...June 2011 Management of Change Organizations adopt programmes of planned change when they detect changes in their task environments, their responses can include: • Changing goals and strategy • Altering technology • Restructuring the organization • Setting up new work systems • Attracting and hiring new people • Altering control systems 1. Regardless of the approach taken, what fundamental characteristics must underline any planned change programme? 2. Using an example of your choice, which teams are more suitable to lead change and which are more suitable to implement change? ANSWERS The fundamental characteristics that must underline any planned change programme are: • Change of strategy • Adopt organizational culture • Set up new flexible patterns and methods of work • Invest in production and maintenance of high quality staff • Alter technology to an advanced state • Ethical standard • Enforce new guidelines and control policies • Restructure the organization 3. Using an example of your choice, which teams are more suitable to lead change and which are more suitable to implement change? • The teams that are more suitable to lead change are the management team and the change team. The management team is responsible for the overall performance of service delivery / operational plan of a business unit...
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...HRM/531 Team D's Week Five Reflection Paper Continual training and development of employees from low-level to high-level is an integral part of an organization reaching for and achieving its goals. In order for an organization to be successful, collaboration between individuals and departments is imperative. Organizations may have their standard training and development programs to assist employees in reaching their ultimate level of performance; however monitoring of performance is necessary to ensure individual and organizational goals are met. The process of assessing an employee’s performance, managing employee opportunities and identifying areas of weakness is evaluated and handled in the performance improvement plan (PIP). The PIP spells out the areas of need, determines goals to improve these areas, and develops training and educational needs associated with successful performance enhancement development. The PIP addresses both the areas of behavioral and performance. In the reflection, Team “D” will address training and development and the PIP process in more detail to gain a better understand of the process. Assessing, implementing, and re-evaluating behaviors and goals will be addressed. Training and development of an employee are closely related but also very different. The goal is to achieve the tasks the organization requires and improve upon productivity and efficiency. The training process of a new employee is a requirement of his or her orientation...
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...Evaluate two differences between various training and professional development programs in terms of the effects that each difference has on health care human resources management issues. Health care training and development is used amongst health care organizations for improvement in performance and self-fulfillment of their staff. Healthcare organizations have embraced continual learning and other aspect of training development as a means of increasing employee growth and acquiring a highly skilled workforce. It is important for human resource managers to widely recognize training and development amongst health care organizations as a vital factor in ensuring long-term success. However, there are important differences between various training and professional development programs. Human resource management implement training to ensure that the right personnel are doing the job efficiently and correctly, understanding a specific process, and performing certain procedures with great precision. Human resource management provides employees with ongoing training to keep pace with the technical changes and landscapes, as well as to improve the quality of patient care. On the other hand, development programs aims toward broader skills that are applicable to a wider variety of situations, such as decision making, leadership skills, and goals setting, and is a key aspect in being promoted. Analyze at least two reasons for implementing an organizational and personnel assessment program...
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...NOTES 6 - DIFFERENCE BETWEEN TRAINING & DEVELOPMENT TRAINING & DEVELOPMENT Training is a process of learning a sequence of programmed behaviour. It improves the employee's performance on the current job and prepares them for an intended job. Development not only improves job performance but also brings about the growth of the personality. Individuals not only mature regarding their potential capacities but also become better individuals. DIFFERENCE: Training: 1.It's a short term process. 2.Refers to instruction in technical and mechanical problems 3.Targeted in most cases for non-managerial personnel 4.Specific job related purpose Development: 1.It is a long term educational process. 2.Refers to philosophical and theoretical educational concepts 3.Managerial personnel 4.General knowledge purpose PURPOSE OF TRAINING: 1.To improve Productivity: Training leads to increased operational productivity and increased company profit. 2.To improve Quality: Better trained workers are less likely to make operational mistakes. 3.To improve Organizational Climate: Training leads to improved production and product quality which enhances financial incentives. This in turn increases the overall morale of the organization. 4.To increase Health and Safety: Proper training prevents industrial accidents. 5.Personal Growth: Training gives employees a wider awareness, an enlarged skill base and that leads to enhanced personal growth. PURPOSE OF DEVELOPMENT: ...
