Introduction to Human Resource Management - Essay Example

Introduction to Human Resource Management Table of Contents Part 2 3 (a) The Overall Aim and Specific Learning Objectives for the 3 (b) An Explanation of How This Training Program Will Improve the Performance of Employees 3 (c) A Detailed Timetable for the Content of the Programme 4 (d) Training Methods and Media Suggested For Delivering Each Part of the Program 7 (e) Evaluation strategy for the course 8 Section D – Student Reflective Statement 10 1. What Have You Learnt in the Process of Completing Your Assessment? 10 2. What Helped or Hindered Your Progress? 10 3. For Each Section Please Reflect on Whether You are Satisfied with Your Submission and If Not, Why Not? 11 4. What Would You Do Differently Next Time? 11 5. What Action Will You Take As a Result of What You Have Learnt While Doing This Assessment? 12 References 13 Part 2 (a) The Overall Aim and Specific Learning Objectives for the Course The objective of this course is to find out the training procedure needed to be implemented for the baristas (coffee sellers) associated with organisation so as to improve their productivity level and accordingly enhance their morale toward the organisation. Barista are professionals responsible for the operational level of the coffee store engaged with serving coffee to the customers being correlated with the different sales activities along with the promotional activities. The baristas always need to follow the company norms accordingly which in turn tends to facilitate the organisational value as perceived by the target customers. (b) An Explanation of How This Training Program Will Improve the Performance of Employees Induction training is one of the important and beginning steps for the new as well as the existing employees to revitalise their creative ideas and thus contribute to the overall efficiency of the organisation. It also intends to increase the employees’ willingness motivating them to be more enthusiastic at work emphasising on both the existing and fresh employees. This process intends to be highly beneficial for the new employees motivating them to become more productive cooperative towards the company statement as well as the vision of the company by generating awareness regarding the previous records and achievements by the organisation (Acas, 2005). (c) A Detailed Timetable for the Content of the Programme Program and Timings Day 1 Day 2 Introduction and Objectives Training 9 am to 11 am 1. Vision and Mission Statement 2. Organisational Structure and Company 3. HR Policies with Terms and Conditions 4. Compensation and benefit plans 5. Training Structure and Objective Probationary Period 6. Reporting Time, Activities and Information 7. Organisational Hierarchy 1. Review of the overall processes of Day 1 2. Categorise Trainees by the Training Methods On the Job Training Off the Job Training 3. Specific Training according to the divisions of work Implementation of the Objectives 11 am to 1pm 1. Strategy 2. Strategy Tools 3.Organisation Design 3. Competitive Advantages 4. Marketing Strategy 1. Overall Objective of the Training 2. Need for the training 3. Trainer/Mentor’s Responsibilities 4. Trainee’s responsibilities Lunch Recess 1 pm to 2 pm Lunch Recess Lunch Recess Operation and Management Activity 2pm to 5 pm 1. Role of the individual to the Organisation 2. Service and Delivery Model 3. Story Telling (Company achievements) 1. Collecting Feedbacks (Trainee/Audiences) 2. Discussion The timing for the implementation of induction training for the new employees must be flexible so that the existing workers can also be present in the same schedule. The scheduling for the day one indicates that at the very beginning of the training session, adequate information regarding the company mission and vision statement, which is one of the vital presentations, should be learned by the new employees. It is because of the fact that the mission of an organisation signifies its objectives involving its expected brand positioning in the market which deliberately acts as a linkage between the perceived values of employees and the organisation (Nova Employment & Training Program Inc, 2010). Accordingly vision emphasises on the entire process needed to be implemented in achieving the organisation’s mission which will also be essentially communicated to the employees (Harris, 1995). The next step of the induction training is to provide the information about organisational structure to the employees indicating the overall structure of the organisation. This includes the different divisions as well as the briefing about the responsibilities possessed by the employee groups. The step following this process will intend to provide a briefing about the HR Policies of the company referring it to be one of the most important facets of induction training encompassing with the different processes in the working period excluding the operation level works. It is worth mentioning in this context that the involvement of effective HR