This is a solution of Training and Development Assignment in which we discuss the organisation Human Resource Management activities to train and develop resources.
In an organisation Human Resource Management plays a vital role as most of the activities effectively perform by them so that organisation executes their activities in an effective manner. In the success of the organisation Human Resource Management plays an important role as various activities such as selecting and recruiting, employees training and development program, resolving employee’s issues, etc. performed by them in an effective manner. In this paper I will discuss about two topics such as Employee Relation and Training and development as both activities are performed by the Human Resource Management.
Topic 1: Training and Development
In context to the topic “Training and development Assignment” I effectively choose the GE organisation as how training and development provide effective benefits to their respective employees as well as to the organisation. Training and development is the effective program which get render by the GE to their respective employees. Under this program they effectively include the new employees as well as old and experienced employees. Training and development is the effective program performed by the Human Resource Management department in order to enhance the performance of their respective employees and it is highly concerned with the organisational activities. There are three main activities effectively get emphasized under this program such as Training, Education and Development (Aguinis, Gottfredson, & Joo, 2012). Under training program HRM effectively train the employees in such areas where they are weak or not able to perform effectively. Under education HRM effectively provide the knowledge to their respective employees in order to enhance their knowledge according to the need of the organisation. In the development process HRM effectively evaluate their skills in order to make proper development related to their knowledge enhancement and other development as after this he/she become more beneficial to the GE organisation (Renwick, Redman, & Maguire, 2013).
Human resource management of GE is effectively working over providing training and development programs to their respective employees in order to enhance them according to their need. They effectively provide these programs to their new hires in order to make them prepare according to the activities performed by the GE operations on the regular basis. There are various activities performed by the GE organisation and in context to this they also provide effective training and development program to their existing employees in order to develop the experts and specialised personnel’s for their respective process (Albrecht, 2013).
For GE organisation training and development programs plays a effective role as it provide various benefits such as enhancement in knowledge among employees, improve the knowledge of the employees in order to execute the activities, lead to increase in the efficiency of the employees, etc.
Benefits of Training and Development
As per the Siemens case study over the training and development it is effectively observed that it effectively enhance the knowledge of the employees. Training is provided by the Human resource management to their respective employees in order to make enhancement in their knowledge so that they effectively perform their activities in an effective manner. Training is required for the purpose of enhancing the skills of the employees. HRM effectively provide the training to their respective existing and new customers. They provide training to their new employees in order to make them aware about their working procedures and the patterns of working. And for existing employees they effectively provide training order to enhance their skills. By arranging training and development program for their employees HRM plays a vital role in an effective manner (Bakker, Albrecht, & Leiter, 2011). HRM department also take care of the training needs and make proper arrangements in order to provide effective training to their respective employees.
On the other hand according to the Rise and Shine case study over the training and development it is observed that giving trainings to the employees didn’t enhance the knowledge of the employees. As per the case study it is discussed that HRM department effectively give the trainings related to their requirements only. HRM department arrange such training and development programs for their employees which help in enhancing their skills according to their work requirements. In order to execute the activities properly they provide trainings (Alfes, Shantz, Truss, & Soane, 2013). The knowledge which is provided by them is related to the process only so it is said that there is no effective enhancement in the overall knowledge of the employees. As per case study in the training sessions employees get to know about the effective procedures in order to execute their assigned activities in an effective manner so that they effectively increase their production.
As per the leadership case study over the training and development it is observed that giving training to the employees effectively help them in order to improve their performance. Employees effectively enhance their performance as they can apply their learning’s which they get in the training sessions. Due to lack in the performance HRM department effectively arrange the training and development programs for their employees in order to make them capable for the purpose of enhancing them in an effective manner. Training is essential required as it put emphasis over such parameters which effectively enhance the skill set of the employees (Berg, Wrzesniewski, & Dutton, 2010). With the help of the trainings there is effective improvement take place in the performance of their respective employees. In training programs trainer effectively focus over the important key points which are effectively lacking by the employees. By reviewing and effectively following key features highlighted by the trainer effectively helps in improving the performance of the employees (Boselie, 2014).