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...Training and Development Review Chapter 8, "Training the Workforce," pp. 244–263, and Chapter 9, "Developing Careers," pp. 275–281, from your textbook, Managing Human Resources, and discuss the following questions: Over lunch, a friend asks your advice about training and development for her company. She especially wants to understand the difference between training and development. Explain the differences between training and development to your friend. In your response, discuss the following training and development activities: • Using employee orientation as an example of training, discuss the importance of employee orientation. • Using tuition assistance as an example of development, discuss the benefits of employee development. • List the steps in the training process and explain how a training needs analysis benefits the organization. I think that it all depends on the type of training needed and the people that will be involved. There may be a need for more "hands on training" and/or development depending on the subject matter. More companies are going to online training because of the convenience and also because it saves money. Not all people learn the same way. Conducting something face to face may be more beneficial for some versus online. Here is an instance when the company needs to have a good understanding of its people. While employee training and development are closely linked, they indeed are different in the scope of the results...
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...2005 Conference Philadelphia, PA June 29, 2005 INTRODUCTION The world is experiencing an information explosion of unprecedented proportions. Not only is the volume of new information large, but it is also growing exponentially. Rapid changes in many fields are making basic knowledge and skills obsolete. In the technological world of the 21st century, the meaning of the phrase “to know“ means more than simply having information stored in one’s memory; it means having access to information and knowing how to use it. The challenge for education is to design technologies for learning that draw both from knowledge about human cognition and from practical application of how technology can facilitate complex tasks in the workplace. “Like training wheels,” computers enable learners to do more advanced activities, and engage in more advanced thinking and problem-solving than they could without such help (Pea, 1985). In this rapidly transforming world, where employment requirements and fundamental literacy expectations are quickly changing, education must also change to meet these demands. The essence of education has been to transmit society’s cultural heritage to successive generations and to foster competencies will permit children to successfully participate in a society. To that end, Information technology must become an integral part of the general education curriculum so students are prepared to meet future technology challenges. Many teachers now have access to an unprecedented...
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...This research paper goes through twelve different articles that report on different types of trainings that companies and human resources departments can offer. They range from new hire orientation, leadership training, health and safety, mentoring and coaching, apprenticeship, and cultural trainings. O’Toole said to have the employees say “I am welcomed, therefore I belong.” All before the employees left there orientation. The human resources management is one of the most important jobs in the company. They’re responsible for all the managerial activities and tasks. One of the many things the human resources management department is in charge of is training. There are many different trainings such as new hire orientation, leadership, health and safety, mentoring and couching, apprenticeship and cultural. New hire training often called new employee orientation can get costly especially if the company has a high turnover rate. According to Brain Benton (2014) there are six reasons why untrained employees can end up costing the company more money than trained ones. The first reason being that when companies have untrained employees they’re usually unhappy employees. If employees don’t feel satisfied with their training it’s going to affect their performance. The second is that untrained employees have a low production value. Workers could have lower quality performance then they should. The third reason being that untrained employees are inefficient. It takes them longer to...
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...Employee Training and Career Development Employment Development and Career Training This world is filled with choices and knowing the meaning behind those choices has become a hard pill to swallow for some people. For one, the knowledge of the roles in training an organization helps along the lines of gaining information about the company and understanding the need the HRM takes to hire, maintain, and fire employees. The role of training an employee is a matter of both the manager and employee discuss the movement in which the employee wishes to go. The Manager’s job is to make training available for the employee to succeed. The difference between employee development and organization development are not that far apart. As the organization seek training to move the company forward, employee training seeks to move the employee forward as well. One is a bigger picture and the other is a smaller picture of the same goals. Role of training in an organization The organization and the training office will work closely together depending on the direction of the company. In the beginning it is important for the employee to possess the necessary talent in order to compete for a position. Training the new employee on the job function will be the responsibility of the training office of the organization. The next level of training would consist of training the employees for expansion. If a company develops a new system or bring in a new product the employee...
