1.

Employee training means investing in the people to enable them to perform better and to
empower them to make the best use of their abilities. You have been tasked as the HR
manager to train on health and safety.

a) Discuss five objectives of training in a company

1. Improving performance- Once the employee gets the desired skills required to execute the
task given their weakness become their strengths.

2. Fostering growth- by providing training to your employees, you're providing them the
space to learn and grow.

3. Enhancing satisfaction- training helps the employees to perform tasks easily and also they
can innovate new strategies to execute the task. This builds some level of satisfaction in
employees.

4. Reducing turnover- when you train your staff it will cost you time and money. Once the
employees’ gets skilled in their role they can provide you better revenue than before. It reduces
the frustration level of both the employee and employer.

5. Employees get updated on the trending technology and advanced methods- employees get
different ideas to implement their tasks to reach organizational goals.

b) Discuss all steps involved while designing a training and development program for
employees.

1. Assess training needs - employee training needs may already be established in an

organization’s strategic, human resources or individual development plans. If you are building
the training program from scratch you'll need to assess which areas to focus on.
 2. Set organizational training objectives- the training needs assessment which will identify
any gaps in your current training initiatives and employees’ skills sets. These gaps should be
analyzed, prioritized, and turned into the organization’s training objectives.

3. Create training action plan- this includes learning theories, instructional design, content,
materials and other training elements. Many companies pilot their initiatives and gather feedback
to make adjustments well before launching the program company-wide

4. Implementing training initiatives- the training program comes to life. Program

implementation should consider employee engagement and learning KPI goals. The training
program is then officially launched, promoted and conducted.

5. Evaluate and revise training- the entire program should be evaluated to determine if it was
successful.

C) As a human resource manager, you have been requested to determine the need of
manpower within an organization. Using an illustration of the HRP process how will you
undertake this?

• The mission and vision of the organization- the organization must be clear about its mission
and objectives

• Strengths, weaknesses, opportunities and threat (SWOT) - the SWOT analysis will give clear
picture about the organization resources such as capital and workers.

• Management information system - human resources information system has not fully
developed in the absence of reliable data it would not be able to have effective planning.

• Coordination with other managerial functions- to be effective manpower planning must be

integrated with other managerial functions.

• It helps the organization to realize the importance of manpower management which ultimately
helps in the stability of a concern.

• It helps in the diversification of business through manpower planning, human resources can be
readily available and they can be utilized in the best manner.
2 a) ⁷ Explain 5 important reasons for carrying out performance appraisal.

• Analysis appraisal data for better recruitment- appraisal data helps in monitoring the
success of a company's recruitment practices. The HR department can strategize future hiring.

• Improving communication between management and employee - performance appraisals will

help to break that ice, which is good for both the supervisor/ manager as well as the employee
because better communication leads to more productivity.

• It motivates employees if supported by a good merit based compensation system. Best

performers get better pay and benefits packages.

• It clarifies the employee's role and status in the organization. Some workers like to know where
they stand regarding their job performance and what to what else they can do for the
organization.

• Self-development- performance appraisal allows you to provide positive feedback as well as

identifying areas for improvement.

b) Discuss the importance of job analysis to the recruitment process.

• Organizational structure and design- job analysis helps the organization to make suitable
changes so that it matches the needs and requirements of the organisation.

• Recruitment and selection- job analysis provides information about what the job entails and
what human characteristics are required to perform these activities.

• Performance appraisal and training/development - training is given to those areas that help to
improve performance in the job.

• Job evaluation- the difficulty levels, skills required and on that basis the salary is fixed.
• Career path planning- this is done to prevent the employee from leaving the company. When
we plan the future career of the employee, information will be collected from job analysis.

3. A production manager of a milk processing and packaging company is required to

conduct job analysis of jobs which are usually carried out in that department. This
information is required by the HRM for immediate action. Discuss 3 methods which this
manager would use to conduct job analysis in the production department.

• Conducting a job analysis by interview- gives tips, pros and cons of the interview method, as
well as a description of structured and unstructured interviews.

• Conducting a job analysis by questionnaire- gives a description of the common type of

questionnaires and philosophies behind each.

• Conducting a job analysis through observation- describes the types of jobs for which this
method is best suited, and gives pros and cons.

• The DACUM method of job analysis is gaining momentum as a training and performance tool.
It draws upon the wisdom of high performing workers.