Benefits and Types of Human Resource Training at Mercantile Corporation - Coursework Example

Benefits and types of Human Resource Training at Mercantile Corporation Human Resource Management is a very crucial management function in all organizations today. It involves getting the right personnel at the work place and training them to perform excellently in their duties. Training is a crucial necessity for any organization that wishes to have its employees working towards the attainment of its business goals. Human resource is the course of hiring and building workforce that is of value to the organization. The process includes planning of personnel, recruitment of the right workers, job analysis, and management of wages, giving orientation and training of new employees. It also involves evaluation of performance, provision of incentives and benefits to employees, dispute resolution, and communicating relevant information to employees at all levels within an organization. On the other hand, it should also take care of the training aspect within the organization. Training methods vary from one organization to the other depending on the needs f that organization. Therefore, an excellent HRM should posses’ core qualities such as; efficient negotiation skills, leadership skills, training skills, and an extensive knowledge about the organization. In addition, it is an obligation of the HR personnel and Managers to organize personnel to perform the duties of the organization effectively in a timely manner. HRM personnel should, therefore, view its staff as assets in the part of contemporary human capital management and HRM. HRM is prudent in every organization in the determination of success of the company (Gilmore 2009, P. 112). Therefore, this paper seeks to identify training methods within an organization, determination of main characteristics of the selected training methods, and the provision of the appropriate recommendation to the director of the organization as to how the training practices could be improved and the benefits that comes with developing them. To achieve this, organizational training is essential. However, the choice of training method should be in line with objectives of the organization and at the end of it all, the organization should realize growth in terms of service delivery. HR team and Managers should work jointly to build up workers’ skills through training. For instance, HR personnel should give advice to supervisors and managers how to allocate staff to different responsibilities within an organization, thus assisting the organization adjusts productively to its surrounding. The organization should have a strategy that is clearly defined and objectives that direct and drive all the training decisions. In a supple organization, workers are shuffled around to diverse organizational functions depending on the organization’s priorities and worker’s preferences. However, human resource personnel also give suggestions on the strategies for improving employee dedication to that organization (Gilmore 2009, P. 121). This starts through means of recruiting procedure or matching the employees with the corresponding positions based on qualifications. In addition, employees should be devoted to their functions once they are employees of the organization. They should also feel challenged by their supervisor or manager all through the year. The HRM personnel should also help the organization develop a spirited advantage that involves; capacity building of the organization to offer exceptional service delivery to its clientele (Gilmore 2009, P. 78). However, the organization should have effective human resources that facilitate the necessary training in areas that need improvement. In so doing, the model that guides any decision on training should consider the following, organization’s objective, the needs assessment, the training objectives, training mode, and the mode of evaluating training, an existence of a gap, and how to administer the training. Training is a logical process with the intention of meeting certain objectives that relate to trainees present or prospect jobs. These training methods are in the subsequent phases which include; evaluation needs analysis, development, design, and implementation (Gilmore 2009, P. 133). The training methods comprises of materials and techniques employed by trainers to construct learning experiences. However, a variety of training methods in an organization can either be cognitive or behavioral approaches. The cognitive methods give information verbally or in a written form, show relationships amid concepts, or give the regulations on how to tackle something. Mercantile Corporation is a multinational Company dealing in the commercial production of Steel and Iron products. The company has employees from different regions of the world. In order to coordinate all its activities, the company offers various training opportunities to all its employees to keep up to date with the current operations. At Mercantile Corporation, the main training methods commonly used include e-learning method and The implementation of e-learning method of training has been effective at Mercantile Corporation for a while now. The process encompasses a variety of training through the means of technology, such as distance learning, computer-based training (CBT). Distance learning has been effective especially for employees that are in a remote location. In general, technology has been used to transmit training information to many workers in a different location within the region of operation (Gilmore 2009, P. 144). It provides numerous similar merits and demerits as the face to face training process. The method is cheaper than the lecture method which brings employees together in a lecture. The only demerit it has is that it may reduce motivation for learning new skills because of the remoteness of the learner. Content is developed, made simple and is sent to the target group via the computer. The method is effective in developing a declarative and particularly, practical knowledge. It is helpful in the development of certain types of skills and also in modification of attitudes. E-learning creates declarative knowledge by the means of repeated presentation of facts, through employing a variety of styles and formats for presentation. The method also does an excellent job of giving a description when and how to relate knowledge to a variety of situations (Gilmore 2009, P. 106). The development of practical knowledge is essential and it is an advantage. It helps in allowing the trainees to practice applying the knowledge to a variety of situations simulated by the developed software. This training delivery method is beneficial since it can automatically document the trainees responses, give an interpretation, and provide suitable practice modules that help in the improvement of areas of weakness. However, in using this method, the development of skill is partial through the softwares