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...and failing until he learns what will work,” (Kettering, 2010). Employee training is important in any job if an employer wants to be sure the job is done correctly. Training can help further an employee’s career because he or she will get better at his or her current job so the employee needs a new challenge. Career development is an employee’s responsibility so if they want to continue in the same company, they must think long-term when they first start. “If you wish to achieve worthwhile things in your personal and career life, you must become a worthwhile person in your own self-development,” (Tracy, 2010). In this paper the subjects discussed are the role of training in an organization’s development, different employee development methods, relationship between employee development and organizational development, and the role of human resource management in career development. The role of training in an organization development is making the employee a better work for better productivity in the organization. Training involves changing skills, knowledge, attitudes, or behavior. Organizations spend billions of dollars on formal courses and training programs to develop worker’s skills. When organization spends that amount on money, they want to get the most out of their money. An organization wants to make a better employee to help the organization so the company does not want to waste money on training. Typically an organization will test an applicant to see if the skills...
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...Introduction ……………………………………………… P. 3 What are training and development .………………...…P. 4-5 Benefits of training and development ………….…………P. 6 Problems in training ………………………….……………P. 7 Managing the training process .………………………..P. 8-11 Conclusion…………………………………………………P. 12 Reference………………………..…………………………P. 13 Introduction Within the competitive world markets, today’s managers face greater challenges than ever before to maintain their position among the top economic powers. From a strategic prospective, employee training will become increasingly important during the 1990s because of the pressure to reduce costs and increase productivity. Many companies are finding that they can’t compete in the global market unless they boost productivity and invest in a better- trained and skilled workforce. Employee training is a key factor in improving levels of organization productivity. Therefore, it is important that the organization enable employees to upgrade their skills and knowledge to meet these changing conditions. Nowadays, any organization should adopt a systemic approach to training and development. Systemic training is that which is specifically designed to meet defined needs, followed by deciding what training is required to satisfy the needs. The next step is to find experience trainers to plan and implementing the program. Of course, follow up and evaluation is a must to ensure that it is effective. However, training programs can easily be irrelevant, out-dated...
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...Table of Contents Introduction 2 Differences between Domestic and International Human Resource Management 2 What is Expatriate 4 IHRM has three dimensions 4 International assignments create expatriates 5 Increasing Importance of International Human Resource Management 6 Significance of International Human Resource Management 9 Conclusion 11 Reference……. 12 Introduction As we enter the new millennium, more and more companies are recognizing the importance of managing their human resources as effectively as possible. They are also recognizing that doing so, however, cannot be done without recognition and incorporation of the global context. It is virtually impossible to read a business periodical or newspaper anywhere in the world without seeing stories detailing the success of a company due to how effectively it manages its people. As the environment becomes more global, managing people also becomes more challenging, more unpredictable and uncertain and more subject to rapid change and surprise. Thus what we are witnessing within human resource management (HRM) is the rapid appreciation for and development of all aspects of global and international activities and issues associated with and affected by HRM. And because the importance of managing people effectively in the global context is so great, many companies are devoting a great deal more time, attention, skill, and effort into doing it well. To be successful, many firms have to compete...
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...efficiency in the management of personnel activities will result ultimately in achieving organisational success. Human Resource Development - is concerned with the development and implementation of people strategies, which are integrated with corporate strategies, and ensures that the culture, values and structure of the organisation, and the quality, motivation and commitment of its members contribute fully to the achievement of its goals. * is concerned with carrying out the SAME functional activities traditionally performed by the personnel function, such as HR planning, job analysis, recruitment and selection, employee relations, performance management, employee appraisals, compensation management, training and development etc. But, the HRM approach performs these functions in a qualitatively DISTINCT way, when compared with Personnel Management. Main Differences between Personnel Management and HRM * Personnel management is workforce centered, directed mainly at the organisation’s employees; such as finding and training them, arranging for them to be paid, explaining management’s expectations, justifying management’s actions etc. * While on the other hand, HRM is resource–centered, directed mainly at management, in terms of devolving the responsibility of HRM to line management, management development etc. * Although indisputably a management function, personnel management has never totally identified with management interests...
