The Provision of Training and Development Issues - Assignment Example

Advanced Arts Management (Student Name) (Course No.) (Lecturer) (University) (Date) Advanced Arts Management Problems Chosen The market is becoming highly competitive that the management has to ensure adequate strategies are in place to tackle the new problems. Therefore, it is important to focus on all areas of management to ensure that every process occurs as required. The report would focus on three major problems: lack of clear HRM policy on organisational values and behaviour, unclear roles for and management of volunteers, and no policy on training and development. Concerning the HRM policy, it is important that the HR ensure adequate management of the resources. With the high competition, the HR needs to avail result oriented, flexible, and effective employees. HRM policy play a critical role in influencing the values and behaviour of the organization that consequentially impact the institutional performance. Lack of clear HRM policy in place could affect the organization negatively, which renders it vulnerable to competition, ineffective use of resources, and the poor performance in the market (Sheehan & Cooper, 2011, 751). With the changing nature of the employees, the employees still test their limits and act creatively within their workplaces; therefore, the organization requires an HRM policy as a strategy for developing, enforcing, and communicating different policy sets that reflect institutional standards and accepted behaviour. In every institution, the success depends on the capacity of the administration to define clearly the roles, practices, and acceptable norms guiding the volunteers. Lacking perfect definition of the roles and management of the volunteers, the business is likely to experience overlap of duties, idleness, and reduced efficiency, which negatively affect the organization. To avoid such inefficiencies and low yield per employee, the management needs to consider adequate measures to define clearly the role of each volunteer. In some cases, failing to define the role of each volunteer might contribute to poor development of their abilities or inappropriate area of work allocation. The establishment needs to involve the volunteers in the management matters to ensure the realization of their untapped prospective, which is also significant to ensure effective running of the business. The availability of the volunteers within the organization play an essential part of furthering the organization and helping to encounter a comprehensive array of organizational necessities within resource-constrained institution. With the market dynamics, the institution requires to have resourceful and effective workforce understanding the need for quality output. As a result, there is need for policy on training and development to guarantee that the skills and experiences among the employees have the power to cushion organizational performance. Having no policy on training and development often leaves an organization vulnerable to other competitors considering the outdated technique used by the workers, which in turn leads to poor organizational performance, undesired market position and competitive advantage, and utilization of many resources while hiring external employees to undertake a given task. Training and progress is an important step of warranting the accomplishment of organizational goals with limited resources. Such practices also enhance the experiences and expose the workers to various dynamics of market environment, which would result in adjustment of organizational processes and performance. Problem: Lack of HRM policy on organizational values and behaviour Summary Human resources play critical in the achievement of organizational objectives; however, there is need for the policy that guides institutional values and behaviours. Due to various market dynamisms such globalization and technology, the traditional sources of achieving the competitive advantage in insufficient to guarantee success in the modern market environment. HRM policy does not only outline the restrictions, but also identifies and assist in addressing the necessities of the people. The major role of HRM is to ensure effective management of the human resources with an aim of ensuring the achievement of desired organizational needs. Administrative values and behaviours can inspire the output of the personnel. Without the existence of HRM policy in the organization, the managers always think that ethics is a question of personal scruples and a confidential between the respective individuals and their conscience. In addition, such managers tend to describe the wrongdoing actions by the workers as isolated incidents caused by rogue employees. However, lack of HRM policy within the organization makes it difficult to manage effectively the behaviour and values of the institution (Sheehan & Cooper, 2011, 755). The role of the HRM policy is to ensure enhanced reliability and yield of the staffs. Moreover, it warrants proficient and proper incorporation of the administration and employees with an aim of safeguarding the achievement of institution’s target. Lack of HRM within an organization often makes it difficult for the managers to acknowledge their roles in shaping the values and behaviours within the institution and seizing such opportunities in creating an environment that could strengthen the relationship between them and the employees. With the reducing organizational incomes, shrinking market share, and increasingly competitive market, the HRM policy that influence organizational values and behaviours could assist in spurring the desired organizational objectives. Best Theory With the rising competition in the market, there is need for businesses to develop their internal potential; therefore, businesses need to pay much attention to the systems through emphasizing that people play a significant role in enabling the operations of these systems. In the recent studies, the human resources and their management strategies have viewed as critical components in the attainment of the desired sustainable competitive advantage. Particularly, the importance of having an effective HRM policy is emphasized in the face of globalization especially with the traditional employment practices