What is difference between training development and learning

Reference no: EM132366843

Human Resource Management and Human Resources Assignment - RECRUITMENT, SELECTION, INDUCTION, TRAINING & DEVELOPMENT PLANNING

Learning Outcomes -

Students will evaluate and select recruitment and selection options for a given situation.
Students will apply principles of workplace learning to develop a training programme to meet individual and organisational needs.
Compile a recruitment and selection strategy that effectively applies best practice and relevant legislation for a specific position.
Develop a formal induction programme, and a training needs analysis and plan for a learning event from pre-determined organisational variables.

INSTRUCTIONS: COMPLETE PART A AND PART D, and EITHER PART B OR PART C.

Present you report with a title page that includes, title of assignment as above and your name.

Format your report under headings and numbering given below.

You may use a table format for Part B Q. 1 and Part C Q. 2.

Refer to appropriate literature in your answers to all questions using in-text citations and a reference list at the end. At least 4 references should be used.

Part A: Recruitment and Selection

The most advanced organisations are rising to meet the new challenges by morphing their HR strategy, generally focused on the HR function, into a people strategy that sets the direction not only for the HR department but also for all aspects of a business in which the capabilities of people are relevant. 'Recruitment and Selection' is an essential part of this strategic planning for an organisation. The use of testing is also a key component of recruitment and selection. To understand the current challenges faced by many organisations during this process, discuss the following:

Do we recruit and select for the role or for the organisation?

What is considered as a perfect 'fit' during the recruitment process?

Is the job interview still the most popular form of assessment for recruitment?

PART B: Induction and Socialisation

Induction - You are to develop an induction programme to take place over several weeks for your chosen organisation and the job you used in earlier assignments. Plan for least one full day induction, with two follow-up sessions. Your induction programme should be in the form of a detailed schedule of clearly sequenced events and clearly outline all necessary information for new employees. Your plan should include:

Pre-induction preparation

Responsibilities for tasks

Venue

Timings

Topics and tasks

A list items for induction package etc.

Evaluation processes

Socialisation - Explain the difference between induction, socialisation, and training. In your answer you should describe the three-stage cycle of socialisation that an individual will experience in a new job or company. In your answer give examples from you have experienced either in a new job or institution or a new country. Outline the support from a supervisor or company that would be useful during socialisation.

PART C: Training and development

What is the difference between training development and learning?

Case study: Training Plan

You are the HR Manager in a company. You are approached by a manager to address problems in the warehouse team. The manager is not sure what the problem is but has had feedback internally and from customers that there is confusion and lack of processes around the tracking and invoicing of goods received in the warehouse. He believes some training or development would help.

What types of questions would you ask to find out the problem?

What types of data would you consider, to discover the training needs?

You have done an investigation established that part of the problem is a training gap around on the accounting procedures of the goods received in the warehouse. You decide on these objectives for training:

Distinguish between packing slips invoices and statements
Check figures on suppliers' invoices
Code invoice amounts to appropriate accounts
Complete standard invoicing processes without error in three minutes

Design and present a detailed training programme to meet these learning objectives.

Consider

Type of training

Venue

Trainer

Topics

Timings

Delivery Methods

Medium of delivery

Evaluation

Provide reasons for each choice.

PART D: Learning organisations

Describe what is meant by a learning organisation and why this approach to learning may be useful in times of change.

Identify at least one archetypical organisation problem or issue that a team may identify.

Give an example. Identify what the fundamental problem in this issue and the possible solution a team may identify.

Critique the learning organisation approach.

Reference no: EM132366843

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Reviews

len2366843

9/6/2019 1:37:19 AM

Marking Schedule: Part A - Recruitment and Selection process analysed and explained in relation to an organisation. Evaluation of the right candidate during the recruitment process explained and justified. Take a stance on the Job Interview process as the most popular form of assessment. Part B - Induction - The plan has a structured approach with the all essential information necessary for the new employee. Clearly sequenced , timetabled, and allocated responsibilities to appropriate people. Uses appropriate methods to deliver information. Lists contents of an induction package. Socialisation - Socialisation well described with difference between three socialisation / induction and training clear. Describe the three stage cycle of socialization. Suggestions for appropriate support at appropriate stages.

9/6/2019 1:37:13 AM

Part C Training, learning and development. Useful questions listed, Useful data listed, Appropriate elements chosen to meet training objectives, Type of training, Venue, Trainer, Evaluation, Reasons given. Part D: Learning organisations - LOs well described. Relevance to change accurately described. Appropriate issue identified with example Problem and reasonable solution identified. Critiqued using reference. At least four references. Well formatted and presented.

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