Human Resource Development

Name: Rhealiza P. Palermo

I. Introduction

The Identification of Organizational and Individual Training and

Development Needs

Training and development play an important role in the effectiveness of organizations and to
the experiences of people in work. Training has implications for productivity, health and safety
at work and personal development. All organizations employing people need to train and develop
their staff. Most organizations are cognizant of this requirement and invest effort and other
resources in training and development.
Such investment can take the form of employing specialist training and development staff and
paying salaries to staff undergoing training and development. Investment in training and
development entails obtaining and maintaining space and equipment. It also means that
operational personnel, employed in the organization’s main business functions, such as
production, maintenance, sales, marketing and management support, must also direct their
attention and effort from time to time towards supporting training development and delivery.
This means they are required to give less attention to activities that are obviously more
productive in terms of the organization’s main business. However, investment in training and
development is generally regarded as good management practice to maintain appropriate
expertise now and in the future.

Training and development are vital part of the human resource development. It is assuming
ever important role in wake of the advancement of technology which has resulted in ever
increasing competition, rise in customer’s expectation of quality and service and a subsequent
need to lower costs. It is also become more important globally in order to prepare workers for
new jobs. In the current write up, we will focus more on the emerging need of training and
development, its implications upon individuals and the employers.
 II. Highlights (Salient Details for the Following Topics)

1. The Identification of Organizational and Individual Training and Development Needs

The topic mentioned above is focused on the identification of the organization/company’s ap

propriate needs for training and development for each department and individuals. It is important
to identify those needs to ensure the success of the organization and to meet the career goals of
each individuals who’s part of the company.

There are three (3) levels of training that is needed in the organization namely:

1. Organizational
Proper training is the backbone of any successful organization. Employees who receive the
right training are more productive, efficient, and satisfied with their workplace experience.
You’d be astounded at the ways that excellent training shapes the landscape of your office
environment. If you want to provide superior training, start by making a checklist that addresses
the direct needs of the individuals involved.
Explore overall performance
Look at each section of your organization instead of the organization as a whole. Examine
them, and assess which aspects are lacking, or performing below your desired standard. You’ll
want to refresh and improve all training, but identifying these key areas will show you where to
place the biggest emphasis. Devote the majority of your time to these targeted areas and gently
touch on the things that people seem to be doing well.
Compare yourself to similar organizations
What are they doing differently from you, and how is that helping them succeed? If you’re
seeing an enviable outcome from other organizations, you might want to jump aboard the same
train. This may mean overhauling a lot of current policies and implementing new technology.
When things change, everyone is going to need a training update.
Perform individual assessments
You may not have a lot of people doing the same work. Certain tasks may be delegated to very
small groups, or even individuals. Measure the performance of these individuals to determine
where their strengths and weaknesses lie. Training can boost productivity, but only if the training
is tailored to the areas where productivity needs to be improved. You may find that some people
need very specific training.
Consider your industry
Everyone undergoes some sort of basic training before starting a job, and some of that may
even be required by law. Everything differs from industry to industry. How familiar are the
members of your organization with the trends and standards within your industry? Try providing
them with a bigger picture.
Different training programs for different roles
A file clerk doesn’t need the same kind of training that an accountant needs. There are many
different roles within your organization, and the people who fill them need to understand how
you expect them to do their part. A training program needs to exist for each individual job. A
one-size-fits-all approach will leave certain people lacking vital information, and this will cause
problems down the road.
Train for common job requirements
Have you ever trained individuals for using software? Monitoring an anti-virus program?
What about data entry? The tools they use and the small tasks they’re required to perform
comprise a significant part of their responsibilities. Though these things may seem routine,
there’s no use in creating complications by expecting people to figure them out on their own.
Particularly when it comes to matters surrounding IT and security concerns, you should never let
people poke around and guess how they’re expected to fulfill their duties.
Always communicate with the individuals who do work for your organization. Ask them if
they understand how things work, and take suggestions about how you can improve things.
Keeping constant, open communication can help prevent training issues and misunderstandings
before you begin to see their negative consequences, and encourage individuals to tell you where
they need assistance.

2. Occupational
In this one, training is expressed as a knowledge, skills and attitudes that is needed to carry-out
specific duties within the job. They are normally defined through the process of Job Analysis.

3. Individual levels

On this level, the organization is seeking out to identify any shortfall in the individual’s
knowledge, skills and attitude required to perform his/her job. The analysis of needs on this level
has two prerequisites, the first is the performance parameters of the job have been defined and
the second is that some form of review takes place against the performance parameters. Without
these two elements, the required and actual performance – an analysis cannot take place.

2. Performance Management and Human Resource Development

Performance Management helps you track your employees’ performance and tells you whether
or not they need extra support, can handle a higher-level training, or deserve a raise. It is
important to have a structured Performance Management and tracking process to maintain a high
standard for your organization.

Research shows that organizations who put their “focus on continuous performance

management have better business results.” There is merit to this argument. Organizations who
dedicate time regularly to performance reviews and assessment are more likely to see an increase
in employee motivation as they are encouraged to think about their goals more frequently. After
all, employees’ goals change more than only once per year.

