Unit 21 HRM Concepts Assignment help

Program	Diploma in Business
Unit Number and Title	Unit 21 HRM Concepts
QFC Level	Level 5

 

 

Introduction

This Unit 21 HRM concepts assignment focuses on different concepts of human resource management. It starts with the discussion of the training needs of the organisational staff at different levels. Methods of providing training have also been discussed, along with the explanation of their advantages and disadvantages. Learners will learn about planning the training event in this unit, as it focuses on various factors that have to be considered while planning a training event. Evaluation of the event has also been discussed as an important factor for the organisation. Further, this unit throws light on different evaluation methods and the success of those evaluation methods in identifying the effectiveness of the training event.

The last part of the unit considers the involvement of UK government in the training and development function of HR. The description of many initiatives by UK government has shown the interest and dedication of the government towards the development of employees in the UK.

 

 

Task 2

2.1 Compare the training needs for staff at different levels in an organisation.

The act of teaching any skills to people in order to develop them is called training. In organisations, training needs to be provided to the employees so that they can efficiently contribute to attaining the organisational objectives. Training can be provided during the overall employment duration of the employees, according to need and the type of training. Any change in the culture, structure or working made the management train employees accordingly.  Before providing training to the employees, management conducts a training needs analysis. In this analysis, the managers identify the training needs at different levels of the organisation. (Askegren, 2005)

Organisational level:	As the name suggests, organisational level training needs are related to the strategies and the objectives of the organisation as a whole. At this level, training needs can be identified by analysing the vision and mission of the company. This level of training deals with developing the skills of the management as well as the employees that help in achieving the organisational ultimate goals.
Operational  level:	Training needs at this level deal with the development of the skills and knowledge of the employees in order to complete the task delegated to them. Analysis of the training needs has been done by observing the gap between the required skills and the present skills of the employees. (CoulsonThomas, 2012)
Individual level:	This is the level that concentrates only on individual development. These needs may not contribute to the organisational goals' achievement, but focus on developing the individual. Personal meetings with the employees help the management to find out the personal needs of the employees and to learn something.

 

2.2 Assess the advantages and disadvantages of training methods used in an organisation.

 

Training is of various types, and thus, different methods have been required to provide different types of training. Training methods depend on the trainer, the trainee and the purpose of the training. Training methods are mainly classified on two bases:

• • On-the-job training methods: The methods that fall under this category are used to provide training to the employees during their employment duration.

• • Off-the-job training: It involves the methods that provide training to the employees, keeping the employees separated from the job environment. Study material has been provided to the people in order to focus only on the learning perspective. (Dr. R. Hemanalini, 2011)

On-the-job training methods:

Training method	Advantages	Disadvantages
Mentoring: Mentoring is the type of on-the-job training in which the trainers focus on developing the attitude of the employees. Mentors are generally the senior members of the team, and this training has been given to the employees at the managerial level.	The advantage of this training method is that it helps build the relationship between the trainee and the trainer.	More informal relationships can hamper the training process and learning.
Job rotation: Job rotation is a method of providing training to employees by rotating their jobs from one to another.   (Laird, Naquin and Holton, 2003)	The main advantage of this method is that the employees have exposure to all the roles and responsibilities of different jobs. This provides versatile knowledge.	The method can become disadvantaged when the jobs of the employees are rotated illogically. The rotation should be among the relevant job profiles.

 

Off-the-job training methods:

Training method	Advantage	Disadvantage
Lectures and conferences: This method deals with the provision of training by verbal presentation of the topic. This method is used to train a large number of employees on a general subject.	The advantage of this method is that it covers a large number of trainees.	The main disadvantage associated with this training method is that it may fail to create motivation and interest among the employees.
Simulation: It is the method that focuses on creating an artificial job environment and training the people accordingly. Case study, management games and role-play are some of the techniques of the simulation method.	This method provides an artificial job environment to the employees that facilitates them to learn practically. (Mazenod, 2013)	Sometimes, the environment created is very different from the actual environment.

 

2.3 Use a systematic approach to plan training and development for a training event.

A systematic approach has been used to plan something. Marketing planning itself means a systematic process to conduct certain activities in the field. As far as the training event is concerned, it is very necessary to follow the series of steps to conduct an event. (Mondy, Noe and Gowan, 2005) Much information needs to be extracted before planning a training event in order to find out the objective behind the training. Some of the steps have been discussed below that need to be followed:

• • Training needs analysis: This step is very important because the training event is based on the needs that have been analysed before conducting the event. At this step, the analyst analyses the different departments of the organisation and tries to find out the areas in which training needs to be given to the employees. Different methods have been used to analyse the training needs at different levels of organisation.

• • Defining learning requirement: This step focuses on the requirements of the learning in the training needs that have been identified. This step provides the idea about the type of training and the subject on which the training needs to be given.

