Action Plan for Human Resource Training 1

MAHSA University

MASTER OF BUSINESS ADMINISTRATION

MASTER OF BUSINESS ADMINISTRATION HOSPITAL MANAGEMENT

MAY 2022 SESSION

Group Assignment
Human Resource HRM7113
Module Name Management Module Code

Annie Wang Pei Ling Group Assignment

Module Leader

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Names
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Word Count;3500
 Action Plan for Human Resource Training 2

Action Plan for Human resource Training

Table of Contents
1.0 Introduction...........................................................................................................................................2
2.0Action plan 1...........................................................................................................................................2
2.1 Managing Organizational Renewal........................................................................................................2
2.1.1 Purpose of the learning task...........................................................................................................2
2.2 Goals and measures...............................................................................................................................2
2.2.1 Learning goals.................................................................................................................................3
2.3 Operating plan.......................................................................................................................................3
2.3.1 Activity1; Discussion about organizational change (Day one).........................................................3
2.3.2 Activity 2; Role of human resources in implementing total quality management (Day two)..........4
2.4 Desired outcome...................................................................................................................................5
2.5 Personal Leadership and Accountability................................................................................................6
3.0 Action plan two.....................................................................................................................................6
3.1Legal aspect of human resource.............................................................................................................6
3.1.1Purpose of the learning task............................................................................................................6
3.2Goals and measures...............................................................................................................................7
3.2.1Learning goals..................................................................................................................................7
3.3Operating plan........................................................................................................................................7
3.3.1Activity 3; Discussion on Discrimination..........................................................................................7
3.3.2 Activity 4; Discussion on Sexual harassment..................................................................................8
3.3.3Activity 5; Discussion on employee safety.......................................................................................9
3.3.4 Activity 6; Hiring and firing of employees (Day four)......................................................................9
4.0 Desired outcome.................................................................................................................................10
5.0 Personal leadership and accountability...............................................................................................10
6.0 Conclusion...........................................................................................................................................11
Reference List............................................................................................................................................12
 Action Plan for Human Resource Training 3

1.0 Introduction
Back in the day, the human resource department was believed only to have the
responsibility of hiring and recruiting employees. However, in recent years, the responsibilities
of the Human resource department have increased to the extent that the success of an
organization is linked to the roles the department plays (Banfield, Kay, and Royles, 2018). The
HRM is part of a company's strategic plan, and the business should depend on them so that a
company can achieve its long-term objectives. Having that in mind, the employees in the HR
department need to be educated on the newfound roles that the HR can perform so that all the
employees align with the company’s objectives and goals (Hewett et al., 2018). This paper will
outline the human resource employees' activities to improve their human resource knowledge
and skills concerning the legal aspect of human resources and managing organizational renewal.

2.0Action plan 1

2.1 Managing Organizational Renewal

2.1.1 Purpose of the learning task
The learning assignments will be designed to increase the quality of work and provide additional
information on managing organizational renewal to the workers that will be valuable in the
workplace. As the program facilitator, learning tasks will be applied to illustrate the concepts
involved with organizational change.

2.2 Goals and measures

The outcome of the program; The training program is designed to achieve the following
outcome; make the Hr department employees understand basic information related to
organizational change and how to manage employees as a human resource manager.
Furthermore, it aims to increase the firm's teamwork, decision-making, and problem-solving
skills. Employees should theoretically gain a better understanding of the role of HR in regards to
ensuring that employees accept the changes made in an organization. This information will be
theoretical as well as practical.
2.2.1 Learning goals
Any company's organizational change needs to start with a strategic change, and as the director,
the employees must start understanding this aspect. The employees should understand that the
human resource plays an important role in culture change, and there are numerous goals that the
HR need to accomplish so that the employees do not feel that they have been put under pressure
 Action Plan for Human Resource Training 4

(Hewett et al., 2018). The goals for HR include;(1) making it clear to employees that the
company pays attention to measure and control. If the company is out to cut costs, then the HR
employees need to be aware of that and ensure that the employees know of it too. (2) Be a role
model- HR emphasizes employees' need to report to work early, so it is crucial to be a role model
and report earlier to work so that the employees can formulate the same behavior. (4)
Communicate effectively- like the HR, one should communicate their priorities depending on
how they locate rewards (Boon et al., 2018). Also, employees need to understand what is
required of them, and effective communication will minimize confusion and make work easier
for everyone since individuals in the workplace understand what is required of them. (4) Make
the human resource procedures align with the company's values- the procedures being set should
align with what the company intends to achieve.

