SUBJECT: TRAINING & DEVELOPMENT AND THE NEED FOR TRAINING NEEDS ANALYSIS
1. HRD skills or competence that an HRD manager needs and how these skills are acquired.
The world is rapidly changing and to be a success, there must be maximum use of all resources (physical, financial, information, and human resources) whether for a nation, organization or individual. After huge investments in the physical, financial and information and knowledge resources, the human resources which comprises the workforce of an organisation remains the leverage point where significant differences can be made in the lives of the employees, their careers and the organisation.
Human Resource Development (HRD) involves helping individuals in organisations to
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• The HRD manager must be a good trainer and facilitator. Aside having the skill to identify individual employee needs or gaps. The HRD manager must be able to select appropriate instructional methods and facilitate structured learning experiences. They must have the skill to develop and design appropriate learning programs, preparing materials and other learning aids. The HRD manager will be required to design program objectives, lesson plans and intervention strategies. • To be an effective HRD manager, the HRD manager must be able to monitor and assess implemented HRD initiatives and answer the following questions – whether it has bridged the observed employees and organisational ‘‘needs’’ or ‘’gaps’’ or whether the expected directional change required to meet internal and external business environment has been achieved. If yes, how well has it benefited the individual employees and the organisation? • The HRD manager must be able to evaluate implemented HRD practices and programs using appropriate statistical procedures to determine their overall effectiveness and communicate the results to executive management. This involves the development of research designs and findings, recommendations and reports. • Cost effectiveness is top most priority for the management of any organisation. The HRD manager must be able to allocate budget schedules to developmental plans and strategies so the total cost
The HR department officials in most organizations perform as they should. In most cases, they also focus on achieving the right things. Human Resource departments focus organizing, controlling, and hiring employees in organizations. When organizations apply HR practices, the results are great client satisfaction, a good net margin, and reduced sickness absence (Richard and Johnson, 2001). Vermeeren et al. (2014) posit that there is a great relationship between performance and HRM. Most organizations use the human resource department to ensure that operations run smoothly.
The emphasis is on support and empowerment. The HR manager listens well and communicates personal warmth and openness. This leader empowers people through participation and attempts to gain the resources people need to do a job well. HR managers confront when appropriate but try to do so in a supportive climate
The need to relate the role of HRDM to key success factors in the firm.
The HR Function drives performance and provides line managers with the tools and resources to increase the performance of the organisation’s employees. It must do this by identifying the business values and formulating a strategy in line with these. This strategy must then be effectively implemented at all levels.
Indicative Content: Understand key contemporary business issues affecting the HR function within private, public and third sector organisations. Types of organisation; the role of management within them; ways in which HR is delivered; the main functional areas of management; the search for sustained organisational performance, business
The human-resources department is responsible for performing HR management. This includes overseeing numerous aspects of employment, such as compliance with labor laws, employee benefits, recruitment and retention just to name a few. According to APHSA (2016), there are four primary functions for which HR is responsible: Executing HR Administrative Functions; Developing Talent; Influencing Culture; and Influencing Direction. By executing HR admin functions the department; builds trust with administration, engages leadership in the development of jobs, recruits, hires, and assist with onboarding new employees. HR develops talent by creating employee development and training opportunities for increased performance as an organization. In utilizing this skill, it can create opportunities for leadership and promotions.
Bhagria, A. (2010). Roles and Functions of the Human Resource Department; Young HR Manager. Retrieved May 4, 2014, from
In addition, this writing will also analyse, evaluate and evaluate the HRM issues and provide recommendation for HRM to increase organization effectiveness.
Like most other department managers, the primary function of a human resource manager is responsible for overseeing department functions as well as managing employees. This is why the human resource manager must be extremely familiar with every square inch of each discipline of human resource management. This includes Equal Employment Opportunities and Affirmative Action, human resource planning, recruitment, and selection, human resource development, compensation and benefits, safety and health, and employee relations. In this reflective essay I will discuss each of these disciplines and how they work together. Additionally, I will discuss which functions I believe to be the most important, and how human resource management can be optimized for shaping organizational and employee behavior.
3. You have been asked to advise a growing organisation which employs 75 people in office-based roles but which has no specialist, dedicated HR function. Managers are particularly keen to know how they can best evaluate the effectiveness of their HR activities and initiatives. Despite limited funds being available the organisation manages to provide some form of formal training and development opportunities for everyone each year, gives everyone an annual performance appraisal and seeks to involve staff through a consultative forum which all attend at least once a year. What advice would you give? Justify your answer.
Managers want an HR function which understands the workforce and can help balance the organisations employee and business needs. They want a proactive HR function which identifies issues before they happen and works with managers to address them. They would like HR to help them with their most challenging people issues including motivation, change and skills development. An HR function which does not understand the business and the workforce completely loses its value.
The role of the human resources (HR) department can play a significant role in the success and achievements of an organization. The department, which has evolved from the
Managers rely on HR to provide effective staff capable of accomplishing the goals of the organization. HR is valuable in ensuring
The HR development has to ensure every organization has the skills of development, knowleage and experience in order to keep the long-term and short-term ambitions of learning and developing by themselves.