• • Set objectives: After assessing the learning requirement, the objectives have been decided. These objectives are set according to the purpose of the training. After the completion of the training event, the level of achievement of the objectives determines the effectiveness of the training event. (Noe, 2007)

• • Implementation: Implementation of the plan refers to putting the plan into action in the field. It involves the step-by-step implementation of the steps to conduct the whole event.

• • Evaluation and monitoring: Evaluation and monitoring of the training event are very important. Monitoring of the event is done in order to keep all the activities on track, and evaluation is done to find out the effectiveness of the training event.

Conducting a training event is a difficult task as it involves so many issues. Some of the planning issues have been discussed below:

• • Number: The number of trainees needs to be decided before conducting an event. It is necessary to define the number in the training plan so that further decisions can be made.

• • Trainer: Trainer refers to the one who conducts the training. IT is necessary to make a decision on which type of trainer is required to provide a particular training.

• • Content: Some of the content has been required by the trainer that needs to be addressed in front of the trainees. It is also an issue because the content should be related to the subject of the training. (Piskurich, 2009)

• • Location: The Location of the training needs to be decided.

• • Training budget: All the activities that need to be conducted under a training event should be under the budget of training budget that has been decided by the management.

 

Training plan:

Training needs development:	Human resource management
Learning required:	Computer skills
Set objectives:	Speeding up of report formation Access to social networks for recruitment
Number of trainees :
Trainer :	External
Location:	The common computer lab of the office
Training method:	Lectures and conferences, and practical training

 

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Task 3:

3.1 Prepare an evaluation using suitable techniques.

Evaluation is the process of assessment that is used to judge a particular process. A training event can be evaluated by matching the objectives with the results of the training. The greater the gap between the two, the less is the effectiveness of the training is. Evaluation of the training event requires a systematic approach to be followed. It also needs different methods to evaluate the event. Training can be evaluated by assessing the needs of the training. This provides the answer to why the training has been conducted. After that, the progress of the training has been assessed.

Evaluation can also be done by assessing the long-term impact of the training on the performance of the employees. (Twomey, 2006)

 

Evaluation techniques:

Various techniques can be used to evaluate the training method. Some of them have been discussed below:

• • Questionnaire: It is a set of questions that are asked of the participants in order to check the improvement in their skills as well as to determine the usefulness of the training to them.

• • Feedback: This method is used to make corrective actions. The feedback from the trainer and the trainees provides the errors in the training method or the event that can be corrected in future. (Williams and Nasukho, 2015)

 

Documentation:

Training program questionnaire:

• • Name:
• • Department:                              
• • Questions:

How was the training session?

• • It was good:
• • It was OK:
• • It was not worth it:

What is the best part of the training session?

• • Training content:
• • Trainer’s attitude:

What are the methods that can be used as alternatives?

Vestibule training:
Coaching:

What should be the appropriate time duration for the training?

• • 2-3 hours:
• • 1 hour:
• • More than 3 hours:

Does the training session meet your individual needs?

To some extent:

Feedback form:

Name: Training subject: Training date: Criteria Rating from 0-5 Training was relevant   The content provided was helpful   The duration of the training was sufficient   The training method was appropriate   The language of the trainer was perfect and understandable   The presentation was good   Instructions were clear

 

3.2 Carry out an evaluation of a training event.

Carrying out the evaluation of the training event is very critical, as different factors need to be considered in order to assess the effectiveness of the training event. Evaluation of the training event results in the identification of limitations of the same. This helps in making the event more effective and improving it in future. Reaction, learning and behaviour of the people during the training session help in evaluating the event. (Willingham, Hughes and Dobolyi, 2015)

Evaluation of the above training workshop:

Results of the questionnaire:

• • How was the training session?

It was good: 7
It was OK: 1
It was not worth: 0

• • What is the best part of the training session?

Training content: 5
Trainer’s attitude: 2

• • What are the methods that can be used as alternatives?

Simulation: 0
Vestibule training: 7
Coaching: 1

• • What should be the appropriate time duration for the training?

2-3 hours: 8
1 hour: 0
More than 3 hours: 0

• • Does the training session meet your individual needs?

Yes: 5
No: 0
To some extent: 3

The numbers in front of the answers determine the number of trainees who opt for that answer. The number is out of 8.

