...Human Resource Management is a consistent and productive approach towards the management of employees who are ‘valued assets' to the organization. And managing resourceful humans requires a constant balancing between meeting the human aspirations of the people and meeting the strategic and financial needs of the business. Hence linking the HRM more explicitly to the strategic goals to improve the business and foster innovation and flexibility, thus serves the overall purpose. As the UK focuses on the challenges to build a new growth model based upon its exceptional economic and social strengths, it has to become more productive and more competitive. Thus, if the UK’s recovery is to become sustainable, policy action on a broad front is required. There are various practices and measures that are being introduced by the government of UK to produce or maintain an effective workforce as a few are mentioned below: • Assessments: Every business is different, varying in factors such as their size, product or service, or technical complexity. Yet there are enough common characteristics to make a process of self-assessment a valuable one. By looking at its performance against metrics such as Key Performance Indicators, or other measures such as customer satisfaction or quality of leadership, a business can examine its capability at an organisational and an individual level. It can then identify the type of skills, knowledge, understanding and experience required to undertake current...
Words: 1222 - Pages: 5
...1. What is Human Resource Development? It is a set of systematic and planned activities designed by an organization or HR department to provide its employees with the necessary skills to meet current and future job demands. · Human Resource Development (HRD) is the framework for helping employees develops their personal and organizational skills, knowledge and abilities. · It integrates the use of training, organization, and career development efforts to improve individual, group and organizational effectiveness. · Groups within organizations use HRD to initiate and manage change. · Also, HRD ensures a match between individual and organizational needs 2. Why implement Human Resource Development? Human Resource Development interventions may be necessary due to changes taking place as a result of the following: · Legislation/Policy changes – This puts new demands on the human resource in terms of skills or competencies. · Lack of basic skills – An assessment of the skill level of staff and make improvements to the skills and abilities. · Poor performance – Appraisal may reveal gaps in the performance of an individual · Customer requests –complaints of employees for providing poor service · New technology – the emergence of new technology may render the skills of current staff redundant and hence there is a human resource development need · New products/services – the emergence of new products/services requires that the human resource is adequately prepared...
Words: 383 - Pages: 2
...According to Megginson et al (2003) human resource development is the study and practice of increasing the learning capacity of individuals, groups and organizations through the development and application of learning interventions for the purpose of optimizing human and organizational growth effectiveness. Employee resourcing is concerned with the range of methods and approaches used by employers in resourcing their organizations in such a way as to enable them to meet their key goals. It therefore involves staffing that is recruitment, selection, retension and dismissal, performance that is appraisal and management of performance administration that is policy development, procedural development, documentation and change management. Effective individual learning as critical if employees are to acquire the knowledge and skills needed to support the organization’s business objectives and delivery targets through employee resourcing. Human resource development contributes significantly in retaining and motivation employees such that they meet organizational goals. According to Armstrong (2002) recruitment flexibility can provide a significant competitive advantage for organizations. Recruiting flexible employee prepared for the future change and able to contribute rather than conform. Rather than aiming for rigid skills and ability profile, and gullible personalities, recruit people who are versatile and adoptable. This reflect a long term strategy, geared towards realizing talent...
Words: 1997 - Pages: 8
...BTEC EDEXEL HND DIPLOMA IN BUSINESS (MANAGEMENT & HUMAN RESOURCES) OFFERED BY INTERNATIONAL COLLEGE OF BUSINESS AND TECHNOLOGY Meeting Business Needs through Training & Development Unit 23 Human Resources Development K.D.A.C ABEYGUNAWARDENA| KD/HNDBM/26/24 Business Management Batch 26 KANDY Submitted to Ms. L Sooriyabandara 15th March 2015 ACKNOWLEDGMENT I would have not finished this Assignment without the support of my family who has always been there for me whenever I need them, the encouragement they give to keep me going and their love to empower me that never fails all the time. Thank you. I would also like to thank my sister whose support has always been my source of strength and inspiration? Also to my friends who helped me in researching on different fields concerning this project. Thank you. I would also like to thank my teacher Ms. L Sooriyabandara who has given me a chance to prove that I can do things on my own. I thank her for challenging me to do this project. To you miss, I give you lots of thanks and respect. Thank you. Executive summary This training & development report is related to the Human Resource Development module. As this one of the important subject of human resource development all the relevant learning outcomes have been presented throughout this report. Mainly this report consists with 4 tasks of different aspects. From the first task, learning styles of the ASDA organization are been compared and contrasted...
