Contents

Introduction.................................................................................................................................................1
Analyze the advantages of ‘proper training’ as applied in the case. How can training be an aid to solve
the management issues of the reputed research institute cited in the case?..............................................2
Compare and contrast the actions taken by Nair and Sharma and justify up to which extent they have
executed their HR-related tasks...............................................................................................................4
Critically discuss and recommend appropriate human resource management practices to solve the
managerial issues rooted in the case........................................................................................................6
Conclusion & Recommendations................................................................................................................8
References...................................................................................................................................................9

Introduction

This article aims to provide a conceptual analysis on the recruitment and advancement of

employees and their advantages. This paper inspects the structure, components and the promising

results for staff and organizations in the training and improvement program and then presents.

Employees are a valued organization advantage and the company's achievement or loss relays its

results. (Bergenhenegouwen, 1996) Organizations therefore fund substantial sums of training and

learning services for employees. In addition, it helps businesses to emphasize the experience,

skills and skill of their staff in their training program.

In every sector the accomplishment of any organization is tremendously relay on its employees.

However, there are different other aspects that perform a major part; an organization need to

ensure efficient employees in line with financially dominant and competitive in the market.

Therefore to sustain this valuable human resource, organizations required to be conscious about

the job satisfaction and retention of employees. Some of the organizations think that employees
are looking for only financial profits from their works. This statement neglects high significance

that most of the employees placed there selves on the inherent benefits of their professions.

The main view is that businesses essentially value their workers most and cultivate values and

behaviors that demonstrate the employees' greatest contribution. Employees had the impression

that they were making noticeable changes to business growth and that they were delivering

positive outcomes and good intentions. Moreover, it is difficult for the majority of businesses to

build institutions at the organizational level to have comprehensive opportunities for internal

promotions, but organizations can easily help their workers to establish job objectives and action

plans. (Bergenhenegouwen, 1996) Any companies can detect workers being developed. Some

agencies may feel that they are developing workers who use their expertise and capabilities with

other organizations, but they also find that they are growing their allegiance to others. In this

report, the various advantages of the training program are supported by individuals and

organizations. These incentives contain efficiencies and variables relevant to job success directly

or indirectly. This research has gathered evidence for the promising results of the organizations'

training program. All advantages include improved corporate success and additional benefits

(e.g. profitability, reliability and efficiency)

Analyze the advantages of ‘proper training’ as applied in the case. How can training be an

aid to solve the management issues of the reputed research institute cited in the case?

Employees are the greatest asset of an organization and investment in talent is essential for

successful business development and success. Companies do extensive recruiting and recruiting

trained and appropriate personnel, but there also ends the focus on caring for workers. ("Human

Resource Management: What Is It?", n.d.) In a survey by Gallup, workforce groups involved in the

growth of employees saw a doubling in revenue and earnings compared with non-employee
groups. Special training and learning promotes the commitment of employees and is vital to the

financial success of the company. Every industry has an enormous influence on its workers in

every market. You cannot neglect the best preparation that you can give your staff. After all, this

scaffold helps the company to flourish and become successful. (Van Donk, D., & Esser, A. ,

1992). However, establishing a single organization is not always straightforward and there is no

one-size-fitting-all training solution. You ought to build a learning and growth program that

solves the organization's and staff's preparation issues. This helps you to stay at the top of the

game and to adapt as your business progresses. Training and growth problems in an enterprise

are fairly similar everywhere you go, and in particular where you build your training program.

With the constant reminders and ignorance of the employees in Das Pvt Ltd, the management

team needs to focus on the basis of the training and development needs of the employees. Which

are,

1. Standardized employee hiring process

2. Induction Program

3. Explaining the Standard Operating Process and Job Description

4. Daily, Weekly and Monthly quality checkup process on operations

5. Conduct morning huddles

6. Target employee soft skills

Further below are the solutions for the issues that are faced by the management team with the

current hired management team. Different learning skills of the employees can impact the

behavior of the employees hired. As Das has hired employees on reference basis has lead to this

complicated situation. Das can conduct a detailed needs review to determine the audience's
learning habits (particularly in relation to technological comfort). Use the results to advise the

nature of the preparation.

With lack of employee engagement where he has only a random training meeting, it’s important

to enter into the teaching practices such as small case studies, simulations, role plays and related

examples. These exercises involve learners in the constructive resolution of problems that help to

improve cognitive involvement. Communicate early learning results to improve your behavior. If

they understand the purpose behind them, more learners will probably take part in learning

activities

Compare and contrast the actions taken by Nair and Sharma and justify up to which

extent they have executed their HR-related tasks.

Apart from giving warnings to and complaints to Das, Nair and Sharma has not concentrated the

real issue of the situation. This is working along with Das and having a clear issue discussion to

resolve the issues that has been rising for a long time. Cleanliness is the main complaint that has

been rising from day 1 of the operations where the service boys of Das don’t understand the

importance of the sanitary actions that needs to be taken to serve their customers. (Dessler G ,

2020). Apart from having a small meeting, it is important that Nair should also do a sanity check

up daily or weekly so that the Campus is served clean water that is suitable for human

consumption.

Nair, has also given a warning and a fine when there was a complaint raised against the quality

of the products as Sharma mentioned didn’t do much for the same quality that they have been

serving. It was a responsibility of Nair to speak to Das and help him resolve the issues within his

team so that the repetitive complaints will stop where his service boys also should briefed to
understand the importance and the responsibility of what their job does to ensure that these

situations should not occur again.

