Running Head: Human Resource Management 0

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Human Resource Management 1

Table of Contents
Introduction......................................................................................................................................2
Human Resource Management........................................................................................................2
Types of Analysis for Training........................................................................................................3
Contemporary issues at the work place...........................................................................................4
Types of Training............................................................................................................................5
Learning Techniques.......................................................................................................................6
Learning Objectives.........................................................................................................................6
Role of Adult Learning principles and Individual Difference.........................................................7
Conclusion.......................................................................................................................................8
References........................................................................................................................................8
Human Resource Management 2

Introduction
The aim of this report is to analyze the needs of human resource management in an organization.
In this report a program is briefly explained in which training is planned for HRD in order to
understand the needs. The working environment in the organization nowadays required the
employees with the skills or ability to perform the complex tasks by managing the effective
outcomes, safety and productivity. When the employees are not able to give the results which are
expected by the organization than it is the responsibility of Human resource management to
discuss with the employees and for organizing such discussion session there are some training
programs required for the HRM. In the report the contemporary issues which can arise in the
organization and the strategies used to overcome from those challenges are explained.

Human Resource Management

For achieving the competitive advantage in a business the management which controls or directs
the people in an organization is known as Human Resource management. This is the strategic
plan which is designed to improve the performance of any employee to complete the objectives
and goals. This is the department which is focused upon the policies and system of the
organization. There is difference between the actual level of job performance and the expected
level of performance which reflect the need for training (Manzoor, Wei, Bányai, Nurunnabi, and
Subhan, 2019). For the instructional design examination of the training needs is first step. The
analysis of the training needs explains about the person who required the training and training
suitable for that person.

Training is very essential for the development and growth of organization, for any company the
man power, machine and material are the source of revenue in which man power plays critical
role. An organization is considered for its effectiveness by the working capability of its
employees. In the beginning through the surveys the need of the training is analyzed once the
result of analysis observed the training design get start (Perlstein, and Ciuk, 2019). In
organization training provides the opportunities for gaining the knowledge and it improve the
base of the employees related to their functions. By the training an employee can observe the
change in their thinking and quality in their performance.
Human Resource Management 3

Types of Analysis for Training

There are various methods of need analysis are available which are related with the employees
and varies with them which are defined below:

 Analysis of Organization: For the needs of business and reasons for training requires the
analysis of organization. In the process the strategies on which organization is working,
goals which are decided for the employees and the objectives of the organization are
analyzed and compared.
 Person analysis: This process is used to identify or to examine the person who requires
the training and the type of training.
 Work Analysis: In this step the performance executed in the organization is analyzed.
This step includes job and requirements for the execution of work. This analysis mainly
examines the responsibilities and skill required for the work from an individual.
 Performance Analysis: This analysis is used to identify the performance of the employees
are not as per the expected or decided by the management of the organization and process
(Naeem, Mirza, Ayyub, and Lodhi, 2019).
 Content Analysis: The analysis of the documents, rules, and laws which are required on
job. It is very important to examine the content which are used at the workplace because
they provide the information and data which are optimized by the employees.
 Training suitability: The analysis which analyzed about the training using for any
employee is suitable or not. To determine the type of training is very important because
than only the management will be able to get the effective outcomes (Bogićević-Milikić,
2019).

Contemporary issues at the work place

Although sometimes there are many challenges which are faced by the HRM when there is any
evolution is required or getting implemented in the business process. These contemporary
challenges must be understand by the senior authorities of the company. When HRM decides for
organizing any training program to make changes in the business process than such issues can
easily observe in the environment of organization (Saeed, Afsar, Hafeez, Khan, Tahir, and
Afridi, 2019).
Human Resource Management 4

The Gig Economy: In most of the company people with great skills decides to left the
workforce which is following a traditional way in exchange with the freelance work. Such
employee wants to utilize their lifestyle with the flexibility in their work. However for the people
such system are very effective but such system starts creating issues for the HRM because when
such individuals will not be able to work in the premises than they had to look after the people
with the same talents for the long term basis (Della Torre, 2019).

Innovation and Automation: HRM is responsible for the conduction of every training program
in the organization, so whenever any new technology get implement in the business process
HRM has to ensure distribution of the knowledge about the technology to each employee.

Change in the regulatory issues: It is the responsibility of the managers of HRM to look after
the compliance of regulatory issues. For every new change in the organization the managers are
always on top of them. The laws of privacy in the organization keeps on update so every
employee get acknowledge about them through the training is managed by the HRM.

Hiring and maintaining top talent: To find the people with the proper skills especially for the
organization which cannot offer the good package and do not have the appropriate resources.
The HRM have the responsibility to search for such people who can work for the organization on
long term goals with the loyalty. HRM has to identify such talent internally or externally of the
organization (Jeong, and Shin, 2019).

Diversity and Harmonic issue: The higher authority of the organization are aware about the
factor of diversity at the work place are the reasons for many issues such as building trust,
productivity issues, terms with the company, and customer satisfaction. It is the sensitive legal
issues when there is any case which is related to the employees and customers start feeling
harassed by anyone. HRM has to ensure about these factors and there must be some protocols to
deal the concerns (Tuul, and Bing, 2019).

All of the above issues are majorly can be observed by the HRM and to overcome from such
concerns they have to perform training programs and different workshops.

Types of Training
Basically types of training are conducted by the HRM for the employees are categorized
according to employees one is organized while doing their job at the work place and other one
Human Resource Management 5

after the job. In other they can be explained as Induction training, on the job, and off the job
(McKeown, 2019).