changing. Moreover, most organizations are focusing building their competitive edge through ensuring that there are adequate measures of upholding organizational values and behaviours (Van-Gestel & Nyberg, 2009, 547). Besides, testing of the benefit associated with the HRM-performance is becoming increasingly important in ensuring that adequate HRM policy is in place to manage organizational performance. In any institution, HRM play an important role, as they are critical assets and the source of ensuring the achievement of the desired competitive advantage. The major factor that provides flexibility and compliance to every institution is the people. Therefore, it is important that organizational HRM policy address the distinct challenges associated with the values and behaviours of the employees. The HRM policy play important role in aligning employees’ activities and organizational aims and objectives. To ensure effective HRM policy within the organization, it is vital that the established policy communicates the values and expectations for the manner in activities are undertaken within the organization. Such factors would promote efficiency and reduce confusions associated with overlap of responsibilities and inability to identify organizational aims and objectives. Moreover, the policy also keep the organization in agreement with the necessary regulations and provide adequate protection to the workers. In most cases, determination of the most appropriate practices is often difficult due to unavailability of the effective and reliable HRM policy. HRM policy offers the most suitable method of documenting and implementing the best practices for the organizations as it ensure compliance with institutional values and behaviours. Proposal for action Development of an effective HRM plan involves shifting the methods of managing people: from administration of people to the achievement of departmental strategic objectives through the available human resources. Moreover, the aim of the HRM policy is to support and offer reinforcement to the objectives and programmes of organizational departments to ensure the establishment of the required organizational values and behaviours. To address the deficiencies, it is important to have an action plan that would guarantee clear understanding of organizational objectives, programmes, and challenges. As a result, the institution has to conduct its strategic analysis, direction based on the goods and services it intends to provide in the future, and identification of the HR strategic issues. An effective HRM policy would assist to ascertain HR problems faced within the organization; prioritization of the HR concerns and actions, and drawing up an HRM plan. Policy Draft Purpose The draft frameworks the HRM policy on organizational values and behaviours to manage incidences associated with underperformance. Upon establishment, it would support, offer guidance, and advice to the employees experiencing difficulties in understanding organizational values and behaviours, performing their duties to the required standard, and ensure provision of the line Scope Following organizational commitment to review the existing policies and bases on the feedback from organizational HRM, the business’ HRM policy aims to undergo modernization with the replacement of the some policies that do not contribute adequately to the organization. The policy would apply to all the workforce and personnel. Statement The policy aims at ensuring adequacy in HRM policy to spur organization values and behaviour. Responsibilities The line manager would be responsible for implementation of the policy in a fair and consistent manner; the management would engage the employees and ensure they adhere to the policy; there would be adequate consulted with Trade Unions about the policy content. Moreover, the HRM unit would ensure agreement with the policy and provision of guidance and direction, and application of the policy correctly by all parties. Questions The HRM or CEO is placed in good positions to respond to the questions associated with the policy. References Standard 1.2 relates to HR Management Standard which require HR policies to comply with the employment, workplace health and safety, and other associated regulations that applicable within the jurisdiction in which the institution operates. Problem: Unclear roles for and management of volunteers Summary In most cases, the volunteers are unpaid for the services that they offer especially in furthering the goals and assisting the organizations meet their wide array of needs with the limited resources. Like any other employees, the volunteers require motivation and clear definition of their responsibilities within the organization. Under circumstances where there are not clear roles and management structure of the volunteers, there are likely the cases of under exploitation and overexploitation, which both compromises their development abilities. Regardless of such idiosyncratic role played by the volunteers within the institute, remarkably the institution possess little knowledge of tactically maximizing the advantage. Moreover, the organizational verdict makers does not apprehend the basic construct associated with volunteer commitment. In most cases, people at the top positions often fail to understand the significance of engaging the volunteers, as they do not know what they expect from engaging the volunteer workforce. Moreover, the managements are not aware of the critical importance of the infrastructure intended for the facilitation and supporting the engagement of the community. While the leaders of the organization are growing accustomed to seeing their responsibilities defined based on leveraging tight resources, maximization of volunteer engagement and management, and improvement in institutional growth and development, there is little connection made in such goals and creation of affective system that would guarantee volunteer engagement. The need for volunteers within the organization often commences with the recognition that the institution requires assistance to achieve its intended objectives; however, most organizations consider involvement of the volunteers if the financial resources are deficient. Poor management and inappropriate definition of the role undertaken by