policies of an organisation signifies the different phases of the employees from the reporting time to the time when the employee decides to resign from the organisation. Notably, an HR policy consists with the rules and the regulations that have to be maintained by every employee in the organisation and thus holds a significant contribution toward the overall enhancement of the employees’ coordination and morale (Xavier University Policies & Procedures Manual, 2008). The next step of the induction training is to communicate about the training structure and the objectives of the exercise session. The reporting times and other information regarding the organisation, such as interaction with the existing employees and the different group members of the organisation will be provided in the next step of the induction training period. The organisational hierarchy involving the generation of the ideas as well as identification of the problems regarding service or production should also be communicated through the different levels in the organisation (McGraw-Hill, 2003). Subsequently, according to table of the induction training, the implementation of the objectives regarding the different strategies that needs to be followed by the employees of the organisation will be emphasised on in the next step. In this regards, the following step of the induction training is to illustrate the division among the trainees or fresh employees according to their job roles, information of delivering models and company achievements so as to give them an apparent understanding of their job roles and responsibilities (Acas, 2005). The second day of the induction training is planned to instigate with a brief discussion on the outcomes of the session conducted in ‘day 1’. The next phase of the ‘day 2’ session will intend to provide specific information regarding the training method to be implemented according to the job role of the new employees by forming different training groups, such as on-the-job trainees and off-the-job trainees among the new employees in the organisation. Notably, on-the-job training involves those employees who have newly joined the organisation. Simultaneously, off-the-job training will be provided to those employees requiring adequate improvements in their skills or knowledge (The New Zealand Tourism Research Institute, 2007). It is worth mentioning that the information will also be conveyed to the employees through this induction training program. The program is planned to be concluded with the obtainment of the employees’ feedback and a discussion which in turn is expected to facilitate the betterment of the entire process. (d) Training Methods and Media Suggested For Delivering Each Part of the Program The method for the induction training process contains a detailed study of the various facets of the organisational structure, its mission and vision along with the implemented HR policies including compensations and other benefits (Massachusetts Department of Education, 2001). The training method of an induction session for the new employees can be classified in two types, i.e. on the job training and off the job training. Through an on-the-job training, the new employees will be trained during the ongoing organisational process in the workplace. The on-the-job training method includes the demonstration to the trainees regarding the process through which the job roles are organised and implemented. The process tends to involve the trainees in the same organisational process in which the experienced employees of the organisation also take part through coaching and rotating the job roles to gain experiences of different activities. On the job training method is one of the most efficient training processes, as because of the planned and organised at the employee’s workplace (JSI Research and Training Institute, 2008). On the other hand, the off-the-job training method takes place when employees are taken from the external environment only for the purpose of training. The process of off-the-job training that has been planned in the induction training process will involve the elements of demonstrations, attending external courses as well as the intentionally (Blacksacademy.net., n.d). (e) Evaluation strategy for the course The overall study of the induction training in the Café Co has been considered as one of the most important aspects of the organisational operations in order to face the fierce competition gradually increasing in the coffee brewing industry. With this intention the induction training session is an utmost necessity for the organisation to imbibe the organisational culture and foster employees’ productivity from the initial stage of their performance as well as the existing employees to generate more knowledge and thus be more productive for the organisation (Meigham, 2000). The induction training sessions, for the newly appointed baristas will create an overview of the company in their perceptions which in turn is most likely to have a positive impact on