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...INTERNATIONAL BUSINESS MANAGEMEMENT ASSIGNMENT 2 Question 1 When the Mexico’s currency is pegged to the United States dollar, it means that the exchange rate is set and artificially maintained by the government. The rate will not fluctuate from day to day. The pegged exchange rate is usually used to stabilize the value of a currency against the currency it is pegged to which makes trade and investments between the two currency areas easier and more predictable. Pegged exchange rate system can also be used as a means to control inflation. The difference between a free/clean float, a managed float and fixed exchange rate systems of exchange rate is that: Clean/free float In the clean/free float also known as a pure exchange rate the value of a currency, which is the exchange rate is determined purely by market forces of supply and demand. Clean floats can only exist where there is no government interference, as would be the case in a purely capitalistic economy. Therefore, clean floats are a result of Laissez-Faire or free market economies. Managed float In a managed float also known as “dirty float” the government or the country's central bank occasionally intervenes to change the direction of the value of the country's currency. In most instances, the intervention aspect of a dirty float system is meant to act as a buffer against an external economic shock before its effects become truly disruptive to the domestic economy. Therefore, with a managed or dirty float the government...
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...to thank all who was with me to make this report a success. Table of Contents Acknowledgement 2 Table of charts 4 Table of tables 4 1.0 Introduction to the company BK Steel 5 1.1 Organizational chart for the company BK Steel 6 `2.0 Sight on the case as a HR student. 7 2.1 Differences between Human Resource Management and Personnel Management. 8 2.2 Training and Development. 9 2.3 The role of the Personnel Department in preventing the loss of loyal and senior workers. 11 2.3.1 Labour Turnover. 11 3.0 Human Resource Management. 13 3.1 Preventive methods of labour turnover. 14 3.1.1 HR Planning. 14 3.1.2 Recruitment . 15 3.1.3 Selection. 16 3.1.4 Induction and training. 17 4.0 Misconduct 19 5.0 Impact of the Misconduct to the company. 20 6.0 Disciplinary Procedure. 21 7.0 Show cause notice. 24 8.0 Recommended types of punishments. 25 9.0 Reference. 26 Table of charts Chart 1 (organizational chart of BK steel) 6 Chart 2 (Training cycle) 10 Chart 3 (HR planning process) 14 Chart 4 (Recruitment process) 15 Chart 5 (Selection process) 16 Chart 6 (Disciplinary procedure) 21 Table of tables Table 1 (Differences between HRM and PM) 9 Summary of the case study BK Steel is a single owned company who engaged in aluminum and steel productions which are designed for office...
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...THE DEVELOPMENT OF HUMAN RESOURCE MANAGEMENT FROM A HISTORICAL PERSPECTIVE AND ITS IMPLICATIONS FOR THE HUMAN RESOURCE MANAGER CHUKWUNONSO Franklyn, franconicostelo@yahoo.com +234 8038765452, 8052829700 Department of Information Technology, Federal University of Technology, Yola ABSTRACT This paper introduces the development of Human Resource Management (HRM) from a historical perspective and explains the debate between HRM and personnel management. Thus, the paper identifies the historical developments and their impacts on HRM, outlines the development and functions of HRM, explains the differences between HRM and Personnel Management, evaluates ‘hard’ and ‘soft’ approaches to HRM, illustrates how diversity is an issue in Human Relations (HR) practice and finally considers HRM as an international issue. It concludes with a discussion about ‘hard’ and ‘soft’ models of HRM and its implications for the human resource manager. INTRODUCTION The term "human resource management" has been commonly used for about the last ten to fifteen years. Prior to that, the field was generally known as "personnel administration." The name change is not merely cosmetics. Personnel administration, which emerged as a clearly defined field by the 1920s (at least in the US), was largely concerned the technical aspects of hiring, evaluating, training, and compensating employees and was very much of "staff" function in most organizations. The field did not normally focus on the relationship...
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