Performance Management provides consistency and brings structure to your human resource

team. If the process is determined in a clear and concise way, then employees, managers and
human resource professionals within your organization will be aware of what to do, and when to
do it. This way, tracking your employees’ growth, or need for support if performance is lacking,
is simplified and identified much faster.

Performance Management encompasses:

1. Motivation of Employees to perform.

2. Vision by employers as to what performance standards they expect of employees.
3. Ownership of management of performance at a variety of levels within organization.
4. Monitoring and measurement of the performance achieved by employees.

3. Making the Most of Consultancy: Perspective on Partnership

Every company needs business management consultancy to improve the overall performances
of the entire organization of the company by doing this organization can help developing the
company in every aspect. Management consultancy helps the company exploiting the resources
for the betterment of the company. It also helps the company to maximize the use of financial
and human resources.
The main duty of human resource department is to conduct recruitment for the company,
running payrolls of the employee, looking after their insurances and handling employees related
other benefits and issues related to salaries. Consultants work closely with marketing department,
finance department, and human resources department of the company. Consultants are expert in
measuring and foreseeing the future outcome of today’s act and alerts the organization to act in
proactive manner if they feel something worst going to happen which may result huge loss.
Below are some points that explains why management consultancy is important in an
organization.

Strategic Planning:
Strategic planning can be daunting task for the many organizations but with such planning it
would be easy for a company to achieve desired goals in a short. Effective strategic planning
depends upon the current state of the company and its future goals. Strategic planning aims to
increase organization’s efficiency to a greater extent.
Improvised business process:
To improve organizations performance, it is good to examine the whole process of the work
takes place. Management consultancy shifts priorities as per the requirement doing this company
can save a lot of time and money ultimately good profits are made. Management consultancy
takes this responsibility on their shoulders to run the organizations of the company in profitable
path.
Change Management:
By continually adapting changes in the organization like budget change, workforce and
adopting latest technologies can help organization to meet future challenges which may be more
challenging. If change management is effective company can reduce various costs in all levels of
the company.
Leadership Development:
We cannot deny the fact that good and effective leadership can help in thriving the
organization towards goals. A leader is a person who encourages his subordinates and motivates
them to achieve goals ultimately, he is helping the management for overall development of the
company.
HR:
Human resources play vital role in recruitment of new employee for the company when need.
Human resources of the company play critical role for organization to achieve its goals in short
period of time because HR people recruit talented people who can work very efficiently.
Management consultants are very important for every organization. Without this an
organization cannot achieve anything. Without management consultants’ whole system under
performs eventually company goes bankruptcy. To run entire organization of the company in
smooth way with good profits it is mandatory to have management consultant.
 Many types of organizations frequently use consulting services. It is a simple and fast way to
gain access to required expertise. There some key benefits of using consulting services.
Regardless of size of organization, consultants can play a vital role. Even startups benefit greatly
when working with experts.
Instant Solutions
When working with consultants, instant solutions are often provided. Consultants have the
required skill set and are able to provide instant assistance to their clients. In person or over the
phone consultations are often provided. This enables clients to quickly gain valuable information
about options and solutions.
Delivery Speed
Consultants are not distracted. They are focused on the results and task(s) they are hired for.
Unlike internal management, which tends to have other responsibilities. Consultants are able to
deliver results with speed. They do not have a learning curve and are able to provide advise and
guidance to clients.
Required Knowledge
The number one reason consultants are hired. Help is needed. Someone to ask questions too.
Discuss strategies. Gain assistance to achieve milestones. These are all good reasons to work
with consultants. Consultants often provide best practices. This tends to improve effectiveness
and results.
Specific Skills
A consultant can add specific skill set to any organization. For example, marketing consulting
services enable a client to gain valuable marketing expertise prior to allocating any campaign
budgets. Internet business consultants assist entrepreneurs with online businesses. At the right
time, specific skills can be very valuable.
Creating Changes
When an organization wants to create change, consultants provide assistance. This is called
change management. The consultant tends to be much more objective. Adding value through
preexisting expertise and independent positions. Creating change can be a complex task.
Temporary expert help can provide real measurable results.
Individuals and organizations can benefit from consulting services. If help is needed, an
organization should consider reaching out to a consulting firm and inquiring about getting some
assistance. Temporary help can drastically improve the achievement of milestones for any type
of organization.
 III. Reflective Analysis

As a teacher and a professional, I really admired the performance management section as it

has taught me that an organization needs to assess each and everyone’s performance in order to
succeed and perform better on a certain task. I also admired the consultancy section whereas it
teaches us to make a partnership outside the organization that will conduct the risk analysis that
is needed for the organization to strive.

IV. Conclusion

Throughout the whole analysis, I have learned and concluded that each of the points and
highlights are crucial for the survival/success and development of the organization and its
employees. I have learned that it is important to rely on others in order to achieve goals, learn
how to identify the needs of other people and plan necessary trainings for them.

V. Recommendations

Each of the given highlights are well explained in the book and I don’t see aby other areas that
needed improvements.