Words: 9173 - Pages: 37
...INTERNATIONAL COLLEGE OF BUSINESS AND TECHNOLOGY BTEC HND IN BUSINESS MANAGEMENT ASSIGNMENT COVER SHEET 2011/2012 INTERNATIONAL COLLEGE OF BUSINESS AND TECHNOLOGY BTEC HND IN BUSINESS MANAGEMENT ASSIGNMENT COVER SHEET 2011/2012 UNIT TITLE & CODE | Human Resource Development | STUDENT NAME | | STUDENT ID | | ASSESSOR | | ASSIGNMENT(number of how many) | 1 OF 1 | WORD COUNT | | ASSIGNMENT HANDOUT DATE | | ASSIGNMENT SUBMISSION DATE | | ASSIGNMENT REVIEW DATEs | | | ASSIGNMENT SUBMISSION DATE | | FINAL GRADE | ORIGINAL SUBMISSION | | RESUBMISSION | | ASSESSMENT CRITERIA TO BE ASSESSED IN THIS ASSIGNMENT (Identify all criteria to be assessed in this assignment) Achieved Pass Criteria | LO1 | LO2 | LO3 | LO4 | Original Submission | | | | | Re submission | | | | | Grade Achieved | Merit Criteria | Distinction Criteria | | M1 | M2 | M3 | D1 | D2 | D3 | Original Submission | | | | | | | On resubmission | | | | | | | AUTHENCITY STATEMENT I certify that the attached material is my original work. No other person’s work or ideas have been used without acknowledgement. Except where I have clearly stated that I have used some of this material elsewhere, I have not presented it for examination / assessment in any other course or unit at this or any other institution SIGNATURE: ……………………………………….. DATE: ______ /______ /______ AUTHENCITY STATEMENT I certify that the attached material is...
Words: 1578 - Pages: 7
...HUMAN RESOURCE DEVELOPMENT IN PUBLIC SERVICE Executive Summary “Maldives has a young civil service and high number of employees is employed at lower categories. These employees require technical skills in most of the policy implementing areas. However, as technical training opportunities are less in Maldives and to train employees abroad is expensive, there is a high demand for training and retraining for employees in Public Service.” Civil Service Commission’s Final Draft, Report and Strategy, 2010, pg14. In order to improve the effectiveness and the productivity of the civil service of the Maldives, it is important to do training needs analysis and cater effective training programs that can be given in the Maldives to increase their capability. The report is based on the Human Resource Development in public / civil service of the Maldives. The report outlines the analysis of training needs of the public service employees, planning and designing of training programs and their evaluations and a research on the role of UK government in Human Resource Development. In order to effectively complete this report, I have gathered information from various internet sites and the references of those sites have been shown under the heading Bibliography and References in page: 21. To complete task 1 and 2, I have interviewed civil service employees of different levels working in the AA. Atoll Hospital, AA. Atoll Education Centre, Secretariat of the North Ari Atoll and the Ministry...
Words: 6321 - Pages: 26
...Human resource development (HRD) generally means the "integrated use of training and development, organization development, and career development so the individuals, groups, can improve organizational effectiveness and achieve the best performing result. The organisational strategy of Novotel has anticipated its expectations of clients for environmental matters and corporate social responsibility. Human resource development requires the employees within the Novotel to obtain their skills during the training session to provide a better service to the clients to meet their expectations, which is closely connected with the organisational strategy. Different organisations have different goals and strategies, specific human resource development activities are planned and implemented by the organisations based on their strategies (Carole Tansley and Sue Newell, 2007). Strategic human resource development (SHRD) focuses on integrating HRD activities with organizational goals and values to develop core capabilities that enhance firm competitive advantage (Jia Wang, Holly M. Hutchins and Thomas N. Garavan, January 2009). It is necessary for us to consider the integration challenges of organisational strategy and human resource development. Even if the organisation planned very well, it still has some gaps for organisation to effectively integrating and matching their human resource development with organisational strategy, how to design the training program that can fix the real problem...
