Hrm 560 Training And Development Assessment Answers

Answer:

Introduction:

According to Noe and Winkler (2012), there are ten significant strategies for developing the atmosphere of working and learning in a workplace. This assignment focuses on the aspect of working and learning in an organization. It has been researched in different scholarly article that training is very essential for the development of perfect and effective workforce in an organization. An organization can get a proper employee with the help of effective training. Training is driven by the needs of the workplace or workforce.

This assignment deals with the ten significant forces those can influence the working and learning procedure of an organization. In the age of globalization, training has become very essential for every workforce. However, this assignment also deals with the practical application of those ten influential sources of working and learning. A relationship between theories and practical situations has been drawn in this report.

Sustainability:

For the sustainability of any organization, training and learning program is always necessary. Sustainability of a company depends on the work level of the work force. For that reason, adequate training is always required. Training and learning program is required for the sustainable management of every company. Sustainable management refers to the process of applying sustainable practices within the types of agriculture, business, society and environment. Triple bottom line approach should be maintained while doing business. A company should always enhance the level of corporate social responsibility practices for the community and society. Thus, training and learning program is always necessary to develop the sense of sustainability among the workforce.

Globalization:

In the age of globalization, people from each and every corner of this earth have come under the same roof. However, globalization has influenced every workplace with its significant characteristics. Cultural diversity has been increased. Thus, training and rigorous learning are required to deal with the increased manner of cultural diversity among the workforce. People should know how to be adaptive in the new cultural policies as well as new set of work ethics. Thus learning and training

Program is required while dealing with religious, ethnic and cultural diversity of workplace. Companies in overseas countries, particularly in the third world has adopted a more Western standard in terms of providing better workplace safety and increasing workplace condition standards.

Increased value placed on intangible assets and human capital:

Human capital is one of the most valuable assets of every organization. Training and learning program always benefit the human capital of the organization. Training helps to develop the weak performer to be a strong performer of the organization. An employee should get adequate training for the benefit of their own.

Focus on link to organizational strategy:                            

Every aspect of Organizational strategy should be described for the existing as well as new workers of an organization. Learning and training program always focuses upon the adaptation of the existing as well as new strategies of organization. Every employee should know as well as follow the strategy of the organization.

Attracting and retaining talent:

There is significant challenge on different learning programs to attract and retain top most talents for the organization. The most valuable resource of every organization should be retained for the betterment of the particular organization. Recruiting and retaining new talent is the most critical to the success of every organization. The main point of recruiting and retaining great people is providing genuine opportunities of learning to them, which also aids in the growth of their career. Top talent can be attracted with the help of learning opportunities.

Customer service and quality emphasis:

It has been seen that customer service is the most valuable as well as expected outcome of any organization. Different process can be taken to meet internal and external quality of the organization. To meet every standard of quality, each and every member of workforce should be enhanced by learning and training program.

Changing demographics and diversity of the workforce:

With the direct effect of globalization, demographics have been changed a lot for different areas. Workforce diversity has also been increased in every organization. For this changed demographics, training and learning process are always required to cope up with the increased challenge.  Training is a planned effort by an organization to facilitate learning of competencies. Competencies are knowledge, skills or behavior (attitudes in some approaches) critical for successful job performance.  The goal of training is for trainees to master the knowledge, skill and attitudes emphasized in training programs, and apply them to their day-to-day activities. This can help to overcome the issues of multicultural workforce of an organization.

Technology:

As discussed by Noe and Winkler (2012), technology is one of the most important tools of every successful organization. An organization can become successful in its field of business with the help of technology. Therefore, technology is the most useful weapon for the success of any organization. Thus, to describe the necessity and utility of technology training program is necessary. To cope up with the new technological system also requires adequate training and rigorous learning process.

With the help of new technology, a new method of learning has been arrived in the market. Instructional designing is the new way of learning and development. There is an industry called e-learning which is based on this instructional designing system. ISD or Instructional System Design refers to a process for designing and developing training programs.

There is not one universally accepted ISD model. The ISD process should be flexible as well as systematic enough to adapt the needs and changes necessity of the particular organization.

High performance models of work systems:

Use of new technology and work design needs to be supported by specific HRM practices. Employees decide or choose new staffs or team members. Employees always obtain a formal performance feedback from the management as they are involved in the process of performance improvement. It has been seen that ongoing training is always rewarded and emphasized.  Rewards and recognition as well as compensation are always linked with the performance of company. 

Economic changes:

To cope up with the situation of recent economic changes, training and learning should be done in proper manner. Every organization needs to manage their core competencies with the help of available budget. Different provinces of United Kingdom have voted for ‘Brexit’. Brexit refers to the exit of Britain from the European Union. It has been seen that European Union has predicted economic breakdown so that England has decided to leave membership of European Union. In this regard, every organization should know the pros and cons of Brexit for the future economic changes of the world. Employees should know about the recent changes. Thus, training and learning process is required to conduct.

Most significant in my workplace:

In my workplace, globalization and technology have contributed a lot in the learning and development program. Our company has a multicultural workforce. For them, a proper training and development plan was required. We had serious problem of communication with the people coming from different culture and religion. They also faced issue while communicating with us. For this purpose, language and communication training program has been developed by the training department of our company. We have learned a lot from those sessions. On the other hand, a training program related to business ethics has also been delivered to us.

In the age of information, communication and technology (ICT), we have to learn different aspects of technological advancement. Training and learning program on technology has also been organized by our company. This session has helped us to overcome different barriers while dealing with our own work. For this aspect, Training Need Identification and Training need assessment program have been organized by our company. At first, few weak employees have been selected by the program of Training Need Identification program. After that Training need assessment program has been conducted to provide necessary training. After this program, the workforce can work in accordance with the demand of the technological equipment. It has been seen that adults learn differently. There are some knowledge and skill gaps among the member f workforce. The gap should be mitigated by providing training and learning process. However, it should always be acknowledged that by providing training and learning program, employees should not feel de-motivated. Training conductors should always motivate the workforce for the better performance of the work force.

Conclusion:

It can be concluded that above mentioned ten strategies have influential power on the process of training and learning for an organization. For better conduction, many strategies should be taken by the company. Different types of key capabilities are needed to implement in the organization.It can be concluded that configuration of learning goals should be linked with the goal of organization. Measurement of the overall organizational impact should also be linked with the learning function of an organization. On the other hand, movement of learning outside the organization should also be implemented properly. It can include customers, suppliers and vendors. It has been noticed that proper focus should be on the development of the competencies for available jobs. It can be concluded that learning and training is the essential and necessary aspect for the enhancement of the workforce and the success of the workplace also. 

Reference:

Noe, R., & Winkler, C. (2012). Training and Development: Learning for Sustainable Management.