volunteers could result in disloyalty to the organization, which might negatively affect organizational performance. Failing to engage the volunteers restrict diversification of various points of view in the organization. Best theory Most business entities often consider the need for engaging the employee if they require assistance with limited resources. Upon the assessment of institutional financial resources and establishing the financial constraints, organizational managements often consider assumption that volunteers offer free labour that requires limited financial or strategic investment. Besides, most organizations do not use appropriate methods in selecting the volunteers, which reflects poor management’s structures and undefined responsibilities. Although in some cases the staff might be responsible for overseeing the efforts by the volunteer to ensure the achievement of the required objective, the expectations, accountability, and communication often remain unclear. As a result, the efforts placed by the volunteers to some extent yield little results (Wolk, 2016, 141). However, in such cases, the volunteers take the blame and are advanced with skepticism only if the organization requires their services next time. Unclear definition of the role and management of the volunteers often make them feel unappreciated and unrecognized by the institution, which might lead to poor organizational performance. Poor management of the volunteers could limit their opportunities to learn, develop new skills, and grow at personal level. Whenever there is no motivation within the organization, most process are likely to fail since the employees have different views on organizational objectives. Moreover, the volunteers are susceptible to changes without prior notices or explanation, mostly feel appreciated, and have unrealistic or unclear expectations of their roles. It is critical that the organizations recognize the current volunteer environment allowing them to identify strategies for the motivation and engaging volunteers. Effective management of the volunteers is important to ensure the organizational achievement. Proposal for action It is critical to note that valued volunteers can improve organizational; it demonstrates to various partners that the organization receives the support from the public to support various forms of volunteer hours, and dedicators volunteers often become passionate ambassadors. Therefore, it is important to recognize the important role played by the volunteers in ensuring the achievement of the success. Moreover, organizations need to find the methods building volunteer culture. Such culture requires adequate measuring, communication, and acknowledgment of the dollar value that volunteers provide to the organization. Such factor is significant in the decision-making process and requires adequate investment of time and money considering the important role played by the volunteers. Creation of new volunteer packer and networking events is also important in encouraging a welcoming and inclusive culture of volunteerism. The volunteers are vital in ensuring success achievement of the business, therefore, the actions cannot be underestimated. Volunteers needs feel confident whenever they accorded the responsibilities, consulted about their undertakings, and the opportunities that they contribute to the policy decisions. Volunteers in most cases are unskilled or semi-skilled looking for opportunity to improve their expertise. Therefore, it is critical that they are presented such opportunities. Policy Draft Purpose The policy aims at ensuring that there is a clear definition of the role played by the volunteers as well as the appropriate management practices. The policy would empower the volunteers; ensure that they are effective, and provision of adequate recognition to them as they exchange their time, talent, and expertise. The policy aims at providing volunteers across the different segments as a means of meeting the needs to provide service to others. Scope The policy would cover majorly the volunteers within the organization and the institution partners. The aim of the policy would be to define clearly the role of the volunteers and management practices associated with such roles. Statement The policy aims at ensuring definition of the roles of the volunteers and put in place effective and efficient management practices. Responsibilities It would be the responsibility of the human resource manager to ensure proper implementation of the policy with the assistance from the CEO. The implementation would have to be fair and consistent; engaging the current organizational volunteers would be critical to ensure coverage of the major factors influencing volunteers with much focus on definition of their roles and the management practices; the Trade Unions would offer consultation services to ensure compliance with the required volunteer and human resources regulations. Questions The HRM or CEO is placed in good positions to answer the questions associated with the policy. References Just like any other employee, Standard 1.2 on HR Management Standard, which requires that managing human activities to comply with the employment, workplace health and safety, and other associated regulations that applicable within the jurisdiction in which the institution operates. Problem: No policy on training and development Summary With the markets dynamics, the organization needs to commit itself to offering structured and systematic training and continued professional development of the workers to ensure that they perform their responsibilities effectively and efficiently. The organization needs to recognize that training and development is critical to provision of quality products and services that meets the specific needs and expectations of the clients and stakeholders. Such practices also enable the employees acquire appropriate skills, knowledge, and related qualification of developing their potential to the future needs of human resources. Lacking policy on training and development means that the organization misses such opportunities (Visser, 2010, 64). Without the necessary experience and skill require within the market, it might be difficult for the organization to achieve its desired competitive advantage. Besides, the