for running the affairs of the firm? The responses to these questions are used as input to formulate specific questions pertaining to HR activities as on long term basis. The planning activity in the HRM has occupied a central position for running the affairs of the HR as on win-win basis for all the stakeholders including the primary stakeholders (Kaplan, 2008). The Human resource in the organizations have a great potential and its amazing how a well-motivated work force can be encouraged to increase the production of the company within a given time. This is the duty of the human resource function to motivate the workers for the utilization of their hidden and optimal potentials for increasing the outputs of the business organization (Kaplan, 1996) . The employees of the organizations who are passing through structural changes for making necessary adjustments as a response to the external or internal factors, some employees tend to fear changes because of fear of the unknown and pride as changes are having the potential to affect the workings of the employees. The top leadership of the organizations applies their leadership skills to motivate the human resources for their encouragement and to manage the change as in favor of the organization. The values and goals of the company are revised by the human resource managers for making necessary adjustments in the affairs of the organization to deal with the changes and to make necessary readjustments in the working of the organization. The organization has treated the changes as a motivating factor for the initiation of reorganization of the company on the modern lines. The process has contributed in making the organization competitive and professionally strong through concentration on the human resources management. The organizations are applying top-down and bottom-up changes for the execution of the business strategies through the utilization of human resources as input in the production process. The top-down changes have been introduced by the management and the top executives for making necessary adjustments in the working conditions as were necessitated due to the growing administrative and technological environment and the bottom-up changes which were recommended by the human resources/human capital for enhanced outputs. All these changes have helped the organization to meet the challenges and demands as were required to make the organization as profitable and economically viable in the market of soft drinks and confectioners. The three strategies that can bring about change in an organization are forced coercion, rational persuasion and shared power. Depending on the mode to be employed to achieve the set goals, it is the role of human resource to support and monitor the approach used. The process of change is not static mechanism and requires the expertise of the human resource to caution the employees and to the board on the need to effect change in phases at a later date. Moreover, it is the role of the human resource management to research on new ways of management and new reward system aimed towards encouraging the employees to feel appreciated and hence increase production in favor of the organization (Schor, 1991). More production means more revenue and more revenues means more profits for all the stakeholders including human resources of the organization. A well-rewarded and financially compensated worker is an asset and works for the organization as a motivated member of the working team. However, rewards in management circles goes hand in hand with punishment therefore the human resource ensures just punishments for those employees that are not up to the company’s expectations. For instance, if a worker is discriminated against due to his or her race, it is the role of the human resource to punish the offenders to serve as a lesson to others. The punishment and reward system work as in a combination as the punishments are introduced for making the employees as directed towards the objectives of the company and the rewards are the extra benefits to promote work culture and more outputs, these steps are primarily designed for increasing the output for a specific time period(Smith,1989). The participation of the human resource provide necessary inputs as to adjust the working of the changing organization and in overall to ensure the success of all the programs associated with change in the organization. The role of the human resources as played in the organization is the strength of the company for the execution of the company’s business in the recent years has utilized the same (Smith, 1994). Everglades Constructions Company deals with the construction activities at the international level. The company has understood the importance of training and development for the execution of the activities of the company in the construction field. The company has observed that the training helps in the promotion of organizational culture among the all the employees and other stakeholders. The organizational culture is vital in any organization because the way an organization is organized influences the outcome of the organization as it competes with others and is a concept of adaptability that is good for all the stakeholders. The organizational culture forms the foundation in which all the members of the organization embed the values, goals and mission of the organization for their observance. The learning of organizational culture by all the members including the new members ensures smooth running of the organization with all its objectives and targets with the utilization of the human and financial resources. It is not possible to create or change the organizational culture in an organization without knowing the direction the organization needs to go for the achievement of the organizational goal. The strategic human resource should ensure the goals and objectives of the organization during the creation of an organizational culture. To change the culture of a new organization is easier than that of a running organization as the new organization are flexible and moderate as compared to that of the old organization in terms of their objectives and targets. If the organization is already developed, there is a need for the members of the organization to unlearn the old ways, values, behaviors and assumptions about the organization. The two basic elements that steer culture creation in an organization are: the executive’s support and the training of the human resources of the organization. The executives are supposed to support the cultural change as to face the new and changed requirements for their adoption in the organization. The positive response from the top executives is a positive signal as the top executive is in a better position to introduce the changes in the organizational culture. These top executives help in the promotion of the new changes through their leadership and management role. The executives lead the change as leader in the organization while others follow the leadership and therefore accept the change in the organization. These are the main factors that influence the success of any organizational culture and its creation