Words: 2531 - Pages: 11
...ACTIVITY Recently in a meeting between various senior management staff, a complaint was lodge to the HR manager that ‘these management graduates (we have Working) only know book sense and no common sense’. As thought you have decided to share with your fellow managers how you the human resource manager use theory in planning and designing various learning events as an example to the graduates. Prepare a response as a Human Resource Manager. Managers expect their employees to work with others and be willing to obey, but at the same time expect to see evidence of personality, creativity and independence. Selecting staff who will conform to organisational goals is a key to an Organisation’s health and effectiveness in addition, to the training and development of these employees in order to help them meet the requirements of their current and potential future jobs. Whatever people’s abilities and intelligence, their performance can be improved by extra knowledge, practice and experience – in other words, by learning. Learning is a process in which experiences brings about permanent or modified changes in behaviour or attitudes. There are three basic theories of how learning works. These tend to act as a framework for managers to help in the identification and analysis of problems. The early classic studies, behaviourist movement in psychology has looked to the use of experimental procedures to study behaviour in relation to the environment. The result was the generation of...
Words: 1863 - Pages: 8
...Human resource development (HRD) can defined as a set of systematic and planned activities by an organization to expand human capital and talented workforce to reach their highest potential. This framework provided opportunities to develop their personal and organizational skills, knowledge and abilities to meet current and future job demands. (Stone, R, J., 2005 ) In the Malaysia, accordingly to Minister of Human Resources (MoHR), YB Datuk DR S. Subramaniam, “government always placed high priority on the capacity building of its human capital.” This is further demonstrating by introduction Human Capital Development as one of the tactic in strengthening Malaysian’s economic flexibility against an increasingly challenging in external environment. Besides that, at economic stimulus packages, government has been allocated RM650 million to encourage training and development via training programmes, on-the job training and job placement schemes to unemployed graduates, those currently employed as well as retrenched workers. Several training programmes which initiated by (MoHR) are Train and Place program, Train and Replace program and Train and Retain program. (Datuk DR S. Subramaniam, 2009) As shift into the next millennium, “brainpower” will become valuable than muscle, technical power, or even mechanical power. The era of brainpower industries is causing...
Words: 1857 - Pages: 8
...Organizational Development and Human Resources Jane Smith MGT/312 September 28, 2015 Xxx xxxx Organizational Development and Human Resources Human Resource functions relate to organizational development in a few ways. Human resource (HR) policies, practices, and procedures contribute to organizational structure. It is also said by HR experts that more specifically the three R’s, recruitment process, review system, and retention of talented faculty is vital to proficient organizational performance (Mishra, 2011). Overall, organizational development is greatly impacted by the HR practices of hiring, training, evaluation, and promotion of their employees. This helps to establish the desired organizational culture. First and foremost, the human resource techniques are integral to the leadership and development of an organization. The policies, practices, and procedures will also dictate the strategy behind the three R’s, recruitment, review, and retention. These managerial tasks can prove how effective a leader is and if they are capable of taking a company to the desired levels of success. When looking for new talent HR managers must assess that these individuals can appreciate the core values of the company. Moreover, the way these new recruits are trained and evaluated can better lead to attaining organizational goals (Kinicki and Fugate, 2014). Being able to retain capable associates can make or break a company. A positive organizational structure requires high turnover...
Words: 432 - Pages: 2
...perceptive knowledge about the development of Human resource. In this particular task, initiatives by the UK government is properly depicted which is for the sole purpose of the human resource improvement. Diverse types of learning styles are the theme of this task, where detailed theories regarding the learning styles along with its gravity of impact towards the planning sector and the fields of design related to learning events. Now, the first part is to understand about the initiatives taken by the UK government for the definitive development. Here, the government of the United Kingdom gives emphasis to on the magnitude or the significance of training as well as development. It is because; the government authorities want to abolish the invisible glass ceiling in form of barriers that keeps away people from employment due to less opportunities. From this concept, origin of Lifelong Learning has occurred and Government of UK is also generating new and effective opportunities for many communities as well as people from various cultures, environments, traditions, backgrounds etc. 4.1 explain the role of government in training, development and lifelong learning The objective of the UK government is quite simple and straight, i.e.- * Implementation of vocational learning strategy so that demand of learning will get enhanced as, education will be a fun factor in this way. * Top-notch and outstanding training programs and their development so that the domestic markets...
