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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
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