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Title
Table of contents
Title 2
Table of contents 3
Introduction 4
- Literature review 5
- Direction of research and expected findings 6
- Structure of final report 7
- Reflective report 8
List of references 9
Introduction
400 words
During the HRM practices, various kind of factors is included such as legal issues, benefits, and compensation, performance management, training or development, workforce planning as well as job design or analysis. Apart from these, in the Human Resource Management practices, the HR managers face some issues including revenue growth, competition, and cash flow. Moreover, In United Kingdom, in most of the companies, the Human Resources managers are facing so much problem in their human resource management practices which include Compliance with various kinds of government laws and regulation, workplace diversity, retaining talented workers, recruiting talented workers, understanding some benefits packages, compensation, workforce training or development, leadership development and management changes. As compared to other issues, the HR managers are facing so many issues in an employee’s training or development. They face problem in developing worker potential, engaging individuals, in distinguishing high potential and in managing performance. For example, according to the research conducted in Prudential Public Limited Company, the issues related to training and development are more found. Therefore, for reducing these certain issues, the CEO(Michael A. wells) of the company has implemented various training and development program.
Training and development enhanced the performance of the employees. The workers who received the obligatory training are now capable of performing their duties within the organizations. Moreover, with the help of the training, the employees now understand their responsibilities in their roles. It also confidence in them. This confidence has not only to enhance their performance but also provide numerous benefit to the company. In the UK, the competitive employees are performing well in their organizations and hold the positions of the strong competitor or leaders within the organizations. Workforce’s training and development also enhanced employee satisfaction or morale. In the country, many companies are investing a huge amount of capital in training their workers which proves that the companies are providing more value to their employees.
Moreover, in many companies, the training developed supportive workplaces. With the help of the training, the companies are now able to address the weaknesses in their employees. Most of the employees have weaknesses in their workplaces skills. Besides these, employees are feeling more challenged and appreciated through various training opportunities as well as they feel more gratification or satisfaction in performing their jobs. The training programs are allowing companies to strengthen these skills. The development programs are bringing all the employees together so that this employee will have similar knowledge and skills. These programs have reduced the weak links in the organizations. Moreover, they are providing essential training for creating knowledgeable staff. With the help of the training, the workers are now working independently without any constant supervisions or help from others.
My research proposal is based on the impact of training and development of HRM practices.
Literature review
1,500 words
The topic is about the impact of training and development of HRM practices. In this particular research topic, the importance has been much given to the training and development practices of Human Resource Management. Moreover, HRM training and development is an attempt to enhance the current as well as future worker performance. Besides these, through learning Human Resource Management has increased the abilities of the employees in performing their responsibilities towards their jobs. It changes the attitude of the employees and increased their knowledge and skills. In the United Kingdom, the HRM of the organizations is concerned with some factors including training and development, acquisition and planning. They are concerned with these factors for attaining desired goals and objectives within the organizations. However, various training methods are used during the HRM practices which include in- basket based training, role-playing, case study and, management games. These are the four primary simulation methods which are used by the companies of the United Kingdom for imparting various training.
Some theories which are important for the HRM practices
Various theories are there which describes the significance of training or development within the organizations. Moreover, it provides various alternative methods or techniques for training or development. Besides these, a discussion based on basic theories of development and training is described below:
Social Learning theory
Social learning theory describes a new or fresh perspective of learning. According to this theory, the main originator of this theory named Albert Bandura persuaded that the direct reinforcement is not addressing the various learning types (Xing et al. 2016). Here, direct reinforcement refers to as the training or development programs which is organized for enhancing the skills. Based on this theory, these types of program are not addressing all types of learning as because few social elements are there which are not that much easy to be taught. From its surroundings, the learner gets to know about those elements. Such learning type is known as observational learning.
Moreover, this type of learning helps in understanding various human behaviors. Besides these, through observation, first learning type is defined in social learning theory. In a particular company, the surroundings and environment play a major role. The theory suggests that the behavior of an individual is not changed after learning anything. In all cases, it is not necessary that the behaviors will change after learning somethings.
Experimental learning theory
Cognitive and experimental learning types are different from the experimental learning theory which is presented by a theorist name C.Rogers. Rogers suggested that the learner’s needs and wants are addressed through this learning type. Moreover, the experience increases knowledge, learning the power and provides maturity to an individual. Because of the personal involvements, the learners are now able in conducting self- evaluation tests. It allows them to realize the learning effects on their attitude.
