Developing employees through the implementation of training and development opportunities is a primary function of human resource management (HRM)

Unit IV Essay

Developing employees through the implementation of training and development opportunities is a primary function of human resource management (HRM). Performance measurement and appraisals are one way to determine what type of additional training is needed to ensure employee success.

Imagine that you have been hired as the human resource manager at an organization where you have previously worked or are currently working. Your first task is to assess areas for improving training and development and the performance appraisal system within the organization. Write an essay on your analysis of these two areas. Address the questions below in your assignment. Use headers to organize your paper and show what you are covering in your assignment.

Training and Development Analysis

• What are the steps of the new hire training process? Are there any steps missing that you would add?
• As the human resource manager, how would you evaluate the training needs of your staff?
• How can you ensure that the training you would provide is effective? What data might be used to make your conclusion?
• What considerations would you make for employee learning styles?
• How would future training and development be impacted through human resource planning?
• Do you have a plan to shape employee behavior within your organization? Why, or why not?

Performance Appraisal Analysis

• As the human resource manager, what are two best practices you would follow when planning for employee performance appraisals?
• What performance methods would you choose over other methods?
• What are two of the common problems with appraisals? How would you avoid them in your organization?
• What components do you think are required for effective human resource planning?

Be sure to include an introduction. Support your essay with a minimum of two references. Your essay must be at least two pages in length, not counting the title or reference pages. Adhere to APA style when constructing this assignment, including in-text citations and references for all sources that are used. Please note that no abstract is needed.

EXPERT ANSWER AND EXPLANATION

Unit IV Essay

In my former job, a thorough process was put in place to ensure that all new hires were conversant with the organizational culture and their tasks. Observably, the company invested a lot of time and resources in training new workers, and it was clear to see the results through the high performance of the workers. However, if I was rehired in the organization, there are different aspects of the process I would change to make it more accommodating to different employee skills.

Training And Development Analysis

Steps Of The New Hire Training Process

The first step in the organization was to identify the training needs of the employees. The needs were mainly gotten from the job requirements. After identifying the needs, the employees were trained on how to perform them and how they can ensure they abide by the organization’s structure. After the training, the employees are given various tasks to complete post-training, and any questions asked are answered (Amegayibor, 2021). In training, I would add the importance of being innovative in the job to encourage evidence-based practice.

How I Would Evaluate The Training Needs Of The Staff

As a human resource manager, I would evaluate the training needs of the staff by observing their performance. There needs to be retraining in areas where employees do not perform well or as expected. Moreover, it is essential to constantly train employees, especially when there is a system change at the workplace (Amegayibor, 2021). This ensures that they can adapt to the changes efficiently and effectively. I would also evaluate the needs by asking them what they need more training on, as this would guarantee increased productivity on the issue.

How To Ensure That The Training Is Effective

To ensure the training is effective, I would collect data on their previous and later performances. If there is no improvement in the performance, I would know that the training was unsuccessful. However, if there were positive changes in the performance, I would know that the training is practical.

Considerations For Employee Learning Styles

Employees have varying learning styles, and incorporating them ensures that they can all understand what is needed in their performance. To ensure that all employees are included, Io would have varying options, including visual, audio, kinesthetic and reading. The employees would choose their preferred training method for better success.

Plan To Shape Employee Behavior

It is crucial to shaping employee behavior to ensure that it is in line with the goals and organizational structure of the company. Some employees tend to be arrogant, especially if they consider themselves good at their job (Mahadevan & Yap, 2019). I would shape their behavior to ensure that they are always ready to cooperate in their workplace.

Performance Appraisal Analysis

Two Best Practices When Planning Employee Performance Appraisal

In a performance appraisal, a company can understand how the employee has contributed to the company’s development. One commendable practice in performance appraisal is creating a 360-degree feedback initiative. Through the initiative, employees get anonymous feedback from their coworkers, managers and other people they interact with (Hosain, 2016). Through the feedback, they can determine how their performance was and areas of improvement. It is, however, important to only use measurable numbers because of the employee does not get along with a coworker, they can quickly receive a negative review.

Another practice is providing concrete examples of the performance. It is important to highlight both the positive areas and the areas that need improvement. This will ensure that the employee perceives the change positively, and while they are proud of their achievements, they are willing to work on improving various areas of performance.

Why I Chose The Performance Methods  Over Other Methods

The two methods discussed are integral to understanding the employee’s performance in real-time. Employees can keep up a face of good performance to the managers, but the people interacting with the employee daily understand the actual performance (Hosain, 2016). By asking several people to review an employee, it will be possible to determine their actual performance. It is also essential to have specific measurements to ensure that the employees are given both the positive and negative aspects of their performance, prompting their improvement.