2.3 Operating plan

The time frame for completing the tasks

This session will take place over two days. This time frame will allow the employees to grasp the
knowledge in the given area. It should be remembered that the employees must attend to their
various tasks when needed. Here the activities integrated will include focus group discussions,
lectures, and forums, among others, to have the employees' full attention. The topic will
emphasize the human resource's role in organizational renewal.
2.3.1 Activity1; Discussion about organizational change (Day one)
Materials needed: Brochures, pens, whiteboard, flyers, laptop for PowerPoint presentation

Human resources/change management can be implemented in an organization, focusing on

workforce planning after evaluating organizational charts, personnel files, customer information,
and sales and marketing systems. In this case, a functional organizational structure would be the
most beneficial for workforce planning within an organization. The structure allows a company's
departments to be classified into functional areas like finance, engineering, and marketing. As a
result, a company's personnel are divided into groups based on their unique skills, expertise, and
experience. For example, when testing an accounting reporting system, a finance team is more
productive when brainstorming together. It is accomplished by determining the most efficient
 Action Plan for Human Resource Training 5

organizational structure. Company employees will behave differently due to the functional
organizational structure chosen, for example, enhanced communication. It benefits a company's
business operations since it allows for more information and knowledge among departmental
staff.
Furthermore, there will be more efficient allocation and usage of the company's resources among
its personnel, and employee morale will be stronger due to a more synchronized chain of
command (Boon et al., 2018). Because employees prefer to build close work relationships, there
is greater knowledge sharing as communication improves among them. Because there is a lot of
collaboration among the staff, decision-making processes are made faster. It also means that the
company's resources are not duplicated since raw materials and labor are used more efficiently,
and employees are more focused on their duty, as outlined in the job description document.
Human resources play an important role in workforce planning activities, according to the
executives of numerous companies. As a result, human resources managers are expected to take
on a bigger role in implementing the overall strategy to achieve the most efficient workforce
possible (Hewett et al., 2018). In this regard, workforce planning should include the appropriate
amount of people with well-defined responsibilities and job descriptions.
2.3.2 Activity 2; Role of human resources in implementing total quality management (Day
two)
Materials: Workbook, handouts, pens, notes, slides
TQM is an important part of HRM's responsibility.

Quality improvement was once thought to be the domain of quality improvement specialists such
as product and process designers, but in modern organizations, it has evolved into a critical
function for HRM. It is due to rising industry demand and rising customer expectations for
quality. Other departments will suffer from inadequate training and quality development
experience if an organization's HRM fails to assume responsibility for implementing Total
Quality Management (Järlström, Saru, and Vanhala, 2018). As a result, HRM must ensure that
TQM is successfully executed so that other units can concentrate on quality as a competitive
advantage. Employee training in Total Quality Management is essential because it equips
employees with the skills they need to serve clients with high-quality services. TQM is a
management strategy that considers quality the most important factor in a company's market
success. The main business of the hospitality industry is customer service, intending to assure
 Action Plan for Human Resource Training 6

client happiness (Banfield, Kay, and Royles, 2018). The HRM has been educating frontline
employees to ensure they provide the best possible service to clients. HRM's role is to ensure that
individuals are well-equipped and nurtured throughout their careers to provide services that
match the organization's quality goals. There should also be coaching to keep staff informed
about the risks associated with TQM. It will ensure that employees are well-equipped to deliver
high-quality services following TQM guidelines. HRM has placed a greater emphasis on TQM to
face increasing market competitiveness (Boon et al., 2018). It is because TQM determines
customers' perceived value of a business or organization. HRM in the hospitality business
strategizes on techniques to improve the quality of services supplied to consumers to keep up
with the expanding competition. These techniques or strategies are used in every field. As a
result, TQM is ensured in all areas, and clients receive complete satisfaction from the high-
quality services.