Apart from the points they can also showcase

1. Job security

2. Manage the teams effectively

3. Provide a performance based compensation

4. Training on relevant skills

5. Involving in hiring the right people

Training and growth is one of the human resources management practices of HR professionals

within organizations. Further, this activity is applied to the management of foreign staff,

selecting expats to be posted in the host country. Educational programs that help them improve

their abilities in order to enhance employment success are also necessary. Expatriates also have a

range of short-term or long-term capabilities including information acquisition, the management

of a subsidiary, intermediation between subsidiary and office, the transition of knowledge, etc.

Job protection can only favor you if you have high-performance staff. If not, what is the point of

preserving them? The best approach on job protection in combination with targeted recruitment

also contributes to greater benefit than individual activities. The same applies to selective jobs,

rigorous preparation and contingent reimbursement. You want to choose workers with a growth

opportunity invest in and adequately compensate employees with a higher score. A third example

is status gaps reduction and the exchange of knowledge. In the promotion of open dialogue and

the exchange of relevant knowledge, workers are able to provide feedback and further develop

their company in cooperation.

Critically discuss and recommend appropriate human resource management practices to

solve the managerial issues rooted in the case.

Human Resource (HR), a motive in the industrial world today, is gathering attention, traction and

value as a rival and employer for the company's growth. In previous years, organizations, such as

revenue, competitiveness and economic uncertainty, had concentrated on major issues, but the

element of the HR finally became apparent; earlier it was obviously not given much

consideration. As corporate models changed and the market changed, HR has now become the

target of both small and large companies and employees are the organization's most valuable

commodity and have the potential to greatly affect their growth and performance. ("Human

Resource Management: Meaning, Objectives, Scope and ...", n.d.) Human Resource management

(HRM) includes the development of the appropriate tasks and opportunities, the preparation of

recruiting, continuous training and development, strong success management, attractive pay

arrangements and benefits, updating regulations and regulatory enforcement and protecting

against economic uncertainty. While the challenges of HRM can be various, they can be

categorized as largely environmental (legal enforcement, labor markets, economics, economic

instability, etc.) and human (work ethic, competitiveness, rivalry, change management,

community, etc.), as well as organizational (restructuring, upsize, downsizing, competition)

The most critical element of company and customer relations is competition but also the most

important and threatening aspect in HR. Competition. Small and medium-sized businesses have

difficulty, as they have to engage in resulting skills with big names and brands. Moreover,

structured on-boarding helps fight initial hitching in the experience of an employee in a new

working environment, such as discomfort in interacting with strange people, lack of knowledge

of who is to address issues, concerns, questions, lack of knowledge of the key indicators of work
role performance or lack of knowledge of team members or the immediate manager, etc. ("Human
Resource Management: Meaning, Objectives, Scope and ...", n.d.)

Recruitment is the first step to successfully travel the company with a future employee. Due to

an increased demand for human resources, work and culturally appropriate evaluations was

limited to a few round of discussions, conferences and interviews with expedited recruiting

procedures. (Dessler G.2020). Precise and successful screening of applicants is the first and

foremost step in combating this threat. In order to clarify what exactly you need in an applicant

for a given profile, it is vital for an organization to find forums/ sides/avenues for individuals

who meet these needs, if not everyone; and to publish their opening work in these organizations.

This will ensure that most requests would suit the role well. Role-plays will guarantee cultural

match assessments during face-to-face debates. Probation periods or conditional provisions

ensuring sufficient “security” time for the fitness and agreement are available for the applicant

and the organization.

In addition to pay arrangements which follow industry expectations, other desirable advantages

should be offered by Das. These cannot, however, expand twice as much at the expense of the

organization's investment in human resources. One means of ensuring investment profit is to

provide the pay for an employee with flexible output elements, while retaining a performance-

related benefit control. A successful reward and award scheme is both a valuable incentive and

an appeal for results. This will also discipline the tardy attendance of the employees. For Das, it

may be a smart option to have other versatile and enticing advantages in fighting health issues

like extended holiday hours, flexible timing, health and wellness camps, transportation benefits,

etc.
The rapid speed of market activities and lack of time for performance coordination is making

performance assessment and associated next steps, including performance development plans,

challenging. It's really important to develop a solid, established yet basic performance system.

Key measures of success are not hard to recognize or administer and must be closely relevant to

the employee's work position.

The employee should be able to clearly link his results to the objectives set to see how any

success contributes to the overall situation.

Conclusion & Recommendations

In this report, we note that preparation gives significant advantages to individuals and

organizations. Das can introduce varying levels and disciplinary perspectives in workforce

engagement programs in order to consider the advantages of the training and development

program. Above case study have discussed ways to improve the advantages of preparation.

These features include the configuration, execution and transmission of instruction. After the

analysis of this topic, we believe the implementation of employee development plans is very

helpful for the organizations. A organized and productive planning program with supporting

devices would help organizations, particularly those with a great deal of familiarity with the

enterprise, to maintain the most valued human resources. If companies are willing to help

everybody in fulfilling their needs, they both receive long-term benefits. The performance of

executive growth and advancement programs must therefore be assessed in good time.
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