Premium Essay

Role of Hr Specialist in Ensuring the Link Between the Organizations’ Overall Business Strategies and Training.

In: Business and Management

Submitted By ilofo
Words 3209
Pages 13
TABLES OF CONTENTS
1. INTRODUCTION

3

2. VARIOUS ISSUES IN STRATEGIC TRAINING MANGEMENT

3

2.1. Development of training programmes

3

2.2. Role of HR specialist in ensuring the link between the organizations’ overall business strategies and training.

4

2.3. The influence of performance management, affirmative action, talent management on strategic training management
2.4. Robert Bosch (pty) Ltd.
2.4.1. Development of training programmes

5
6
6

2.4.2. Role of HR specialist in ensuring the link between the organizations’ overall business strategies and training.

7

2.4.3. The influence of performance management, affirmative action, talent management on strategic training management

2.5. Socomigh
2.5.1. Development of training programmes

8
9
9

2.5.2. Role of HR specialist in ensuring the link between the organizations’ overall business strategies and training.

11

1

2.5.3. The influence of performance management, affirmative action, talent management on strategic training management

3. CONCLUSION

11
12

BIBLIOGRAPHY

2

1. INTRODUCTION

According to MSG (2015), Training and development is vital part of the human resource development.. It is also become more important globally in order to prepare workers for new jobs. In the current write up, we will focus more on the emerging need of training and development, its implications upon individuals and the employers. Employment development is very important for the success of an organization. Employees would like to learn and develop new skills. Organizations are willing to improve efficiency and effectively the way they operate. While the both parties work together, it can lead to the organizational development and employee development. This paper will discuss the type and amount of training that can take place within an
organisation,…...

Similar Documents

Premium Essay

Analsyis

...resources needs for an organization to achieve its goals. Human resources planning should serve as a link between human resources management and the overall strategic plan of an organization. Aging worker populations in most western countries and growing demands for qualified workers in developing economies have underscored the importance of effective Human Resources Planning .As defined by Bulla and Scott, human resource planning is ‘the process for ensuring that the human resource requirements of an organization are identified and plans are made for satisfying those requirements’. Reilly defined workforce planning as: ‘A process in which an organization attempts to estimate the demand for labour and evaluate the size, nature and sources of supply which will be required to meet the demand. Human resource planning includes creating an employer brand, retention strategy, absence management strategy, flexibility strategy, talent management strategy, recruitment and selection strategy. Human resource planning aims at fulfilling the objectives of manpower requirement. It helps to mobilize the recruited resources for the productive activities. The human resource planning is and important process aiming to link business strategy and its operation. The planning processes of most best practice organizations not only define what will be accomplished within a given time-frame, but also the numbers and types of human resources that will be needed to achieve the defined business goals......

Words: 2858 - Pages: 12

Premium Essay

Strategic Hrm

...STRATEGIC HRM Introduction to HRM: Human Resource Management ("HRM") is a way of management that links people-related activities to the strategy of a business or organization. HRM is often referred to as "strategic HRM". It has several goals: - To meet the needs of the business and management (rather than just serve the interests of employees); - To link human resource strategies / policies to the business goals and objectives; - To find ways for human resources to "add value" to a business; - To help a business gain the commitment of employees to its values, goals and objectives Human resources management –It’s a main concern of management, using people in the organization. The rules and practices involved in delivery to the people or H.R.M. It is the process of acquiring, training, appraising and compensating employees and of attending to their labour relations, health and safety, and fairness concern. Human resource management (HRM) is concerned with the personnel policies and managerial practices and systems that influence the workforce. In broader terms, all decisions that affect the workforce of the organization concern the HRM function. (Dessler ET all, page 2, 2009) Sainsbury’s Plc: Sainsbury’s is one of the leading food retailers in the United Kingdom and also operates property and financial services. Sainsbury’s H.R.M department is a big part of the company and have their own mission statement......

Words: 3995 - Pages: 16

Premium Essay

Human Resource Management

...Research Training and Development UK (www.eajournals.org) HISTORY, EVOLUTION AND DEVELOPMENT OF HUMAN RESOURCE MANAGEMENT: A CONTEMPORARY PERSPECTIVE Kipkemboi Jacob Rotich1, Moi University, School of Human Resource Development, Department of Development Studies, P.o Box 3900-30100, Eldoret, Kenya. ABSTRACT: Various attempts have been made towards tracing the historical development of the discipline of Human Resource Management (HRM). However, these initiatives have largely been concentrated on certain specific periods of time and experiences of specific countries and regions such as Australia, the USA, the UK and Asia (Nankervis et.al, 2011; Kelly, 2003; Ogier, 2003). This paper attempts to document the entire history of the discipline of Human Resource Management from a holistic perspective. The evolution and development of HRM will be traced right from the pre-historic times through to the postmodern world. Major characteristics in the evolution and development of HRM will also be examined and documented. KEYWORDS: Human Resource Management (HRM), evolution, history INTRODUCTION Defining Human Resource Management (HRM) According to Armstrong (2006) Human Resource Management (HRM) is defined as a strategic and coherent approach to the management of an organization’s most valued assets – the people working there who individually and collectively contribute to the achievement of its objectives. From this definition, we can deduce that HRM or simply HR......