2.4 Desired outcome

After the training, it is expected that the employees will show a significant amount of difference,
and the employees will be examined to establish their skills and development needs. Indeed, the
desired performance expressed by diverse organizational departments stems from a
knowledgeable, skilled, and imaginative workforce. Employees with enhanced skills can cope
with the demands of organizational change and competitiveness thanks to training and
development. The training promotes personal development allowing people to maximize their
potential to achieve personal and corporate goals (Kraev and Tikhonov, 2019). The training is
expected to boost employees' self-esteem to improve job satisfaction, inventiveness, and
excitement for their HR careers. The employees’ ability is expected to have improved so that
they will be able to execute organizational duties with better precision. Professional development
extends beyond the information and skills required to fulfill their job responsibilities; however,
such advancements are critical in assisting employees in developing capabilities to execute their
tasks more effectively. The employees are expected to exhibit strong leadership skills and a
feeling of responsibility when they take their roles. As a result, companies can conduct objective
performance reviews relevant to development goals (Pattanayak, 2020). Based on the preceding
assumptions, businesses should establish and update leaders and supervisors on current core
curriculum requirements to effectively communicate the expectations of rapidly changing
 Action Plan for Human Resource Training 7

organizations. It implies that human resource professionals must be conscious of the necessity to
create sensitivity to various ways of fulfilling an organization's goals through training and
development. Also, the employees should show that their skills have sharpened their problem-
solving skills while ensuring that the company is transparent. Because the employees are
involved in the issues that affect the firm, they exercise caution in this environment, which is
favorable to quality service delivery.

2.5 Personal Leadership and Accountability

It is vital to have an accountable leader in an organization so that a company can sustain a

healthy culture. During the whole training program, as the director/leader, I will have to take
responsibility for the outcomes of the training program. The employees will have to be
accountable to themselves, and they should feel that they can question the leaders on tasks that
have been aligned (Melo, Martins, and Pereira, 2020). As a leader, one should communicate
confidently and ensure that the point given is in point and brief. Speaking confidently makes the
listeners trust the speaker, and the listeners can also give feedback constructively.

3.0 Action plan two

3.1Legal aspect of human resource

3.1.1Purpose of the learning task
The learning assignments will be designed to provide employer policies and how managers need
to comply with those policies. As the program facilitator, the task will include a discussion to
demonstrate various principles and basic knowledge that relates to the legal aspect of human
resources.

3.2Goals and measures

The program's outcome: The training program is designed to achieve the following outcome; the
employees will understand the legal aspect of human resources. The employees will be able to
make sound decisions and comply with the law without going against what is required.

3.2.1Learning goals
 To provide knowledge of the laws and regulations that govern the subject of human
resources.
 Action Plan for Human Resource Training 8

 To promote a better understanding of human resources law's legislative, judicial, and

administrative agency background.
 To promote awareness of when legal expertise and authority from human resources are
required for problem-solving.

3.3Operating plan
The time frame for completing the tasks (Day 3)

This training program will take two days. The time range will allow employees to grasp the
information presented in the specified region. It is important to note that staff must attend to their
respective jobs as needed. Focus groups, lectures, and other activities will be combined here to
capture the employees' full attention. The focus will be on the legal aspect of human resource
management.

In the legal aspect of human resources, training will be conducted on discrimination, sexual
harassment, and safety.

3.3.1Activity 3; Discussion on Discrimination

Materials; Course notes, pens, and whiteboard

The employees need to know that HR managers serve as mediators between the firm and its
employees and that as a human resource manager, it is upon the HR manager to protect both
parties' interests and ensure that any problems that arise are resolved constructively. As a result,
HR professionals must be aware of the formal federal and state laws that relate to their
employment. Discrimination in the workplace can be defined as treating some employees or
employees differently than others. Discrimination can be based on various factors, including
gender, color, religion, age, tribe, nationality, and disability. People who are discriminated
against may be refused employment, promotions, or even demoted without justification
(Banfield, Kay, and Royles, 2018). Discrimination can also shape poor working conditions or the
refusal to accommodate employees eligible for accommodations owing to their membership.
Discrimination is extremely destructive in the workplace since it tends to break down
relationships due to the generated disparities and walls. Other forms of discrimination occur
when persons are treated based on their imagined social class; nevertheless, the most common
forms of discrimination are based on sex, religion, color, tribe, and country of origin. First, the
 Action Plan for Human Resource Training 9