needs, tastes, and preferences and market trends keep changing which consequently requires the organization to make adjustments. To maintain the current competitive advantage and position in the market, it is vital to ensure that the workers update their experiences and skills, especially with the current technological environment. Lack of policy on training and development could result in the establishment of low-performing culture that discourages the employees from improving their skills, which only meet the current employment needs but not the development of capability to meet the future needs. Best theory Sustainability is an important aspect of every business. Enjoying long-term profitability by small businesses depends on the quality of the employees and their developments through ensuring the availability of adequate training and education. If the organization hires and keeps good employees, then there is need to have a good policy that majorly invests in the development of their skills with an aim of increasing their productivity. Without the capacity building and development policy, the organization fails to create a pool of readily available and enough replacement for the personnel leaving the organization. In such cases, the organization often suffer the ‘blow’ considering that disorientation often caused when an employee leaves the organization with a readily available replacement. Currently, most organizations are leveraging their competitive edge based on the ever-increasing technology. Lack of training and development policy within an organization often form the base for institutional failure. Technology improves, reliability, efficiency and accessibility to various organizational services and products. Establishing training and development processes could assist in improving the ability of the organization to adapt and use advanced technology due to available of the knowledgeable staff (Chambel & Castanheira, 2012, 110). Most organizations consider training for the new employees, which is a wrong concept since training, and development for the current employees is critical to ensure their rapid adjustment to the changing job requirements. Proposal for action Training and development play critical in ensuring increased productivity, reduction in employee turnover, increased efficiency that in turn contributes to financial gains, and decrease in the need for supervision. Moreover, training and development assists in creation of readily available and adequate replacement. Currently, organizations are focusing on satisfying the needs of the customers; however, training and development is central at ensuring provision of quality services that meet specific needs of the consumers. Employee training and development play an important role in building more efficient, reliable, effective, and highly motivated team for ensuring the achievement of the desired quality; such factors improve the competitive position of the business and improve employee morale (Mazenod, 2013, 60). Employees are the greatest organizational assets; adequate skills and experiences are appropriate to ensuring production of quality products and services. Moreover, the business needs to plan the training and development activities in line with industrial standards and maintaining connection with other relevant bodies. Policy Draft Purpose The organization is committed to ensuring that all its employees have equal access to learning, training, and development opportunities to allow them equip themselves with suitable knowledge and skills of carrying out their roles within the organization. Moreover, the training and development policy would ensure development of employees’ talents in manners that fit with the development of organizational objectives. Scope The organizational policy aims to train and develop the employees to guarantee their motivation in what they do and ensure their activities match the need of the organization. For the employees, it is crucial that they keep up with the job requirements through undergoing the training programmes provided by the organization. Yearly review of the training requirements of all the workers are carried. As a result, it gives direction to the provision of training and development issues. Statement The policy aims at ensuring an effective capacity building of the employees in a bid to ensure the achievement of organization objective. Responsibilities The organization believes that development of the workers is effective when employees take responsibility for the identification of opportunities to ensure self-development, which would improve the work performance through improved skills and knowledge. The employee would consider a practical approach in promoting institutional extensive knowledge and development. The line managers would assist in the identification of the learning needs. Line managers would also monitor and evaluate the effectiveness of learning for the employees undergoing training and development. Questions The HRM or CEO is placed in good positions to answer the questions associated with the policy. References The employees might find it critical to review the other related policies through integration with the training and development policy. Some relevant policies embrace voluntary capacity building or the equal opportunity policy, educational development policy, and the employee charter. References Chambel, M. J., & Castanheira, F. 2012. Training opportunities and employee exhaustion in call centres: mediation by psychological contract fulfilment. International Journal of Training and Development, 16(2), 107-117. Mazenod, A. 2013. Engaging employers in workplace training - lessons from the English Train to Gain programme. International Journal of Training and Development, 18(1), 53-65. Sheehan, C., & Cooper, B. K. 2011. HRM outsourcing: the impact of organisational size and HRM strategic involvement. Personnel Review, 40(6), 742-760. Van-Gestel, N., & Nyberg, D. 2009. Translating national policy changes into local HRM practices. Personnel Review, 38(5), 544-559. Visser, E. 2010. Multibranding: Symptom of an Unclear Branding Policy. Design Management Journal (Former Series), 9(1), 60-64. Wolk, M. 2016. The Role of Volunteers in Membership/Volunteer Management. Membership Essentials, 4(5), 139-152. Read More