Words: 6796 - Pages: 28

Premium Essay

Hrm Journal

...“Ensure the success of your business through effective human resources strategies” As Baird and Meshoulam (1998) remark “Business objectives are accomplished when human resource practice, procedures and systems are developed and implemented based on organisational needs, that is, when a strategic perspective to human resource management is adopted.” (Armstrong, M.,2008, pg 33) . This journal will explore on the principals of human resource management, analysis of its concepts, models and framework. Explanation of HRM process and build up of strategies. The journal ends with an assessment of roles in strategic HRM. Strategic Human Resource Management (HRM) can be defined as the way through which the organizational goals will be achieved by the people with the help of HR strategies, policies and practices. (Armstrong, M., 2008, pg 33). Other definitions of Strategic Human Resource Management are as follows:- “Strategic Human Resource Management means formulating and executing human resource policies and practices that produce the employee competencies and behaviors that company needs to achieve its strategic aims” – Garry Dessler (Durai,P.,2010,pg 24) “Strategic Human Resource Management is a pattern of planned human resource developments and activity intended to enable a firm to achieve its goals “ – G.C.MacMahan (Durai,P.,2010,pg 24). Models of Strategic Human Resource Management The Harvard model :- The Harvard model was put forward by Michale Beer, Richard......

Words: 2905 - Pages: 12

Premium Essay

Ent Coversheet This Form Should Be Completed, and Attached as the Cover of Each Piece of Assignment Submitted. Please Note Without the Cover Sheet Your Assignment Cannot Be Marked. Student Name: Atrinath Bhattacharya

...Write this information sheet ensuring that you include information on all of the following: Dear Mr Nishat , We are pleased to welcome you to Petrofac International Limited as HR Manager . To introduce you to your role and interfaces with your colleagues and functions we have prepared an information sheet to brief about the role , organization and its structure , culture and functions and various products and services offered by Petrofac . Please refer to the Information Sheet below for insights into organogram and its purpose and culture . INFORMATION SHEET Position Title Nishat Safdar ,HR Manager Department Location Human Resources Sharjah Reports To: Nadi Fakhoury, HR Director 1. Scope of Responsibilities Plan, direct, coordinate and monitor the activities of the Resourcing and Talent Planning ,Employee Development and Performance Management team. Responsible for developing, implementing and administering the organization’s performance management system, competency assessment, personal development plans and Employee Development 2. Work Contacts The position supports all Business Units under ECOM ( Please refer to the Organogram for Divisions( Business Units ) on Reference 6 in appendix and products / services offered by these units under List of Main Products & Services offered by the organization). The role will interface with Business Unit Heads for support for PMS / Resourcing & Talent Planning . The role will have some......

Words: 4683 - Pages: 19

Premium Essay

3hrc

...Understanding organisations and the role of human resources Learning activity one Think about your own organisation for a moment. | | |What does it do and what need does it fulfill in society? | |Be!Group is an insurance validation company that provides a link between the insurer and the claimant. We ensure that claimants are treated fairly while meeting | |the business needs of our clients. We work for a number of different clients that have varying requirements from and we specialises in being able to provide a | |bespoke service for that client. We have a skilled and flexible workforce and are able to meet demand at short notice. | | | |What might happen if it didn’t exist? | |If the company didn’t exist the work would need to done at each individual insurance company | | ...

Words: 2972 - Pages: 12

Premium Essay

Human Resource Managem

...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 of disparate employment practices on overall organizational performance or on the systematic relationships among such practices. The field also lacked a unifying paradigm. HRM developed in response to the substantial increase in competitive pressures American business organizations began experiencing by the late 1970s as a result of such......