Civil Rights Act is important in the workplace since it attempts to encourage all-inclusive
employment in the United States. Indeed, international labor standards demand that all
employees in organizations be treated equally, despite their physical, social, political, and
economic status. Second, the Pregnancy Discrimination Act is significant legislation that defends
pregnant women from discrimination in work status, promotion, hiring, and salary because of
their pregnancy (Boon et al., 2018). The Age Discrimination in Employment Act protects people
of all ages, particularly those over 40, from being neglected in the workplace. It is because, for
various reasons, most firms prefer to hire younger people over persons of this age, including
labor costs and energy/enthusiasm levels. There is the disability act that prohibits companies
from discriminating against individuals who have disabilities.

3.3.2 Activity 4; Discussion on Sexual harassment

Materials; Course notes, pens and whiteboard, slides, flyers

By law, every company must establish a sexual harassment policy that instructs employees on
dealing with sexual harassment. In general, illegal sexual harassment refers to any unwanted and
unwelcome sexual advances or actions/words that make the person who is being harassed feel
uncomfortable; it can be male or female. Sexual harassment is, in fact, a criminal offense that is
penalized by law (Hewett et al., 2018). When such situations arise in the workplace, it is critical
to follow the law's employment terms and conditions. It is because such behaviors always
produce issues at work, resulting in low performance and, eventually, a hostile working
atmosphere. It may also result in the loss of talent, as those harassed may decide to leave. Again,
the human resource management must assess the prevalence of such behaviors in the workplace
and the primary perpetrators.

3.3.3Activity 5; Discussion on employee safety

Materials; Course notes, pens and whiteboard, slides, flyers

By law, all organizations or employers must offer a safe and pleasant working environment for
all their employees. It is mandated under the Occupational Safety and Health Act of 1970,
sometimes known as the OSHA Act, which states that all companies must provide safe and
healthy working environments for their employees. Furthermore, in occupations with a high risk
of hazards, personnel must wear protective gear at all times while performing their duties
(Järlström, Saru, and Vanhala, 2018). Employees who believe the conditions in which they work
 Action Plan for Human Resource Training 10

are unsafe have the obligation and right to request that OSHA come and inspect the premises and
environment in which they work. As a result, human resource managers must create a policy that
ensures worker safety and that such a policy is followed at all times to prevent violating OSHA
requirements.

3.3.4 Activity 6; Hiring and firing of employees (Day four)

Materials; Course notes, pens and whiteboard, slides, flyers

When employing employees, treating them fairly is critical, as the Equal Employment
Opportunity Act requires. The legislation forbids discrimination based on a person's position,
and HR should hire employees based on merit. Whether the candidate is disabled or a woman,
the best-qualified candidate should be given the position without prejudice. Again, the age factor
should not be used to dismiss a qualified applicant. Furthermore, work terminations and
promotions should be carried out following the law. Finally, when employing new staff, it may
be necessary to obtain sufficient health records, but health concerns or physical appearance
should not be used as a reason to reject a competent candidate (Kraey and Tikhonov, 2019).
When firing employees, it is crucial to understand that workers are a valuable asset to any
company or organization. As a result, in cases of their employment and firing, legal procedures
must be put in place and reviewed before discharging personnel to ensure that this process is
carried out efficiently and effectively. If an employee is determined to have committed a
mistake, legal counsel should be sought to determine the truth of the claims leveled against the
person in question. When an employee is proven to violate company policy and national and
international labor regulations, it is best to fire them following the company's policy (Stewart and
Brown, 2019).

