Delivery in day(s): 5
Diploma in Business
Unit Number and Title
Unit 3 Human Resources Development
The unit focuses on training and development programs in UK based organisation. The unit starts with the discussion of different learning styles and their effect on the learning events in the organisation. Explanation of learning curve makes the understanding of the topic better. The human resources development unit continues with the description of training methods used by the organizations to provide training to their employees and evaluation process of the same has been discussed. Involvement of government in helping the employers to provide training is also focused upon in the later part of the unit.
There are different levels in the organisation and have different functions and responsibilities accordingly. Staffs need training at every level in order to update themselves with the latest working structure. It is even necessary for the organisation to provide training to the employees at every level so that they can perform their work in efficient and effective way. There are majorly there levels of organisation with different training needs. (McLaughlin, 2006) It has been discussed below:
Training has been given to the employees with the structured format. Several techniques have been used in order to provide training to the employees. These techniques are known as training methods. Majorly training methods have been divided into on the job and off the job training. Different methods have been used to provide training to the employees according to the training needs. Training course and the trainee’s requirements are also considered before deciding the training method. According to the needs of training in above case, employees need to have trainings related to communication skills, computer skills and training about recruitment and selection. All the three training needs can be fulfilled by using different training methods. Training regarding recruitment and selection can be delivered by seminars. Training regarding computer and communication skills has been delivered by e-learning and action learning respectively. (Piskurich, 2009) There many other methods of delivering training with advantages and disadvantages associated with them:
Seminar is the method that involves many knowledgeable people sitting and discussing about a topic. This provides a sharing of updated knowledge to all the members sitting in the seminar.
It is costly in nature and it may be possible that some of the attendees provide any false knowledge about the topic.
E-learning provides training to the employees at their working place only. This saves the cost of arrangements for conducting the training at another place.
As the training is provided at the working place only, it is difficult to monitor whether employees are paying attention to the training or not.
It is the best way to provide training to the employees. It involves lecturers who have a great knowledge about the subject and there is direct contact between the trainer and the trainees.
Sessions may be costly in nature. Employees need to manage their work according to the training session timings.
It is a method that requires a coach to develop and improve the skills of the employees.
Coach may be bias for some of the employees that may obstruct the actual result of the training.
A systematic approach needs to be adopted in order to plan for a training event in the organisation. Some of the factors need to be considered along with some of the decisions to plan an event. Several steps have been discussed below that needs to be followed to plan for a training event:
Issues in planning:
Implementation plan of the trainings conducting in the above case have been discussed below:
Session and action learning
Number of trainees
HR recruitment department of different organizations
HR generalist team – 5 trainees
HR department – 10 trainees
In a seminar hall of an hotel
At the desk of the trainees on their desktop
At conference hall of the organisation
2 days – 10 a.m. -6 p.m.
5 days 4-6 p.m.
3 days 10 a.m. to 1 p.m.
Discussion between the members regarding the topic
Notes and presentation with role plays
External as well as internal members
Evaluation of the training event is the last step that needs to be performed in order to identify the effectiveness of the event. Evaluation let us know about the level of achievement of the objectives that have been identified behind the training needs of the employees at different levels of business organisation . A systematic approach needs to be used in order to evaluate the training event after its implementation. Various methods are available to evaluate the training event. Four answers needs to be answered before evaluating the training event:
What: Evaluation is the tool of judgement that is used to examine the output of anything.
Why: Evaluation of the training event identifies the effectiveness of the training and determines the level of attainment of the set objectives behind the training event. (Turner, 2007)
When: Evaluation can be done during the conduction of training event as well as after the completion of the event.
Who: The top management people of the relevant department or field can do the evaluation.
Evaluation of the training event can be carried out at four levels. These levels determine the orderly progress of the training event.
Evaluation of the training event in the case given:
Session and action learning
Recruitment and selection
All the members in the seminar were found to be active during the session
Employees were found to be keenly interested in the learning modules as observed
Interaction between the trainer and the trainees was great.
Members get to know about many new techniques and process of the subject
Almost all the employees have cleared the examination after the completion of the E-learning modules
Feedback of the trainer provides that trainees were very participative and eager to learn
New approaches of recruitment have been implemented in the organisation
Every employee was trying to use the new tools on computers for report generation
Increased confidence of the employees suggests that they have absorbed much from the session.
