Human Resources Management (Part II)

8/8/2019 Human Resources Management (Part II)

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Human Resources Management (Part II)

Presented by: Alaa M. Hamdan


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The Importance of HRM

The Importance of HRM lies between Two Facts which should

be realized:

1- People are Essential ASSET in the organisation

The fact is, employees are the lifeblood of every organization. The better theyarethe better qualified, trained, and managedthe more effective and

profitable your organization will be.

2- SUSTAINABILITY

- According to Lynch: people are vital resources for sustainable competitiveadvantage

- According to Delany: organisations that get the people things right are the

organisations likely to be around in the future.


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The Importance of HRM (contd.)

We need strategic HR to deliver skilled,

creative, motivated, flexible and committed

employees


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Training and Development

Training and Development of employees is a major area of the HRM

function

We need to distinguish between:

Training

Learning

Development

Training Learning

Content-based activity (with an

instructor)Self-Managed process

Aiming to Change individuals

behaviour or attitudes

Aiming to acquire new knowledge and

skills to increase the performance

Development

Long-term, Structured

learning processinvolving a number of

activities including

training


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Training and Development (Contd.)

In the general movement toward flexible Structure of organisation, Staff

has the chance to be advanced into specialist departments or

management positions according to their Technical and Social capabilities

This is to be done through well-studied Staff DEVELOPMENT plans

TRAINING is necessary to ensure raising up their capabilities to meet their

new careers demands.

TRAINING with DEVELOPMENT are very important to avoid PETERs

PRINCIPLE.

It is Morally wrong to give a person a leadership role without some form of

training wrong for them and those who work with them


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Benefits ofTraining

Benefits on Staff level

Increase the confidence, motivation and commitment of staff

Provide Recognition, enhanced responsibility and the possibility of increased

pay and promotion

Give a feeling of personal satisfaction

Improve the availability, Quality and skills of staff

Benefits on Organisational level

:

Increase the efficiency and productivity

Reduce the gap toward achieving more challenging targets


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Benefits ofTraining (Contd.)

As a summary, the Training and Development is all about the following 3

areas:

Improving Knowledge

Developing Skills

Changing Attitudes

Training does not necessarily lead to improved

Performance ifit is not tightlyrelated to the needs and

requirements ofthe organisation


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The Management ofTraining

Training for its own sake achieves a little! That is why the Organisation

should have a solid management of its training programs and polices

which requires (for example):

Training has to be Related to Organisations objectives and needs

Co-operation of line managers

Sufficient financial resources

Time

Supporting appraisal system

This management of training can be either integrated within the strategic

responsibilities of HR or as a discrete department.


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The Management ofTraining (Contd.)

The Planned and Systematic Approach:

Clear Commitment to training throughout all levels

Training need analysis at organisational, departmental and individual levels

Staff should feel a sense of involvement

Clear set of objectives and defined policy for training

Training program should be planned carefully

Choice of the most appropriate methods of training

External courses and training opportunities linked to the educational system

Needs of Minority groups

Effective system of review and evaluation

Evaluation should be related to objective, measurable factors


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Training in People Skills

Organisations should not focus only on the Technical Training (for example

Knowledge of organisations products or services. Improving technical

skillsetc.).

They should take in consideration also the employees Human relations

skills

Some people who are truly gifted from a scientific and

technical point of view find their career progress checked by

their fundamental difficulties with managing people. Their

entire training has been based around acquiring theknowledge they need to succeed at technical level

Douglas


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E-Learning

E-Learning can be defined as Learning Via Technology

Forms of E-Learning:

1. Web Based Training:

information-based content

Without interaction with a trainer

2. Supported Learning:

Content-based learning

Supported by trainers or lecturers


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Benefits and Limitations of E-Learning

Benefits of E-Learning:

1. Immediate availability

2. Ease and flexibility of Access

3. Consistency and simultaneous message

4. Cost reduction

5. Ease of tracking course completion

Limitations of E-Learning:

1. Some skills cant impart through an e-learning course (for example to learn how to ride abicycle) (Sweeten)

2. Efficiency of the available technological infrastructure

3. IT Skills for the trainee

4. Line Management Support

5. Quality of Contents


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Investors In People (IIP)

Investors In People (IIP) standard is a business improvement tool designed

to advance an organisations performance through the training and

development of its people

This framework is outcome-focused, outlining what organisations need to

achieve, but never prescribing how!

The IIP firstly identifies the organisations performance targets and key

priorities, these targets become central to all their work with organisation.


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Investors In People (IIP) (Contd)

Three Core Principles:

Plan:develop strategies to improve

performance

Do:take actions to improve

performance

Review:evaluate and improve

performance

For more details about IIP:

http://www.investorsinpeople.com


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Any Questions??


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Benefits ofTraining (Contd.)

To reach the desired benefits from the Training and Development Process,

some Essential Components of the training Policy should be taken in

consideration such as:

The view that Continuous Training is the norm

The assumption that training will be life-long process

Recognition of the need to update existing skills, replace redundant skills and

train the new skills

The need for multi-skilling to cope with change

Documents

Human Resources Management (Part II)