4.0 Desired outcome

After the training program on the legal aspect of human resources, the employees are expected
not to make assumptions regarding disabled employees and to be careful in case of training that
they do not limit training programs for older employees. HR employees can use these regulations
and legislation to develop improved strategies for assisting their staff. HR managers, for
example, have been eager to provide their employees with enough resources, training, and
empowerment (Stewart and Brown, 2019). These regulations can also be utilized to strengthen
an organization's ability to implement positive practices. Appropriate recruitment methods,
 Action Plan for Human Resource Training 11

work-life balances, and remunerations are examples of these. From the training on the legal
aspect concerning human resources, the employees can use relevant approaches such as
providing incentives, utilizing natural resources, and empowering other employees. To meet the
needs of the maximum number of employees, initiatives such as decision-making, conflict
resolution, and problem-solving should be matched with these regulations. As a result, new
employment regulations will continue to change HR departments' methods and tactics for
supporting their employees. This strategy will also make it easier for them to achieve the
organization's objectives. Another important outcome is HR enforcing laws since the human
resource department needs to guide the employers and the employees by ensuring that all parties
understand the laws within the work environment. The employees are expected to maintain an
ethical company structure that aligns with the company’s goals and objectives. By doing so, the
employees will promote a proper working environment whereby all the employees in the
company will abide by the rule of law and ensure that everyone in the workplace is treating fairly
(Pattanayak, 2020).

Furthermore, HR managers should know state and federal law so a company can function
properly. Lastly, with the knowledge of the labor rights of the employees, it is expected that the
employees will ensure the safety of other employers and take legal actions when the need arises.
When it comes to firing and employing employees, it is expected that the managers will take
necessary precautions and adhere to the rules so that an employee does not sue the company in
case of any violations.

5.0 Personal leadership and accountability

Accountability is an important virtue, especially when addressing an important issue on the legal
aspect. As a leader from this context, one must listen to the audience after the action plan and
remain receptive to the ideas that might be included. A leader must communicate clearly through
delegation of roles and conveying of messages. Since the action plan was designed for the
employees in the human resource department, as a leader, one can decide to request one of the
employees take the team through the legal aspect when an employee has been discriminated
against to find out if the employees have understood their role (Melo, Martins, and Pereira,
2020). Leaders must continually do their best to improve their knowledge and skills to expand
their experience. By doing so, the leader will be able to highlight strong work ethics and focus on
 Action Plan for Human Resource Training 12

excellence through a deeper understanding of other areas in the human resource department that
need to be emphasized.

6.0 Conclusion
Training of employees, especially in the department of human resource department, has earned a
lot of praise from management for establishing training programs that target the organization's
specific needs, which then helps to ensure that the services or output are received in such a way
that the company benefits the most. The human resource department should put a lot of effort
into developing these programs by examining the training needs and determining whether or not
the training is truly necessary. From the action plan outlined, HR employees need to understand
the roles they play, ensuring that employees accept change in a company, and it is upon the role
of an HR to clearly explain to the employees the vision and mission of the company while
making sure that the employees meet the company's expectations. The HR managers should have
in-depth knowledge of legal aspects regarding human resources so that a company establishes its
foundation by abiding by the rule and laws. It is the responsibility of HR to know relevant laws
so that a company can function well. Also, the HR department must guide the employer and the
employees to work within the company's boundaries to maintain a conducive working
environment.
 Action Plan for Human Resource Training 13

Reference List
Banfield, P., Kay, R. and Royles, D., 2018. Introduction to human resource management.
Oxford University Press.

Boon, C., Eckardt, R., Lepak, D.P. and Boselie, P., 2018. Integrating strategic human capital and
strategic human resource management. The International Journal of Human Resource
Management, 29(1), pp.34-67.

Hewett, R., Shantz, A., Mundy, J. and Alfes, K., 2018. Attribution theories in human resource
management research: A review and research agenda. The International Journal of
Human Resource Management, 29(1), pp.87-126.

Järlström, M., Saru, E. and Vanhala, S., 2018. Sustainable human resource management with the
salience of stakeholders: A top management perspective. Journal of Business
Ethics, 152(3), pp.703-724.

Kraev, V.M. and Tikhonov, A.I., 2019. Risk management in human resource management. TEM
Journal, 8(4), p.1185.

Melo, P.N., Martins, A. and Pereira, M., 2020. The relationship between Leadership and
Accountability: A review and synthesis of the research.

Pattanayak, B., 2020. Human resource management. PHI Learning Pvt. Ltd.

Stewart, G.L. and Brown, K.G., 2019. Human resource management. John Wiley & Sons.