Common Problems With Appraisals And How To Avoid Them

One of the issues experienced is the Halo effect which occurs when the reviewer generalizes the performance traits to match all other aspects being studied. As a result, an employee who has many areas for improvement can perform well. On the other hand, an employee who generally performs well might be given a negative review based on one aspect of the evaluation. To avoid the issue, it is crucial for the people evaluating to have an accurate method and determine all aspects of the employee (Yoon, 2021).

Another issue is stereotyping, where a model is attributed to a given group of people and created over time. Through the model, a person’s performance is mainly determined by the performance of their group. As a result, the reviews can be significantly flawed. The evaluation method should not be sensitive to a particular group to prevent this.

Components Required For Effective Human Resource Planning

The four functions required include acquisition, development, motivation and maintenance. The acquisition is important as it ensures that the managers are well aware of the workforce needed to run the company. Through the development, managers effectively improve the performance of the employees by providing the required training (Boon et al. 2019). The motivation aspect ensures that the managers can keep the employees motivated in achieving their goals. This leads to the fourth component, where the managers create conditions that will ensure low turnover of the employees.

References

Amegayibor, G. K. (2021). Training and development methods and organizational performance: A case of the local government organization in Central Region, Ghana. Journal of Social, Humanity, and Education, 2(1), 35-53.

Boon, C., Den Hartog, D. N., & Lepak, D. P. (2019). A systematic review of human resource management systems and their measurement. Journal of management, 45(6), 2498-2537.

Hosain, S. (2016). 360 Degree Feedback as a Technique of Performance Appraisal: Does it Really Work?. Asian Business Review, 6(1).

Mahadevan, A., & Yap, M. H. (2019). Impact of training methods on employee performance in a direct selling organization, Malaysia. IOSR Journal of Business and Management, 21(10), 7-14.

Yoon, D. (2021). How Can Personnel Performance Evaluation Systems Be Improved?. SAGE Open, 11(1), 2158244020986538.

Alternative Expert Answer

Managing the Employees’ Training Needs

Training and Development Analysis

The Procedures for Training of the New Hire

1. Selection of the onboarding method: This can either be formal or informal. The former involves assistance from an instructor or a mentor. The latter entails the use of non-structured method.
2. Determine and mobilize the hires’ strengths, and leverage on the same to meet training goals.
3. Track the learning to ensure they understand all the necessary details concerning the organization (Chaghari et al., 2017).
4. Assess and monitor how their learning progresses.
5. Subsequently assess learning progress at different phases.

The step I would add in this training process is evaluating the outcome at the end of the training.

Evaluating the Staff Training Needs

1. Make decisions on what the goal of the training is.
2. Examine the requirements such as skills which can meet the training goal.
3. Use the Compliance-Clarification-Culture-Connection (Four C’s) to determine the degree of their knowledge.

Ensuring the Effectiveness of the Training

1. Ensure the context of the training is clear so that trainees understand expectations.
2. Identify and use trainees’ preferred style of learning.
3. Use metrics such as performance at work at different stages of training.
4. Use evidence of the methods which have worked elsewhere to guide the training (Sung & Choi, 2014).

Considerations for Employees’ Styles of Learning

1. Use visual methods if trainees prefer using visuals when learning.
2. Give texts and notes to learners who like learning by reading.
3. Provide audio content to learners who would like to use aural methods.
4. For trainees who would like to learn using kinesthetic technique, use simulation software.

Impacting the Future Training and Development

1. Human Resource (HR) planning will help develop framework that gathers the trainees’ details such as skills which will help inform the hires’ learning needs.
2. The plan which the HR develops will help identify hires with specific skills which require further development.

Shaping Employee Behavior

1. Encourage employees to be well-behaved by enforcing positive behaviors.
2. Use compliance standards to dictate how employees should behave.
3. Administer punishment for wrong behavior.

Performance Appraisal Analysis

Practices to Plan Employee Appraisal

1. Ensure that the evaluation of the employees’ performance is part of the organization’s culture. This will ensure that the organization continuously appraise the performance of the staff to assess their capacity to produce.
2. Tie the appraisal of the performance to the organization’s objectives and strategy. This will ensure that as the organization works on its objectives, it also appraises employees’ performance (Sartori et al., 2018).

Performance Methods I am likely to Choose over the others.

1. Use psychological appraisals. This technique can help when assessing the effectiveness of a training program that specifically trains the change of behavior.
2. Behaviorally Anchored Rating Scale (BARS). Using this method is important because it has a high level of reliability and accuracy. It is therefore important for appraising (Moradi, Mehraban, & Moeini, 2017).