On the other hand as per the Marketing case study over the training and development program it is observed that training didn’t help out the employees in order to improve their performance. HRM department effectively analyse the requirement of the employees and arrange the training and development program for them but it is observed that in the training program they not put their emphasis effectively. They didn’t show their interest in getting the learning’s from the training programs because as per the employees trainer effectively discuss about their working which they are doing regularly and due to this factor they didn’t show effective interest in attending and gaining the required information by the trainer (Christian, Garza, & Slaughter, 2011). In the training session trainer effectively share their views theoretical which can’t be grabs easily by the employees and it is also assumed by the employees that the lessons provided into the training session didn’t work effectively in the real world or in their activities.
Increase in the efficiency
As per the case study of the Siemens it is observed that giving training and development program effectively increase the efficiency of the employees. Training programs effectively help out the employees as they get the proper assistance from the trainer in order to enhance their efficiency in an effective manner (Costa, Passos, & Bakker, 2014). HRM department effectively analyse the need or lacking of their employees before arranging the training programs and during the training sessions trainers effectively talk about their weak points so that they effectively enhance their skills in an effective manner. Employees get the effective key points or effective learning from their trainers in the training sessions which they follow in an effective manner in order to remove their weak points.
On the other hand as per the case study of the Marketing it is observed that training and development didn’t help in increasing efficiency of the employees. Employee didn’t make the effective use of the training and development programs provided by their HRM department as they show their interest in it (Crawford, LePine, & Rich, 2010). Employees didn’t make effective use of the training sessions as they didn’t attend the training sessions seriously because in the training sessions trainer share effective key points related to their regular process activities. Training didn’t help them out in order to enhance the skills of the employees.
In the end I like to conclude that training and development programs plays a vital role in an organisation as it help out the employees in order to increase their efficiencies, enhance their knowledge as well as improve their performance. HRM department effectively search out the need or requirement of the employees and arrange the training session for their employees in order to enhance them in an effective manner (Demerouti & Cropanzano, 2010). But it is not necessary that only giving training and development session doesn’t increase the efficiency of the employees. HRM department effectively arrange the training sessions for their employees but it is up to their employees to improve their efficiency and performance with the help of the training sessions. Trainers effectively share the information in an effective manner which is important for their employees but as per the employees there learning didn’t work in the real world or it is related to their production activities in an effective manner. In the training session trainers effectively share theoretical knowledge which is hard to retain for employees (Hackman & Porter, 2014).
Crawford, E., LePine, J., & Rich, B. (2010). “Linking job demands and resources to employee engagement and burnout: a theoretical extension and meta-analytic test”. Journal of Applied Psychology, Vol. 95, , pp. 834-848.
Demerouti, E., & Cropanzano, R. (2010). “From thought to action: employee work engagement and job performance”, in Bakker, A.B. and Leiter, M.P. (Eds), Work Engagement: A Handbook of Essential Theory and Research, Psychology Press, New York, NY. pp. 147-163.
Hackman, J., & Porter, L. (2014). Expectancy theory predictions of work effectiveness. (Vol. 3). Organizational Behavior and Human Performance.
Hewitt, A. (2013). Trends in Global Employee Engagement Report, Aon Hewitt, Lincolnshire, IL.
Madsen, S., John, C., & Miller, D. (2010). Readiness for organizational change: do organizational commitment and social relationships in the workplace make a difference? (Vol. 16 (2)). Human Resource Development Quarterly.
Osborne, S. P. (2013). Human Resource Management in the Public Sector. Routledge.
Renwick, D., Redman, T., & Maguire, S. (2013). Green human resource management: a review and research agenda*. International Journal of Management Reviews, 15(1), , 1-
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