Learning types theory
Gagne presented this individual theory. Moreover, this theory is centering on the learning of various intellectual skills. Among the individuals, these skills are found very rare. Besides these, Gagne suggested different types of learning in this theory and according to the Gagne, in each type of learning, some internal as well external conditions are included.
In learning types theory, the Gagne defined five main learning categories:
Motor skills
Cognitive strategies
Attitudes
Verbal information
Intellectual skills
Apart from these, these types of learning categories are essential for developing intellectual skills.
Reinforcement theory
The reinforcement theory is focusing on the behavior of learning of an individual, and it suggested that the learner have to repeat that behavior again and again which is connected with the positive results or outcomes. Moreover, Skinner proposed the reinforcement theory and recommended that the development and training programme should be aligned with a positive based outcome and some organizational objectives. Besides these, from such training or development programs, the positive outcomes and organizational objectives are expected. According to this theory, several techniques and methods are there which are related to the development and training programs. With the help of this theory, the required suggestions and training or development programs can be easily fulfilled. However, various rewards types are there such as promotion, salary raises, and bonuses. The awarding of certificates after a training program is connected with the activities of training or development as well as these types of rewards will also help in generating positive outcomes. According to this reinforcement theory, it is important from both employers and trainers to show some interests in the programs of training or development which is organized by the company.
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Key literature
Training or development are the essential areas of the HRM functions. Hardly any company would disagree or discord with the importance of training which is responsible for influencing the prosperity or success of a company. In this hi-tech world, workers are an expensive or critical resource, and for retention of the employees, the training and development programs and activities play a major role. With the help of training programs, the HR managers are enhancing their performances in accomplishing business object objectives and goals within the organizations within the companies. Besides these, for the organization’s growth or effective performance, the training and development of the employees are much more essential. Apart from these, many authors and researchers have done some researches in this particular field. They have statistic prove and string belief that the training & development is vital for the development and growth of the companies and economy of the United Kingdom.
Dissimilarities and similarities among the authors
According to Hassan (2016), the programs of training or development is the important HRM practices which affect or influence the value( worth) of the skills, capability, and knowledge of the workforce positively. The consequences are high on first-rate organizational performance and job worker performance. The research has been conducted in the organizations of the United Kingdom in which it has been found that the theoretical models and framework are associated with the growth and development of the worker. Such models are influencing the performance of the employees in the United Kingdom.
Cohen, 2017, explains that strong positive relationships have been found between the organizational performance and Human Resource Management practices. The authors proclaimed that the workers are an important element for the organizations. Moreover, the success and failure of an organization are depend on the performance of the employees, and for enhancing employee performance training and development programs are much more required. In the United Kingdom, most of the companies are investing money on the activities of training and development for improving their employee performance. In the training and development programs, various key elements have been identified such as employee performance, self -directed learning, employee attitude, employee learning, and skill growth. The paper discussed the relationships between the training and development programs with employee performance.
Hom et al. 2017, suggests that the training or development practices have been found more in various organizations in the United Kingdom.
Business implications as well as policy
Business implications refer to as the effect of an action or policy which can impact the financial well beings and operations of an organization. Moreover, organizations are developing business policies for governing their actions.
Some business implications have been found in the United Kingdom which includes:
Cultural barriers
Resolving insolvency and enforcing contracts
Paying tariffs and taxes
Protecting investors
Getting credit
Getting electricity
Registering property and construction permits
Resourcing
Brexit
Few business policies are there in the United Kingdom which includes:
Grievance policy
Disciplinary or dismissal policies
Health and safety policy
Equal pay policies
Environmental policies
Organization ethics policies
Time off and lateness policy
GDPR ( General Data Protection Regulations)
Equal opportunities policies
Data security and data protection policy
Sickness policy
Corruption and Anti- Bribery policy
Communications and equipment use policy
Maternity policies
Paternity policies
Homeworking policy
Flexible working policies
Parental leave policies
Redundancy policy
Retirement policy
My proposed research questions are as follows:
Q1. Which models, methods and tools are used by the Human Resource management during the training and developmental practices?
Q2. Explain the impact of training and development on employees?
Q3. What are the feasibility studies which is responsible for training and development in an organization?
Q4. Is there any Glossary or dictionary about training or development?
Q5. Discuss the impacts of training or development programs on worker performance?
Q6. how has the strategy of training or development evolved at the United Kingdom?
Q7. Explain the advantage of training or development of workers in a company?
Q8. Explain some differences between worker training or development?
Q9. Identify the major variables of HRM practices?
Q10. Elaborate on the significance of training or development programme in companies?
Hypothesis
After the completion of the literature review on the impacts of training and development of HRM practices, the undermentioned hypothesis is developed to test my research question.