through the participation of all the members of the organization including the top leadership and the executive. The company has learnt that training and development promote the need for planning for the execution of the business of the company as planning is vital in any business and for a business to succeed without planning is not possible. Planning is a process that involves collecting data that would help executives and administrators to formulate proper choices. The main aim is to ensure that the managers make sound decisions that propel the company to greater heights (Odenwald, 1996). The human resource planning involves the gathering of information, making clear objectives and then making decisions to ensure the company succeeds in realizing its goals (Franklin,1999). HR Planning is process requiring collecting information, creating goals, and making judgments that ensure businesses gain their goals. Unfortunately, most HR personnel and departments ignore this aspect. As regards to human resources, critics argue that more weight is given to the quality rather than the quantity it provides for when put to its good use in HR Management, this would help in answering a few but important questions. These questions include; 1. What is the size of the organization’s labor and workforce along with their composition as skilled, semiskilled and unskilled labor? 2. What kind of workers in regards to skillfulness and capabilities is available in the company and what are the current and future needs of the organization in the coming years? 3. What is the optimum choice for utilization of the organization’s resources including the human resources? and, 4. What measures can the company take toward workforce retention for the benefit of the organization through the utilization of the HR as on optimum basis for the delivery of maximum results? The organizations and the corporations complete their planning process through seeking plausible answers to these questions for the formulation of their strategies especially HR strategies (Trainer, 2007). Human resource planning could be utilized in a number of situations to the benefit the organization with the utilization of all the inputs including the human resources. One way is to determine the number of people to hire at new premises or branches of a firm. If the number of workers is too large, the organization will end up with a huge number of staff with small workload. On the other hand, if the workforce is too small, workers will be overstretched and overworked, and hence will fail to deliver on service, or even meet deadlines at work. Secondly, HRP can be of great assistance in maintaining the talented and multi-skilled employees. A common happening is for companies to let go of highly useful employees to come to the realization that they need to evaluate the trend underlying resignations (Schein, 2004) . This helps firms in finding out the motive of the resignation and ascertains the costs they incur due to this. Firms also get to check on the level of resignations and do comparisons with other compare losses with other comparable firms. This will however be dependent on the .uniqueness of the problem to the firm or applies only to a certain class of workers for instance by gender (Leopold & Harris 2009, 122). Usefulness for the HRP Program is supervising a workable retrenchment plan. The big dilemma when it comes to downsizing for executives is how to do it professionally, without unnecessary pain and yet maintain the long-run wellbeing of the firm. HRP sorts this out by putting into consideration the eventual type of staff required at the end of the exercise, the advantages and disadvantages of the various ways to do it, the usefulness of training again, and reassigning the remaining staff. Finally, HRP will help in setting a clear path as to where the future batch of executives will be got. This is especially a major source of headache for senior executives. The usual trend is to import staff from other places to be executives. Recognizing that this solves deficits in skills in the short run, the senior managers still recognize the need for a long- term solution for recruitment of these executives. These comparisons between the supply now and the adjusted requirements will indicate excesses and deficits. These will let one make corrections, for instance hiring those showing flair to senior positions to offset a deficit, quick promotions to fill up unanticipated vacancies and cutting back on numbers of employees to get rid of barriers or future excesses (Boxall & Purcell 2008, 55). HR planning is the key reason for success and movements in the company in this era. Human Resources experts, whose job is to map HRP plan, can also help to supervise its workforce advantageously. The program does not assist the Organization only, but it will also facilitate the career planning of the employees and assist them to achieve the objectives as well. HR Planning is part of a crucial element of managing information system. HR has a primary duty to keep abreast with all the changes in the organization and making sure that all the necessary stakeholders including primary as well as secondary stakeholders are there in the organization at the required time. These alterations serve as signals from the HR to the top executives for making necessary HR planning and Everglades Constructions company has responded to the international changing environment in the field of automobiles and have introduced necessary reform program for the up-gradation of the HR. Conclusion: The members of the organization need to be trained about the new culture and be informed clearly what is expected from and the way they stand to benefit and the organization. The new behaviors are taught (Salaman Storey & Billersby 2005, 23). The success of organizations in the 21st Century will depend more on the use of strategic management to change the organizational culture with a modified and trained human capital as per international standards (Morrow et al,2007). To prepare a human resource planning strategy the managers should bear in mind that the needs of the staff members as well as the needs of the company need to be put in place. The planning process vis-a-vis HR management has taken the central position for the capacity building of existing staff as well as future needs of the organization as to make the organization like Everglades Constructions company as a successful business organization at the global level (Bolton & Maeve,2005). The activity selected by the corporation in the shape of planning activity for the introduction of remedial measures needs to selection by other similar organization as to use the HR as an asset for the organization. References: 1. Diener, E., & Seligman, M.E.P. (2004). "Beyond Money: Toward an Economy of Well-being." Psychological Science in the Public Interest 5.1: 1-31. 2. Heinberg, R. (2003). The Party"s Over: Oil, War and the Fate of Industrial Societies. Gabriola Island, BC: New Society Publishers, 272. 3. Jeffrey Pfeffer, ?Producing Sustainable Competitive Advantage through the Effective Management of People,? 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