their productivity. The organisational structure and the presentation regarding the current position of the company along with the workplace layout of the premise are a few of the important facets of the induction training process planned. However, it is quite essential that the baristas are adequately aware of the quality and the services that Café Co provides in the market. Thus, it is quite mandatory to train them from the very first day of their task in the company generating their morale and cooperation toward the organisation (Ai Training Consultancy, 2010). It is in this context that good induction training can ensure employee engagement and assist them to execute their job roles along with the departmentalisation of the employees with the virtues of on-the-job and off-the-job training process (Orser, 2001). Notably, on-the-job training will be provided to those employees who are associated with the workplace. In this process the newly appointed candidates are assisted with the demonstration as a type of introduction to their assigned tasks. Hence, it can be stated that on-the-job training is a type of intensive training procedure involving a significant working liaison with the qualified employees of the organisation. Some of the basic advantages of on-the-job training such as the involvement of the experienced employees, tend to render better opportunity for the employees to learn the required skills whilst working in the organisation along with attaining the cost effectiveness during the time of the training (Guzik, 2002). However, off-the-job training is the process of organising the training session outside the organisation taking into consideration the trainees including the existing employees or the newly appointed workers. This process of induction involves the existing employees to learn about the updated skills of work as to be more productive for the organisation (Manchester Metropolitan University, n.d). Off-the-job training for the new employees is concerned with those workers who are simultaneously studying and being trained by the organisation. The advantages of this process of induction training is that the trainees are able to gain some additional working skills in their working process with the opportunity to learn from the outside specialists and thus the trainees feel more dedicated toward the organisation (Bijnens & Vanbuel, n.d). Section D – Student Reflective Statement 1. What Have You Learnt in the Process of Completing Your Assessment? The induction training facility is often regarded as a crucial process to train the new incumbents in the organisation. It not only facilitates creating an efficient relationship between the employees and the employers which in turn enhances coordination and cohesion within the workforce, but it also plays a significant role by conveying the company’s values and objectives to the incumbents at their initial stage of performance so as to generate a shared vision (Manchester Metropolitan University, n.d). This study was conducted focusing on the implementation of induction training with due consideration to the importance of the session. This assessment also helped in gaining an insight regarding the essentiality of building a cooperative relationship between the employees with their peers and employer. Various other features, which also need to be taken into consideration while implementing a training procedure, were also identified in this assessment. 2. What Helped or Hindered Your Progress? The learning outcomes gained during prior studies based on Human Resource Management proved to be quite helpful in performing this assessment. Furthermore, the job experiences already gathered also contributed to the efficiency of the overall discussion. However, lack of adequate time hinder detailed research on the discussion topic of the paper which can be regarded as a limitation towards the progress of this paper. 3. For Each Section Please Reflect on Whether You are Satisfied with Your Submission and If Not, Why Not? The initials that have been mentioned in the paper are a brief discussion of the topic, i.e. the importance of the induction training and its different methods for the new employees by involving different media in the organisation. The paper can be considered as significant in identifying various attributes needed to be included while planning and executing an induction training procedure. With regards to the determined objective of the paper, the importance of induction training in the modern day context has also been successfully observed as a crucial factor. However, the paper could have been more effective with the assistance of a more detailed research work. 4. What Would You Do Differently Next Time? Even though it was intended that various facts and information will be elaborated in this paper, due to lack of time, many aspects could not adequately be covered in this paper. Next time, the paper would be discussed with the elaboration of the induction time table. Various facts will also be considered with importance including the steps such as the different strategies, including operational and marketing strategies as well as the variable of HR policies, and company norms. It will also include a detailed discussion on the story telling procedure of motivation executed within the organisation along with the probationary period details and other information. 