Induction Training: It is the first training which is given to employees when they join the
organization. This training is useful for the new people to make them effective for the
productivity of the company. The duration of the training varies according to their job, size of
the business and the positions in the job within a business (Grugulis, 2019).

There are different areas which are used for the induction training:

 To learn about the duties of work.

 To meet new colleagues
 Implementing new frameworks in the premises
 To learn the value and aim of business
 To learn policies and working of the business

On Job Training: This training is for the employees who are already working with the
organization. This training helps both the organization and employees to gain experience while
working. HRM ensures that the employee receive the training which is suitable or related with
his/her job. The methods which are used for the On-job training they are mentioned below
(Swart, Turner, Van Rossenberg, and Kinnie, 2019):

 Instructions: In this step the knowledge is provided to the individual about the way to
perform the job.
 Coaching: The method in which the relationship between the employees and trainers are
involved.
 Rotation of job: In the method the trainee has to perform many tasks like to check the
activities in the organization.
 Projects: In this method the employees are combine in the team and projects are assigned
to them which they have to complete within the given time period.

Off-job training

This training is conducted away from the workplace, in this training the trainers required the
extra knowledge and skills which necessary for work as well as related to job. These training are
provided by the trainers which are designated at the National level or outside of the company,
Human Resource Management 6

they are specially hired for providing the support to company. This training is often conducted
for the non-technical skills (Derindag, and Canakci, 2019).

Learning Techniques
The process through which an individual can observe change in the skills, behavior, attitude, and
knowledge is termed as Learning. The components of the learning are described below:

 Audience: For the completion of the objective of the learning audience is the target.
 Behavior: This component is expected from the person who is learning.
 Condition: This component includes the situation which is created by the instructor to
examine the knowledge of the learning (Ahammad, Glaister, and Gomes, 2019).

Learning Objectives
It is the responsibility of the HRM that the programs which are organized to provide the training
to employees they get the proper learning. The objectives of the learning are Knowledge,
Understanding, Application, and creativity (Khan, Soundararajan, and Shoham, 2019).

i. Knowledge: To develop the recognition and recalling abilities amongst the learners
this objective is introduced. As a part of motivation in this training the employees can
be praised or get punished.
ii. Understanding: This objective explains the reflection of the abilities for observing the
relationship, discrimination, and generalization.
iii. Application: This objective can be achieved by learning abilities of reasoning,
hypothesizing, inferring, and prediction. For achieving the objective the perception of
the learner plays critical role.
iv. Creativity Objective: It is the last objective of learning, through the internal
motivation a person will be able to achieve this objective(Wong, Liamputtong, Koch,
and Rawson, 2019).

Role of Adult Learning principles and Individual Difference

There is a relationship between the adult learning and HRM, the adult education is existed with
the conjunction to other fields of study. To observe the importance of the adult learning
principles in HRM training program many survey are conducted. It is the process which is
Human Resource Management 7

conducted by the organization for the sharing of information and knowledge about the job and
work place by the adults who have experience related to challenges often comes at the workplace
and the methods to get overcome from them (Holland, 2019). Also there are some employees
who are adult but working in the organization. There are some principles of this theory which
should be understood by the team of HRM. These principles are defined below:

 Adults are self-directed and motivated for the learning, they adapt the need and interest
and according to them they will surely able to get satisfy with the work with the help of
learning.
 The main aim and orientation of the learning for adult is life centered.
 Adults have most important factor with them i.e. experience which helps them for the
learning.
 They have needed to become self-directive in their life which encourages them towards
the learning (Simpson, and Rholes, 2019).

Individual Difference

People will be easily managed when everyone will become equal or same which is not possible.
Every person has its own ability, intelligence, personality, and background. Sometimes being a
different individual affect motivation of that particular person. In an organization every
employee has its own skill, performance, talents, needs and other characteristics. It is the
responsibility of the HRM which identifies the person with his/her talent and the methods to use
them for the benefit of the organization. With the help of the training program the abilities of the
person can be analyzed. Once the training get completed the person will be able to execute the
work which are assigned and the learning of the training will help them to achieve the goals.

Conclusion
The report summarize about the program of the training conducted by the HRM in order to
achieve the goals of the organization. In every organization there are many types of challenges
can be rise which are observed by the help of HRM as it is their responsibility to examine the
working procedure of the organization through different type of analysis. Those methods of
analysis are briefly explained in the report. This report also concludes about the learning and the
importance of the learning in an organization. The objective of the learning program which are
conducted by the HRM is briefly summarized in this report.
Human Resource Management 8

References
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Bogićević-Milikić, B., 2019. Promoting gender-responsive talent management in police

organizations through strategic HRM measuring. Strategic Management, 24(1), pp.19-29.

Della Torre, E., 2019. Collective voice mechanisms, HRM practices and organizational
performance in Italian manufacturing firms. European Management Journal, 37(3), pp.398-410.

Derindag, O.F. and Canakci, M., 2019. Strategic Human Resources Management in Innovative
Firms. Anadolu Akademi Sosyal Bilimler Dergisi, 1(1), pp.52-77.

Grugulis, I., 2019. Training, Development and Skills. The SAGE Handbook of Human Resource
Management, p.151.

Holland, A.A., 2019. Effective principles of informal online learning design: A theory-building
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Human Resource Management 9

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