Words: 741 - Pages: 3
...Explain the importance of Strategic Human Resource Management in organisations (A.C.1.1) Human Resource Management is essential part in managing people in organizations in a structured and thorough manner, it encompasses the management of people in organizations from a macro perspective. HRM is concerned with people enabling, people management, employment relationship and development. Strategic human resource management is to design measures to assess the relationship between individual personalities and company personalities. It’s a field that attempts to align HRM functions and activities with the strategic goals of the organization. Strategic Human Resource Management enhances the productivity and effectiveness of an organisation, integrating the use of personnel practices into the strategic planning process enables an organization to better achieve its goals and objectives. Analyse the purpose of SHRM activities in an organisation. (A.C.1.2). The foremost advantage of strategic planning is that helps improve organizational performance, it focuses on the future and provides a road map to the organisational and employee performance appraisal. Introduction of SHRM ties the organization and it employees to a goal for motivation and incentives to work. Strategic planning also helps to concentrate individual efforts into a team effort. It can assist in developing total quality management and objective – based performance appraisal systems. Accountability for assignmets...
Words: 387 - Pages: 2
...Introduction The global competitive market place today has shifted the way modern organizations approach human resource within the organization. The flatter organizational structure coupled by job insecurity among workers and particularly new one find it difficult to adjust to the new changes. The newly promoted staffs are also finding it difficult to adjust to the progress and develop quickly as they gain new skills and responsibility. Coaching is one of the best strategies that can be used to help these workers to be more adaptable and increase their flexibility. Coaches can use different learning styles to support a range of employee who need specialized skills in order to increase their performance. Since individual needs are highly diverse, a one size fit for all is obviously inappropriate. Thus, organization needs to develop new strategies that support the organization to tailor individual needs (Ellinger, Ellinger & Keller, 2013). Coaching can be used by managers to provide a flexible responsive development approach which can support many workers with diverse needs compare to traditional form of training. Recently, there has been a growing number of individual taking more responsibility for their personal development. Organization can help workers achieve this goal through coaching relationship which will offer them with appropriate support to achieve personal development. Coaching has a direct impact on organization performance since it motivates and equips workers with...
Words: 2871 - Pages: 12
...Introduction Human Resource Development (HRD) fundamentally aims at refining the performance of employees through organized training, career development and thereby organizational development. It is obvious that if HRD issues are not appropriately controlled, then organization may face diminished performance and may start a slow decaying. Productivity may suffer and cultural clatters may increase. Employees may suffer low skills and low knowledge. Fascinating and retentive talent becomes difficult task for the organization. It is also right that effective results are probable only with the quality of the training provided to the employees. It is correspondingly significant to evaluate the need of the training, the nature of the training provided,...
Words: 1694 - Pages: 7
...Employee Training and Development Employee training and development could have great impact on a firm's market share. This research paper is designed to give factual reports of employee training and development, and to show how they differ from smaller to larger firms. The following research will cover beginning from the early stages of employee training and development, to the present day techniques used by Human Resource Managers in the U.S. "During and after World War II, in-service training by employers became a common practice. The rapid changeover in industry from peace to war led to training schemes for semiskilled workers, for workers transferred to new jobs, and for women newly brought into industry. Thereafter, the rapid contemporary advance of technological change made training a necessity in almost all walks of life. At the operating level in industry and in public utilities, new techniques, new methods, new tools, new synthetics, new sources of power, and increased uses of automation have brought extensive changes in the past decades, and the rate of change tends to increase as time goes on. Comparable changes are taking place in the office with the extended use of computers and data processors, which provide for the storing and recall of information in amounts unknown 20 years ago," 1Britcana Encyclopedia. The training and development with a candidate usually starts with orientation. Work 911 had this to say about the importance of orientation, "1. To Reduce...
Words: 817 - Pages: 4