Appraisal Challenges

1. The staff resistance: Results when members of the staff resist a training in which they have to learn new ways of performing work functions.
2. The biases of the person conducting the appraisal. This may occur because the appraiser wants to favor another person (Moradi et al., 2017).

Requirements for Human Resource Planning

1. Analysis of the currently available labor supply.
2. Providing support for the goals and objectives which the organization seeks to realize.
3. Assessing the future demand for labor.

References

Chaghari, M., Saffari, M., Ebadi, A., & Ameryoun, A. (2017). Empowering Education: A New Model for In-service Training of Nursing Staff. Journal of advances in medical education & professionalism, 5(1), 26–32. Retrieved from https://www.ncbi.nlm.nih.gov/pmc/articles/PMC5238493/.

Moradi, T., Mehraban, M. A., & Moeini, M. (2017). Comparison of the Perceptions of Managers and Nursing Staff Toward Performance Appraisal. Iranian journal of nursing and midwifery research, 22(2), 128–134. Doi: https://doi.org/10.4103/ijnmr.IJNMR_142_15.

Sartori, R., Costantini, A., Ceschi, A., & Tommasi, F. (2018). How Do You Manage Change in Organizations? Training, Development, Innovation, and Their Relationships. Frontiers in psychology, 9, 313.Doi: https://doi.org/10.3389/fpsyg.2018.00313.

Sung, S. Y., & Choi, J. N. (2014). Do organizations spend wisely on employees? Effects of training and development investments on learning and innovation in organizations. Journal of organizational behavior, 35(3), 393–412.Doi: https://doi.org/10.1002/job.1897.

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FAQs

Why training is given in specific time

Training is given in specific time to ensure that it is effective and efficient. There are several reasons why training is scheduled at specific times:

1. To minimize disruptions: Training is often scheduled during times when there are minimal disruptions to the work schedule, such as during slow periods or outside of regular business hours. This helps to minimize any negative impact on the productivity of the organization.
2. To maximize attendance: Training is scheduled at times when the maximum number of employees can attend. This may be during regular work hours or outside of regular work hours, depending on the availability of employees.
3. To align with business needs: Training is often scheduled at specific times to align with the business needs of the organization. For example, training may be scheduled before the launch of a new product or service to ensure that employees are prepared to handle customer inquiries and provide quality service.
4. To ensure consistency: Training is often scheduled at specific times to ensure consistency in the delivery of training. This allows the organization to maintain a high level of quality in its training programs and ensures that all employees receive the same level of training.
5. To meet regulatory requirements: Training may be scheduled at specific times to meet regulatory requirements. For example, organizations may be required to provide certain types of training to employees on an annual or bi-annual basis, and scheduling the training at specific times helps to ensure that these requirements are met.

What is development in HRM?

Development in HRM (Human Resource Management) refers to the process of improving employees’ knowledge, skills, and abilities through training, education, coaching, and other forms of learning. It is an essential component of HRM because it helps employees to develop the skills they need to perform their job effectively and efficiently, which in turn benefits the organization.

The main goal of HR development is to ensure that employees have the necessary knowledge, skills, and abilities to perform their current job responsibilities and to prepare them for future roles within the organization. HR development can take various forms, including:

1. Training: This involves providing employees with specific skills or knowledge related to their job responsibilities. Training can be done through various methods, including classroom instruction, online learning, or on-the-job training.
2. Education: This refers to formal education, such as college courses or professional development programs, that employees can use to improve their skills and knowledge related to their job.
3. Coaching and mentoring: This involves providing employees with guidance and support from more experienced colleagues or managers, who help them to develop new skills and abilities.
4. Performance management: This involves setting performance goals and objectives for employees, and providing feedback and coaching to help them improve their performance.
5. Career development: This refers to the process of helping employees to plan and manage their careers within the organization, including identifying potential career paths, developing skills and knowledge, and pursuing advancement opportunities.

Factors to consider when designing training programme

When designing a training program, there are several factors that should be considered to ensure its effectiveness and relevance to the organization. These factors include:

1. Goals and objectives: The first step in designing a training program is to define the goals and objectives of the program. This involves identifying the specific knowledge, skills, and abilities that employees need to develop to perform their job effectively.
2. Audience: The training program should be designed with the target audience in mind. Consider the experience level, job roles, and learning styles of the employees who will be attending the training.
3. Content: The content of the training program should be relevant to the employees’ job roles and should cover the specific skills and knowledge they need to develop. The content should also be engaging and interactive to ensure that employees are actively involved in the learning process.
4. Delivery methods: The delivery methods used in the training program should be selected based on the goals and objectives of the program, the audience, and the content. Common delivery methods include classroom instruction, online learning, on-the-job training, and coaching.
5. Assessment: It is essential to include assessments in the training program to measure the effectiveness of the training and to ensure that employees have learned the necessary knowledge and skills.
6. Resources: Consider the resources needed to implement the training program, including materials, facilities, and equipment. This can include everything from training manuals to computer systems to facilitate online learning.
7. Timeline: It is important to set a realistic timeline for the training program, taking into account the availability of employees and any other factors that may impact the training schedule.

