The Human Resource Management Of Training

This paper will look at the training function in Human Resource Management as it exists in Marks and Spencer. My perspective will be as an external observer of the retail giant’s inner workings. The company’s training methods and practices will be discussed and a critical review of

The value of a needs assessment in an organization is important since they are used for the driving force behind staff member’s job abilities. When a needs assessment is done correctly, it will and can determine who needs trainings and what types of trainings and the length. “The identification of training needs is the first step in a uniform method of instructional design.” (Training needs analysis, 2010) There are costs associated with trainings so offering trainings to employees who do not need it is a waste of time and money to a company.

In this paper I will complete a needs assessment and explain how I used the assessment to help complete my course project. By doing so, I hope to help the reader understand the process involved in developing a training strategy to address the needs that will be identified.

When the organization invests in training and development to improve the knowledge and skills of its employees, the investment is expected to yield productive and effective employees. The programs could be focused on individual performance or team performance depending on the development need identified by a training needs analysis which helps in the creation and implementation of training and management development programs. In the view of Grobler, Warnich, Carrel, Elbert and Hatfield (2004:345), training needs have to be determined first.

Diane Rawlinson applied to be a correctional counselor in Alabama in 1977, but her application was rejected due to her not meeting the statutory minimum weight requirement of one hundred-twenty pounds (Yiyang, 2012). Rawlinson submitted evidence exposing that Alabama’s height and weight standards would dismiss forty percent of the female population nationwide but less than one percent of the male population (Yiyang, 2012). The Supreme Court ruled in favor of Rawlinson citing there is sufficient evidence to support the statutory requirements had a disparate impact on female applicants (Yiyang, 2012). The defense argued that the imposed height and weight standards were strength related, but the courts refuted that argument due to inadequate

Within todays ever-changing working society, training and development is a key part within any organisation. Employees are the main capital within organisations which suggests

Assessing training needs driven by the change, and planning when and how this will be implemented.

Most organizations do not follow-up on the benefits of training as regards staff performance. As a result of this they don’t take training and development as an important factor in organizational growth and survival. Most manages do not know how to assess the return on investment in training, nor are they equipped with the necessary management tools to monitor the decision making process of such investment. It has been discovered that training and development budget is the first cut when the organization is faced with difficulties because most of them are of the opinion that investment in the area of training and development is not linked to the bottom line of the business. Globalization and rapid technological development has changed the conditions for companies and increased competition in the world markets. The quality of a company’s human resources is the key driver for sustained top-level performance. It has become crucial to continually invest in human resource development in order to guarantee success in the global market. As earlier said, managers engage in minimal training thereby not giving quality training to their employees, this in turn affects the overall outcome of the training and the performance of the staff. Most organizations that have a competitive image see more reasons to train their workers than those who are on the lower rung of the ladder of recognition, but training and development is still needed to create a niche. In the light of the above,

4.3 Contributions of contemporary training initiatives introduced by the UK government to human resources development for Tesco Company

As the human resource development partner and training manager, I was contacted by JetBlue to develop a detailed lesson plan for their newest addition to their family. JetBlue recently hired thirty new reservation agents to help with their growing business. A lesson plan is a detailed plan of action to guide the trainer throughout the process that intends to take the trainee from step A to Z. This plan must be developed in advanced so that the trainer is prepared for the information that must be taught including: the content to be taught; how much time is required for each lesson; what method will be used to teach the information; what type of training materials are needed; the location of the training; and how the training will be evaluated (Werner & DeSimone, 2012). Before the lesson plan can be developed, information is needed related to the organizational history of JetBlue along with the job responsibilities for the reservation agents.

Employee training programs are important in a business' success. Without an effective training program implemented the business could suffer from confused employees, ill direction and incompetence. The new employee can only excel further when taken through a properly planned training program.

A training program that is well-designed is proven to achieve maximum results and meet the training needs identified during a training needs analysis. A well-executed training program will increase overall productivity and provide the knowledge, skills, and attitudes the employees need to perform successfully. This paper presents considerations for the design of a two-phase training program for existing employees – a two (2) day program, which covers the training needs to move the company in the right direction.

As the biggest issue at the NRGC is having a consistent system in place in how to train new staff a set structure of basics in which to develop on and the second most important issue is the development of skills in new acquisitions made by the Club and how to further teach existing, experienced staff. There is a breakdown in knowledge management due to certain experienced staff only teaching certain aspects of the job in which they themselves don’t want to do. Often informal knowledge is shared between the inexperienced despite it being incorrect. A needs assessment would break down who needs training in what areas and what tasks each person needs to improve their skills and would decipher if the issue is in a deficiency in skill, knowledge or motivation. Motivation in much of the cases at NRGC can be boosted with more responsibility and more work, un-motivation emerges when staff is often overlooked for extra work, taken off the roster for periods of time and not given the opportunity to establish an image as a willing employee. Unlike McDonald’s there is no interest in the development of the new staff members regardless of the predisposed knowledge of the low staff turnover rate employed in the Club.

Our textbook defines training as “systematic acquisition of skills, rules, concepts, or attitudes that result in improved performance” (p. 284). Training helps employee develop the skills and knowledge needed to perform their job correctly. In order for organizations to determine what kind of training is needed, organizations must conduct a needs analysis. The needs analysis helps determine the best training for the organization’s needs. There are three types of needs analysis that are typically conducted. These need analysis are: organizational analysis, task analysis, and person analysis.

Due to the globalization as well as the world wide economic integration, many enterprises tend to turn into a boundaryless organisation which will offer them flexibility and creativity in response to the continuously changing business world. However, there are still some new problem occurs when making those boundaries vanish. Our aim is to discuss all the existing and potential challenges of this new boundaryless organisation system and try to find out the solution to these problems based on the training and development part of the Strategic Human Resource Management.