Words: 4678 - Pages: 19

Premium Essay

3 Hrc Workbook

...Understanding organisations and the role of human resources Unit 3HRC Workbook Cullen Scholefield Maxwelton House 41 Boltro Road Telephone: 0800 0185 052 Fax: 01444 459 221 Haywards Heath West Sussex Website: www.csgconsult.com Cullen Scholefield Limited a company registered in England No: 3298304 RH16 1BJ United Kingdom eMail: develop@csgconsult.com Contents Introduction 4 New qualifications 4 Overview of 3HRC Understanding organisations and the role of HR 6 Section one - Organisation context, purpose, aims and objectives 7 Section two - Different types of organisation 13 Section three - Understand how HR activities support an organisation 20 3HRC © Cullen Scholefield Page 2 of 27 This page is intentionally blank 3HRC © Cullen Scholefield Page 3 of 27 Introduction New Qualifications The Chartered Institute of Personnel and Development (CIPD) has introduced new qualifications in 2010 to reflect the knowledge and skills specified in the CIPD HR Profession Map and revised membership criteria The changes offer greater flexibility to you and providers, introduce a whole new suite of Intermediate level qualifications, and will meet the requirements of the new Qualifications and Credit Framework (QCF). What is the QCF? The QCF is a new way of recognising achievement through the award of credit for units and qualifications. At present, it is hard to understand all the different types of......

Words: 7268 - Pages: 30

Premium Essay

Human Capital Management

...Capital Framework · 3 Framework Our Mission · 4 Copyright Office Strategic Plan Mission, Goals, and Objectives · 5 Business Process Reengineering · 5 Current Organization and Workforce · 5 Reliance Upon Library of Congress Human Resources Services · 6 7 Part 1 · Strategic Alignment 7 Part 2 · Organizational Alignment and Workforce Planning 9 Part 3 · Talent 15 Part 4 · Results-Oriented Performance Culture Performance Culture 17 Part 5 · Leadership and Knowledge Management 19 Performance Measures and Evaluation 19 Appendices a: Stakeholder Roles and Responsibilities · 19 b: Implementation Framework · 21 Message from the Register of Copyrights I am pleased to present the Copyright Office Human Capital Management Plan for 2004–2008. This Plan has been developed as a companion to the Office’s Strategic Plan and links our human capital planning to the Office’s strategic policy and management objectives. It emphasizes the importance of human capital management to the successful accomplishment of our mission. In every organization, people are the most valuable resource. This is especially true at the Copyright Office, which is fortunate to have a seasoned, dedicated, and professional workforce that is customer-service oriented. The Office has a unique mission, and I am gratified when I work with staff and see their dedication and commitment to ensuring that we carry out that mission in the very best way possible. Over the last several years, the Copyright Office has......

Words: 8018 - Pages: 33

Premium Essay

Relational Database

...managerial aspect of strategy. A number of concepts that are often confused will have to be considered, namely, strategic decisions, strategy, and strategic management. 1. Strategic Decisions These are the decisions that affect the long-term well-being of the organisation. Such decisions involve major resource commitments and are difficult to reverse, implying a long-term commitment. Decisions that are regarded as strategic may occur at all levels of the organisation. There are usually two levels of decisions – corporate and business. Corporate-level decisions are those that affect the entire organisation or firm, whereas Business-level decisions affect the particular business or division. If there is only one business in the firm, then both the corporate and business levels are identical. 2. Strategy This is the common theme underlying a set of strategic decisions. The strategy may be to change the scope of the firm or become global, and the decision to acquire a particular firm is part of that strategy. Strategy is about the firm’s relationship with the environment and developing the capabilities and competencies to enable it attain success. It must be borne in mind that all firms have a strategy and that this strategy may be explicit or implicit, developed with extensive analysis or not. An organisation or firm’s strategy can generally be expressed in relatively simple terms, although this may hide complexity within it. When considering strategy, it must be......

Words: 29875 - Pages: 120

Premium Essay

Human Resources

......................................... 3 THE THREE LEVELS OF HR PROFESSIONALS ............................................................................... 4 HR COMPETENCIES .......................................................................................................................... 6 HR CORE COMPETENCIES ............................................................................................................... 7 HR FUNCTIONAL COMPETENCIES .................................................................................................. 8 HR COMPETENCIES FRAMEWORK.................................................................................................. 9 HR COMPETENCY LEVELS ACCORDING TO DIMENSIONS......................................................... 10 HR BODY OF KNOWLEDGE............................................................................................................. 19 CONCLUSION ................................................................................................................................ 21 BIBLIOGRAPHY ................................................................................................................................ 22 1 THE STANDARDS ~ AT A GLANCE The overall outcome of National Human Resource Standards (NHRS) will be the establishment of standards for human resource (HR) profession. These standards set out to guide HR professional to understand, explain and critically evaluate......