Recruitment process

The recruitment process is the process of attracting, sourcing, screening, and selecting the right candidates to fill open positions within an organization. It is a crucial process for any organization as it helps to ensure that the organization has the right talent in place to achieve its objectives. The following is a detailed explanation of the recruitment process:

1. Job analysis: The first step in the recruitment process is to conduct a job analysis, which involves defining the key requirements of the position, such as job responsibilities, required skills, and qualifications. This helps to ensure that the recruitment process is focused on attracting the right candidates for the job.
2. Sourcing: Once the job requirements are defined, the next step is to source potential candidates. This can be done through various channels, such as job postings on job boards, social media, employee referrals, and recruiting agencies.
3. Screening: After sourcing potential candidates, the next step is to screen them to determine if they meet the minimum qualifications for the job. This can be done through a review of their resumes, cover letters, and application forms. It can also involve conducting phone screenings or initial interviews to assess their fit for the position.
4. Interviewing: The next step is to invite the most qualified candidates for an interview. This can be done through various formats, such as in-person interviews, phone interviews, or video interviews. The purpose of the interview is to assess the candidate’s fit for the position, including their skills, experience, and overall suitability for the job.
5. Selection: Once the interviews are completed, the next step is to select the most qualified candidate for the job. This involves reviewing the candidate’s qualifications, assessing their fit for the organization’s culture, and determining their potential for growth within the organization.
6. Background and reference checks: After selecting a candidate, it is important to conduct background and reference checks to verify the candidate’s employment history, education, and any other relevant information.
7. Offer: Once the background and reference checks are completed, the next step is to extend an offer to the candidate. This includes outlining the job offer, compensation package, and any other relevant details about the position.
8. Onboarding: The final step in the recruitment process is to onboard the new employee, which involves providing them with the necessary training and resources to ensure a smooth transition into their new role.

What are the 6 steps in developing a training program?

The six steps in developing a training program are:

1. Needs assessment: The first step is to conduct a needs assessment to determine the specific training needs of the employees. This involves identifying the knowledge, skills, and abilities that employees need to develop to perform their job effectively.
2. Objectives: The second step is to set clear and specific training objectives that align with the identified training needs. Objectives should be measurable and focused on improving job performance.
3. Design: The third step is to design the training program. This involves selecting appropriate training methods and materials, determining the sequence of training activities, and developing evaluation methods to measure the effectiveness of the training.
4. Development: The fourth step is to develop the training program materials, such as participant guides, presentation slides, and training exercises.
5. Implementation: The fifth step is to implement the training program. This involves delivering the training to the employees using the materials developed in the previous step.
6. Evaluation: The final step is to evaluate the effectiveness of the training program. This involves collecting feedback from the participants, assessing the impact of the training on job performance, and identifying areas for improvement in future training programs.

How to develop a training program for employees

Developing a training program for employees involves a systematic process that includes the following steps:

1. Conduct a needs assessment: The first step is to conduct a needs assessment to determine the specific training needs of the employees. This can be done through surveys, interviews, focus groups, or observation of employees performing their job. The needs assessment helps to identify the knowledge, skills, and abilities that employees need to develop to perform their job effectively.
2. Set clear and specific training objectives: The second step is to set clear and specific training objectives that align with the identified training needs. Objectives should be measurable and focused on improving job performance. This step helps to ensure that the training program is focused on achieving specific outcomes.
3. Design the training program: The third step is to design the training program. This involves selecting appropriate training methods and materials, determining the sequence of training activities, and developing evaluation methods to measure the effectiveness of the training. The design of the training program should be aligned with the identified training needs and objectives.
4. Develop the training program materials: The fourth step is to develop the training program materials, such as participant guides, presentation slides, and training exercises. These materials should be designed to meet the specific training objectives and be engaging and interactive to enhance learning.
5. Implement the training program: The fifth step is to implement the training program. This involves delivering the training to the employees using the materials developed in the previous step. It is important to provide employees with adequate time and resources to complete the training program.
6. Evaluate the effectiveness of the training program: The final step is to evaluate the effectiveness of the training program. This involves collecting feedback from the participants, assessing the impact of the training on job performance, and identifying areas for improvement in future training programs. The evaluation helps to ensure that the training program is effective in meeting the identified training needs and achieving the desired outcomes.