capability to imitate the trainees job surrounding and the context. In some instances like training staff in using word processing, the spreadsheet, and additional software which are computer based, e-learning the most appropriate option for teaching these skills (Dessler 2008, P.67). Here, the errands and situations trainee’s faces on the job’s simulation are easy through the training software. Alternatively, it’s hard to expand Computer Based Technology software which sensibly simulates the communication among two or more people in an active environment. In this case, other methods are put to use in this situation. E-learning method is efficient in the modification of attitudes. The realistic relations among objects and events and the cost of particular courses of action can be portrayed in many ways with this technology (Dessler 2008, P.77). However, since the objects and events are simulated, rather than being real, the emotional or affective side of attitudes is not seen. Additionally, there is no opportunity of discussing opinions with colleagues. The method should therefore be modified in such a way that employees are able to interact with each other and share their opinions freely. The trainers should also be in a position to interact freely with the trainee on a one on one basis via video chat. The only drawback to this is that there is no provision of that in this technique. Mercantile Corporation has put this method to use effectively and it helps a great deal in ensuring that its entire staff is up to date with the current business world. The operations have been efficient and also cost effective. The second training method used at Mercantile Corporation is the role play. This method is a simulation of a single situation. In this method, the trainees are the actors in the role play. They is a provision of a general description of the prevailing situation, the role description and the problem they are facing. At Mercantile Corporation, the role plays differ in the amount of structure that they provide to these actors. These role plays are structured in a way that they provide the trainee with details about the whole situation that brings the character together. They also offer in details the character’s attitude, opinions, and needs thus having an advantage in facilitating training (Dessler 2008, P.67). In some instances, they role play gives the scripted dialog among characters that are used mainly in the development of practice and interpersonal skills such as conflict resolution, group decision making, and communication. On the other hand, spontaneous role plays which have loose scenarios from which the trainee plays himself whereas other people play roles of people the trainee has interacted in the past or will interact with in future. The main aim of this kind of role play at Mercantile Corporation is to develop insight into one’s behavior and the impact it has on others. The amount of structure appropriate here is dependent on the learning objectives. Roles played may differ depending on the number of the trainees involved. In a single type of role play, a group of role plays whereas the other the rest does just the observation. During the observation, they do an analysis of the interaction and identify the learning points (Dessler 2008, P.89). The advantage with it is that it provides for the trainees while allowing feedback from the trainer. However, this approach causes the role player to feel embarrassed because of being the center of concentration and attention which might lead to failure to play a role as appropriate. Another drawback it has is that, it does not permit role players to make an observation when others are performing their functions. The solution to this is having no trainees out but will eventually add some costs to the training. Secondly, in multiple role play, the employees on training form small groups. These groups act out separate scenarios simultaneously. In the end, each group identifies the learning points which they report back to other groups to enhance extensive learning (Dessler 2008, P.92). This kind of role play also allows every trainee to experience the training in a short span of time. However, this may reduce the quality of feedback since the trainers may not be able to make an observation of all the groups at ago. The trainers also seem to be reluctant in giving feedback to their colleagues. Additionally, the trainees may also not have the expertise to provide constructive feedback. In overcoming this drawback, Mercantile Corporation uses videotapes of role plays evaluation. The following is my recommendation to the Director of Mercantile Corporation on how to improve on Role play method of training for its staff. They include; the use of real examples that would rather be more efficient. The Director should ensure that the model they use in role plays should be genuine and practical examples that would help build the skills of the employees. In most instances, mercantile staff interacts with clients and do business transactions face to face or to some extent on phone (Gilmore 2009, P. 157). It should be put into practice as it is and hence would help them improve on their negotiation and interpersonal skills which is a necessity for organizational growth. Secondly, the organization should use Managers to help kin the role plays. It is because they have a vast experience in identifying learning points that may not be seen with the junior staff during the role play presentation. The managers also possess skills that might be essential for the junior staff in carrying out their work activities. For business transactions done on a phone, the role plays should also take the same direction as trainees should also conduct the role plays on a phone. For e-learning method of training, the organization should ensure that its entire staff gets adequate computer training so as to apply this method of training. In conclusion, training methods vary from one organization to the other and from department to department. The training method employed should always take care of the overall organizational goals and should ensure that good practices take the lead. E-learning training method and is an efficient way of training since it’s one of the easiest way to access staff especially if an organization is comprised of a many employees. Effective training method should therefore be adopted in organizations so as to keep all its employees up to date. The choice of method is also dependent on how much the company can spend in giving out training to its entire staff more efficiently and within specified time frame. A more organized organization would therefore employ efficient training methods with an aim of maximizing profits and minimizing costs. Bibliography Dessler, G. (2008). Human resource management (8th ed.). Upper Saddle River, NJ: Prentice Hall. Top of Form Bottom of Form Gilmore, S. (2009). Human resource management. Oxford: Oxford University Press. Read More