Implementation of the new approach suggests that the objective behind the training has been attained
Improvement in report format.
Improvement and enhancement in the confidence of employees at individual level.
Some of the evaluation methods that have been used in the case to determine the effectiveness of the training event are questionnaires, observation, feedback, training audit and performance evaluation. Questionnaire helps in determining the answers for specific aspects of the training to the evaluators. In the case, it has been found that the questionnaire consists of some of the questions related to the positive and negative aspects of the training process. 90% of the trainees answered that they were happy with the training process, timing, venue and other arrangements during the process. Observation is used to find out the interest of the trainees and the trainers during the training process. The evaluators have identified that trainers and trainers were looking enthusiastic and participative during the process. All the process was conducted in systematic manner. Training audit determines that the training processes were undergoing with the budget and on time. Feedback of trainer and trainees provides the evaluators with the information regarding the effectiveness of the training on them or their experience during the training. Positive response have been observed from the both the sides in above case. At the last stage of the evaluation, it has been identified that the training events have great and positive impact at every level as the level of achievement of the objectives was almost at the top. (Laird, Naquin and Holton, 2003)
Training and development is most important part of the businesses these days. It is not limited to the organisation but reached at the national and international level employers play a significant role in providing training to the people but government also plays its role at satisfactory level in UK. The main aim of government of UK is to provide the standard training to all the people in the country so that they can have the basic knowledge about the fields they are working in or they can get better opportunities of working. Many initiatives have been introduced by the UK government in concern with provision of training to the employees in order to develop them. UK government has introduced National Apprenticeship Services that helps in funding the employers who wants to opt for the apprenticeship schemes. (Worksmart.org.uk, 2016) This helps the employers as well as the fresher employees to get training under good organisation with this scheme. Sector Skills Council is another initiative by UK government that accumulates employer, professional bodies and trade unions so that they can take steps to develop skills that are required in UK. National Skills Academies have been establishes that aims at providing trainings to the people in different sectors in UK. Investment in people is another initiative that allows the employers and different bodies to invest in training and development of the employees in UK. This facilitates the employees as well as the employer to develop their skills and in turn helps in raising the economy of the country. Lifelong learning is another concept that deals with providing training to everyone and aims at removal of social exclusions. The main aim of Lifelong learning is to develop the demand for learning among the people without any restriction of society and community. It also aims at providing class trainings to the people to satisfy the needs of the UK and European market. (Eurofound.europa.eu, 2016)
It is very important for the organisation to attain one of the competitive advantages for success. Competency movement argues about attaining the competency by development of the employees, as they are the foundation of the organisation. This movement focuses attaining the competitive advantage by providing training to the employees in order to develop their skills and knowledge. UK with eight other countries has great impact of this movement. This movement affected both the sectors of the organisation this is, private and public. Private sector was observed to be more affected in UK with this movement. It was identified that most of the private companies were focusing on implementation of the measures to provide training to their employees. There was a fierce competition between the organizations. This competition in turn proves to be beneficial for the employees as well. Deloitte has taken the initiatives to make great investment in the training and development programs for its employees so that it can achieve ea competitive advantage over other competitors. It actually provides the company with great results at individual, operational as well as at organisational level. (Worksmart.org.uk, 2016)
Public sector also gets motivated with the initiatives taken by private sector. They started implementing the measures to provide training to the public sector employees. East Coat Trains was one of the organisations that work for the cause in UK. It was proved to be never ending process of learning for the employees and provide benefits to the national economy of the country with organisational success.
UK government has shown concern towards training and development of the employees in UK. Various initiatives by the government for the cause suggest the same. Some of the programs and contemporary initiatives that have been introduced are discussed below:
Learning styles depends upon the way an individual wants to absorb the knowledge. There are various types of styles and training methods in the organisations. Training event is systematic process that is conducted in order to provide training to the employees wherever required. The training needs to be evaluated in order to identify the effectiveness of the training event. In UK, government also play its role in providing training to the employees so that they can develop their skills. Competency movement led the foundation for attaining competitive advantage by developing skills of the employees. Various government initiatives like Investment in People, Sector Skills Council etc have been introduced to enhance the training and development sector in UK.