Words: 5703 - Pages: 23

Premium Essay

Hehehe

...the Kogan Page website: www.koganpage.com/strategichrm Password: SHRM53756 iii STRATEGIC HUMAN RESOURCE MANAGEMENT A GUIDE TO ACTION 4TH EDITION Michael Armstrong London and Philadelphia iv Publisher’s note Every possible effort has been made to ensure that the information contained in this book is accurate at the time of going to press, and the publishers and author cannot accept responsibility for any errors or omissions, however caused. No responsibility for loss or damage occasioned to any person acting, or refraining from action, as a result of the material in this publication can be accepted by the editor, the publisher or the author. First published in Great Britain and the United States in 1992 as Human Resource Management: Strategy and Action Second edition published as Strategic Human Resource Management: A Guide to Action 2000 Third edition 2006 Reprinted 2006 Fourth edition 2008 Apart from any fair dealing for the purposes of research or private study, or criticism or review, as permitted under the Copyright, Designs and Patents Act 1988, this publication may only be reproduced, stored or transmitted, in any form or by any means, with the prior permission in writing of the publishers, or in the case of reprographic reproduction in accordance with the terms and licences issued by the CLA. Enquiries concerning reproduction outside these terms should be sent to the publishers at the undermentioned addresses: Kogan Page Limited 120 Pentonville Road London N1......

Words: 74350 - Pages: 298

Premium Essay

Hrm-Concepts

...definition of human resource management emphasizes the sphere of influence to encompass 'the strategic approach to manpower management in an organization'. The process calls for a coherent objective to retain and increase employee head-count, any organization's most valued asset. This specialized study and application has come in the wake of realization that the employees of an organization, individually and collectively, are the main contributors to the achievement of business objectives. The management of people hired by an organization involves employing people, designing and developing related resources and most importantly, utilizing and compensating their services to optimize business profitability via employee performance. Today, Human Resource Management operates in tune with other essential organizational requirements and co-exists with the topmost management cadre. Managing human resources within a company calls for a liaison between the organization's management personnel and the administration of the executive rungs. It thrives on the strength of the relationship between the management and workers of the company. Functions of Human Resource Management: Human Resource Management involves the development of a perfect blend between traditional administrative functions and the well-being of all employees within an organization. Employee retention ratio is directly proportionate to the manner in which the employees are treated, in return for their imparted skills......

Words: 6938 - Pages: 28

Premium Essay

Hr and Its Changing Role

...Change agenda THE CHANGING HR FUNCTION THE KEY QUESTIONS Introduction The HR function and its evolution have been identified as key areas within the CIPD’s research programme. Despite a wealth of information that exists on the HR function, its role and its structure, and a vast amount of literature on the link between people management practices and organisational performance, there is little definitive evidence, either from the CIPD or from academic researchers, which gives a clear indication of the impact of HR structure and staffing on organisational outcome or performance. In particular, as many organisations embrace and implement the so-called Ulrich model, questions on the extent to which it meets their particular needs and what difference it has made to HR performance, stakeholder satisfaction and HR staff aspirations, have not been answered. This Change Agenda is based on the scoping stage of a larger piece of work, and it examines what we know about the impact of new structures and roles on the HR function, on the implications for skills and development of HR staff, and on the relationships with line managers. We will also look at how HR has measured its performance against this background. The result of this exercise will be to throw up a number of unanswered questions that will form the basis for the next phases of research. Phase one For this segment of the project we have undertaken two main pieces of work: we have explored the literature around......

Words: 23295 - Pages: 94

Premium Essay

Tesco

...There are 4,331 Tesco stores and employ over 500,000 people and serve tens of millions of customers every week. Tesco’s well established and consistent business strategy has enabled it to strengthen the core UK business and expand into new markets successfully. Tesco’s business strategies are mainly focusing on huge domestic market of financial services, telecoms and non-food. One of the main objectives of Tesco’s business strategy is to create sustainable long term growth and according to the company this could be achieved by expanding into global market. The company initially focused on Asia and central Europe. Most recently it has made its entry into the US market. In 1997 Tesco first decided to diversify and according to the company itself this was the basis of its recent success. As a result of this strategy several new businesses have been created by Tesco for the last 12 years and most of these businesses are profitable and competitive. (Tesco plc) Tesco has developed its strategies which are primarily focusing on five important factors: 1- its core UK business 2- community 3- non-food 4- retailing services 5- international market. The company has separate strategies on each of these aspects. Major objectives of Tesco’s business strategy include being a successful retailer internationally, growth of the core UK business, being strong in non-food market, development of various retailing services like telecoms, Tesco personal finance and Tesco.com and finally giving......

Words: 5671 - Pages: 23