Rating of the overall training session	90%
Best part of the training	Training content
Alternative method	Vestibule training
Best time duration	2-3 hours
Training sessions meet individual needs	Yes

 

Feedback results:

Feedback statements	Most frequent rating
Training was relevant	4
The content was useful	5
Sufficient duration of training	5
The training method was appropriate	3
Understandable language of the trainer	2
The presentation was good	2
The instruction was clear	3

 

3.3 Review the success of the evaluation methods used.

Review of the success of the evaluation method: The Success of the evaluation methods that have been used in the evaluation process of the training event can be judged by matching the objectives with the results of the training event. The methods that have been used in the above case are feedback and a questionnaire. The trainees have filled in both in order to get the relevant information on the effectiveness of the training. (Askegren, 2005) As far as the above methods are considered, the questionnaire provides clear results that the training event was very successful, as 90% of the trainees have said that the overall session was good and useful for them. The questions asked in the questionnaire have provided a clear picture of the reaction of the trainees towards the training event. Feedback is another method that has been used to evaluate the training workshop conducted in the above case. Feedback is used to identify the ratings of the training event in different contexts. It results in determining the probability of using the same methods to provide training. The feedback in the above case concludes that the content and the duration of the training were near perfect, as most of the people have given the highest rating to the subjects, whereas the presentation part has scope for improvement, as most of the people have given the lowest ratings to the presentation part.

The overall conclusion is that both the methods that have been used to evaluate the training event were appropriate because they gave a clear picture of the effectiveness of the training event. Both methods are also proven successful in identifying the areas with scope for improvement. (Mazenod, 2013)

 

Task 4:

4.1 Explain the role of the Government in training, development and lifelong learning.

The UK government plays a very important role in providing training to employees in the UK. The main aim of the government in UK behind the provision of training is the development of the skills of every employee to a minimum standard level. UK government came up with many policies and programs to support employers in providing training to their employees. The support from the government side motivates the employers to do the same. The government support the public as well as private organisations by conducting programs that motivate them towards training and development, and tries to change the perspective of the employers towards the importance of training their employees. The government also used to fund some of the organisations in order to support them in initiating such programs. The major example is the National Apprenticeship services that provide assistance and funds to employers who want to start the apprenticeship program in their organisation. (Gov.uk, 2016)

Lifelong learning is another concept that draws attention from the UK government. Lifelong learning involves skill development for people of all ages. It is about being taught and coached at any point in employment. According to the EU, lifelong learning is about learning throughout life in order to gain information knowledge and skills related to all the perspectives, like social, civic and employment. Lifelong learning programs aim at creating a sense of well-being and a feeling of confidence in the employees through skills and knowledge development. In an economic sense, lifelong learning helps in improving the economy. Skilled workers provide more productivity and hence contribute more to improving the economy of the country. (Xperthr.co.uk, 2016)

 

4.2 Explain how the development of the competency movement has affected the public and private sectors.

Competency movement in UK deals with attaining the competitive advantage by companies over other competitors. This movement aims at creating a competitive environment among the industries so that the organisations try to improve their productivity to withstand the competition in the market. The main aim of the competency movement is to attain an advantage for skilled workers. The UK government wants the organisations to be competitive from a human resource perspective. The effect of the movement has been observed on private companies. Most of the private companies in UK encourage the movement and try to incorporate training and development programs in their organisation so that they can attain a competitive advantage through human resources. ‘Georgia Armani’ was one of the fashion companies based in UK that focuses on serving their customers in the best way. For this purpose, the organisation made efforts to implement training and development programs for its employees to develop their skills. The incorporated performance appraisal programs for the employees motivate them to work. The organisation also focuses on maintaining a personal & professional friendly working environment to encourage the employees. (CIPD, 2016)

Most of the public companies also showed their interest in the same. They strongly tried to improve their human resources to keep pace with the development processes. A public company like ‘East Coast Trains’ in UK tries to make efforts to provide training to its employees for improved performance. Higher success rates of the never-ending development process drive companies to incorporate the same in their functions.

 

4.3 Assess how contemporary training initiatives introduced by the UK Government contribute to human resources development for an organisation.

UK government has shown their interest in the training and development of employees by introducing so many programs and opening many service providers to support employers for the same purpose. Some of the initiatives have been discussed below:

• • Investors in People: The organisation provides the standard related to the best practices for people management. The organisation launched the sixth generation standard in September 2015 in order to keep pace with the new and current practices. It also provides accreditation to the organisation that follows the standards. (Gov.uk, 2016)

• • Sector Skill Council: It is an organisation led by the employees. It covers some of the industries in UK and focuses on supporting employers in developing and managing apprenticeship programs. This council also aims to improve productivity by reducing the skills gap among the employees. They try to boost the skills of their sector and are involved in improving the learning supply to the employees.

• • National Apprenticeship Services: They provide support and funds to organisations that want to introduce apprenticeship programs. The main aim of the services is to increase the number of apprentices in UK businesses and help people who are looking for apprentice opportunities. (Gov.uk, 2016)

 

Conclusion:

Training and development require a systematic and planned approach. Organisations need to plan the training event by making many decisions, like the choice of training methods, identification of training needs, etc. These training events need to be evaluated by different techniques in order to find out their effectiveness as well as the errors that can be corrected further. Initiatives by UK government encourage many employers in UK to achieve a competitive advantage by developing the skills of their employees. The initiative by the government proves to be very beneficial for the organisation in both the public as well as in private sectors.

 

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