5. What Action Will You Take As a Result of What You Have Learnt While Doing This Assessment? The key learning outcome through this assessment has been the effective identification of the importance possessed by induction training and the different methods which are implemented for the training method within an organisation. The assessment was quite helpful to identify the requirements or features of induction training for a better planning and execution of the process. Notably, the managerial characteristics of an organisation consist with numerous aspects in its process along with the company structure and design, which are quite essential to be briefly discussed in the induction training session. Moreover, the assessment was quite valuable in gaining the understanding that because in the future period, major job responsibilities will be provided to these new incumbents, induction training becomes an important step to enhance the morale amid these employees along with their productivity in the long-term. References Acas, 2005. Induction Training. What Are The Advantages of Providing Induction Training? [Online] Available at: http://www.acas.org.uk/media/pdf/r/1/S05_1.pdf [Accessed April 18, 2012]. Ai Training Consultancy, 2010. The Importance of Induction Training. Articles. [Online] Available at: http://www.aitraining.net/Articles/Induction%20Training%20Article.pdf [Accessed April 18, 2012]. Blacksacademy.net, No Date. Training. Off The Job Training. [Online] Available at: http://www.blacksacademy.net/content/3682.html [Accessed April 18, 2012]. Bijnens, M. & Vanbuel, M., No Date. Work Based Induction Training and Support in Europe. State of the Art. [Online] Available at: http://www.atit.be/dwnld/L@W_State_of_the_Art_Report_def.pdf [Accessed April 18, 2012]. Guzik, R., 2002. On-the-job Training. Knowledge. [Online] Available at: http://www.freequality.org/documents/knowledge/On%20the%20Job%20Training.pdf [Accessed April 18, 2012]. Harris, C. L., 1995. Shared Vision In Organizations. Pyramid ODI. [Online] Available at: http://www.pyramidodi.com/papers/vision.pdf [Accessed April 18, 2012]. JSI Research and Training Institute, 2008. On-the-Job Training. Guidelines for Effective On-The-Job Training. [Online] Available at: http://hanan.jsi.com/Docs/Resources/hanan_onjobtrain_guide.pdf [Accessed April 18, 2012]. McGraw-Hill, 2003. Organisational Structure and Design. Organisational Structure Preferences. [Online] Available at: http://www.mang.canterbury.ac.nz/courseinfo/mgmt/mgmt206SU/MGMT206SUppt_ch15.pdf [Accessed April 18, 2012]. Manchester Metropolitan University, No Date. Why Is Induction So Important? Department of Human Resources. [Online] Available at: http://www.mmu.ac.uk/humanresources/devandtrain/resources/induction-an-introduction.pdf [Accessed April 18, 2012]. Massachusetts Department of Education, 2001. Guidelines for Induction Programs. Components of an Induction Program. [Online] Available at: http://www.doe.mass.edu/educators/mentor/induct.pdf [Accessed April 18, 2012]. Meigham, M., 2000. Induction Training: Designing and Delivering Effective Induction. Kogan Page. Nova Employment & Training Program Inc, 2010. Welcome to NOVA Employment. Induction Training Program. [Online] Available at: http://www.novaemployment.com.au/downloads/inductionProgramOutline.pdf [Accessed April 18, 2012]. Orser, N. A., 2001. An On-The-Job Training System at Alias PCB Technologies. Development of Modern OJT. [Online] Available at: http://www2.uwstout.edu/content/lib/thesis/2001/2001orsern.pdf [Accessed April 18, 2012]. The New Zealand Tourism Research Institute, 2007. Food & Beverage Service Sector Productivity Study. Perspectives on Productivity. [Online] Available at: http://www.dol.govt.nz/er/bestpractice/productivity/researchreports/foodbeverage/food-and-beverage.pdf [Accessed April 18, 2012]. Xavier University Policies & Procedures Manual, 2008. Introduction. Employment. [Online] Available at: http://www.xavier.edu/hr/docs/Employees/policymanual.pdf [Accessed April 18, 2012]. Bibliography Cushway, B., 2011. The Employers Handbook 2011-12: An Essential Guide to Employment Law Personnel Policies and Procedures. Kogan Page Publishers. Evans, D., 2001. Supervisory Management: Principles and Practice. Cengage Learning. New Teacher Induction Program, 2010. Induction Elements Manual. Effective Induction Practices. [Online] Available at: http://faab.edu.gov.on.ca/NTIP/NTIP-English%20Elements-2010_Web.pdf [Accessed April 18, 2012]. Pratt, K. J. & Bennett, S. G., 1989. Elements of Personnel Management. Taylor & Francis. Salomé, B. & Charmes, J., 1988. In-Service Training: Five Asian Experiences. OECD Publishing. Read More