Hypothesis1. Training and development positively impact Perceived Worker Performance.
Hypothesis2. Training and development negatively impact Perceived Worker Performance.
A direction of research and expected findings
400 words
Important methodology
The research paper has identified the importance of the training and development of HRM practices on employee performance. In the United Kingdom, the HR managers during their HRM practices are using various training methodologies for enhancing the performance of their employees and for increasing the productivity in their organizations (bin Atan, Raghavan, and Mahmood, 2015.
Some training methodology or methods which are used by the HR managers are as follows:
CBT( Computer-Based Training) method
Method of Job Rotation
Mentoring method
Method of personal coaching
LSIE( Large Scale interactive events) method
PIM ( Programmed instruction Method)
Method of Work Shadowing
Method of Apprenticeship Training
Method of Vestibule Training
IBT( In- basket Training) method
Method of management games
Method of Role Playing
Method of Group Discussion
Method of classroom lecture
Among all method, I choose the Group Discussion Method for the attitudinal development and knowledge of the employees. Yes , I have good quality and sufficient data for making the relevant conclusions.
The way to collect the essential data for addressing my research questions:
Self -service and knowledge base
Priority requests
Streaming offboarding and onboarding
Apart from these, the Human Resource Managers used various techniques for collecting important data such as:
Diary
Technical conferences
Checklists
Questionairre
Interviews
Observational method
With the help of this technique, the HR managers of various organization in United kingdom are collecting their essential data.
On the basis of my research report, I just want to increase the employee performance with the help of the training and development programs.
Some potentially weak and strong points in the investigation:
Weak points
Less customer focused
Lack of strategic foundation
Strong points
Compliance
Advocacy
Employee development
Structure of final report
150 words
HR Management in a corporate sectors or in an organization plays an very important and main base Role of work (Subramaniam, Selvanayagam and Yogarajah, 2016). Well if a person want to elaborate in a word HR management is the foundation for working strategies of employees and management. If there is a lack of working knowledge of the HRM then its clear that the future and coming time of that particular company or organization is going to be be downfall easily.So Its very important to keep the HR management best as because it works for the company growth. There are many elements of HRM which must be developed and change time to time as requirement, Recruitment system, administrative work, time and management of employees attendance, salary management, training of employees, documentations, legal authorities, module of reporting system, payrolls and so on. Important of there training and development programs. Well as it has been discussed from the beginning of the research that the training is vital for maintaining an effective organizational culture in a company. For conducting a HRM practice, training and development programs are essential assets. In an organization,few HRM types are there such as training or development managers, worker relations manager, benefits or compensation managers and recruitment manager.
Reflective report
50 words
Training is good but over training is not good in an organization. Moreover, I believed that it increases stress and it is a full waste of money and time. Besides these, the employees can loss their interests in attending training programs. Apart from these, I thought that some advantages are also there if the HR managers implement training and development programs because it increase or enhance employee performance, productivity and it provide full satisfaction to the employees. I think that some HRM skills are required for practicing HRM practices within the organizations such as multitasking, communication, conflict management and problem solving and negotiation skills. During the HRM practices, HR managers face challenges during the recruitment and selection process. They also face issue in dealing with a Trade Union. All these are the essential elements which are included in my research paper.
List of references
Xing, Y., Liu, Y., Tarba, S.Y. and Cooper, C.L., 2016. Intercultural influences on managing African employees of Chinese firms in Africa: Chinese managers’ HRM practices. International Business Review, 25(1), pp.28-41.
Hom, P., Wang, D., Mesquita, L.F., Christensen, A. and Seo, J., 2017. Toward Dual-Concern HRM Systems In Brazil: How HRM Practices Affect Collective Turnover. In Academy of Management Proceedings (Vol. 2017, No. 1, p. 16539). Briarcliff Manor, NY 10510: Academy of Management.
Hassan, S., 2016. Impact of HRM practices on employee’s performance. International Journal of Academic Research in Accounting, Finance and Management Sciences, 6(1), pp.15-22.
bin Atan, J., Raghavan, S. and Mahmood, N.H.N., 2015. Impact of training on employees’ job performance: A case study of Malaysian small medium enterprise. Review of Management, 5(1/2), p.40.
Subramaniam, B., Selvanayagam, J. and Yogarajah, V., 2016. Impact of Recruitment and Selection, Training and Development, Performance Evaluation, and Compensation (HRM Practices) on Employees’ Trust.
Cohen, E., 2017. Employee training and development. In CSR for HR (pp. 153-162). Routledge.