Human Resource Management for Learning - MyAssignmenthelp.com

Question: Discuss about theHuman Resource Managementfor Learning Program. Answer: Human resources professionals are responsible for a variety of tasks within an organisation. The functions they undertake are essential in framing the general activities in an organisational structure. The core functions made by the Human Resources are variety and include; staffing whereby activities involved are hiring and terminating employees and contractors, Development which includes new hires and maintaining developmental approach. Other core functions of the HR are; safety and health, compensation and maintaining employee and labour relations. The human resource developers are responsible for defending the rights of the employees by coordinating with unions and solving disagreements amongst employees or the organisation (Fee 2014). Human Resource management is crucial and a central pillar in many organisations. Under these core functions are various activities which the human resources undertake to ensure the wellbeing of the employees. To promote the skills of the employees and the organisation as a whole and provide quality work, the human resources developers emphasise training, development, and learning. The training and development managers often plan, coordinate, and direct programs to enhance skills of organisational employees (Ulrich, et al. 2015). Organisations focus on ensuring that the workforce remains productive and knowledgeable for the purpose of staying competitive in the business. Training and learning programs are provided by the human resources to make sure that the employees recruited of high quality. Also, these programs ensure that the employees are retained within the organisations and contribute to the growth of the business. The training and learning programs are done such that they align with the organisational goals of development and training (Fee 2014). The training and development managers in the human resources are responsible for organising the training and learning programs, overseeing the learning programs, staff and budgets and selecting the materials and the content of the course. The training and learning are often in the form of videos, instructional manuals, online training delivered through computers and other relevant electronic device. Learning and training include connection with other employees, experts, and mentors. The Human resource managers responsible must make sure that the materials, training methods, software, and systems relevant to the training are appropriate for successful learning (Armstrong and Taylor 2014). To ensure that the Human Resources developer maintains proper management and coordination of a learning program, he or she must observe and or undertake certain actions. An effective learning program follows a systematic process to achieve organisational objectives. The steps necessary for creating an effective program include the following. Assessing Training Needs When developing a training and learning program, the human resource developer must identify the needs and prioritise the goals and requirements. The needs are mostly defined in the organisation's strategy, human resources, and development needs. The developer must identify and assess the outcomes that the learners need to accomplish to achieve the desired performance. Setting the Proper Training Objectives The human resource developer needs to perform assessments to help identify any gaps that may be prevailing in the current training initiatives and employee skills. The gaps identified, should be analysed and prioritised so as to match the organisational training objectives (Harper 2015). The aim of setting proper training goals is bridge the gap between the actual and desired performance through the learning program (Armstrong, Landers, and Collmus, 2016). Developing Action Plan Once the gaps have been identified, the human resource developer creates a comprehensive action plan. The plans include instructional format, content and other training elements. The developer must ensure that the training and delivery methods are detailed, and the learning styles for the participants are put into consideration (Harper 2015). Implementing Training Initiatives The resource developer must consider what resources must be obtained for undertaking activities to achieve objectives. Applying the training efforts is the most important phase of the training program. The implementation includes organising the training activities and the relevant resources for the training. After every important detail has been put in place, the human resource developer launches and promotes the training program. The progress of the participating individuals is monitored to make sure that the program is effective (Harper 2015). Finally, continuous evaluation and monitoring of the training program are essential for the effectiveness of the program. The assessment is done by the developer to check if it was successful in meeting the training objectives. It is essential to receive feedback from the interested stakeholders to determine if it was successful and identify if there were any weaknesses in the program (Gatewood, Feild, and Barrick 2015). Reference List Armstrong, M. B., Landers, R. N., Collmus, A. B. 2016. Gamifying recruitment, selection, training, and performance management: Game-thinking in human resource management. In Emerging research and trends in gamification (pp. 140-165). IGI Global. Armstrong, M., Taylor, S. 2014. Armstrong's Handbook of human resource management practice. Kogan Page Publishers. Fee, M. C. 2014. Human resources management. Gatewood, R., Feild, H. S., Barrick, M. 2015. Human resource selection. Nelson Education. Harper, C. 2015. Organisations: Structures, processes and outcomes. Routledge. Ulrich, D., Brockbank, W., Yeung, A. K., Lake, D. G. 2015. Human resource competencies: An empirical assessment. Human resource management, Vol 34, no. 4, pp. 473-495.