5UIN Assignment Example
- October 27, 2020
- Posted by: Harry King
- Category: CIPD Level 5
|Title of unit/s||Using Information in Human Resources|
|Undertake a critical review of three secondary sources e.g. research digests, academic and professional literature, online databases, and key texts relevant to the selected area of practice.||2.2|
|Summarise the findings and draw meaningful conclusions from your review of the different secondary sources and make justified recommendations for sustaining and/or improving practice, including costs and time frames for implementation. Explain how you would present these to the identified stakeholders.||3.1|
Further guidance on assessment method:
Your report should include:
5UIN Learning Outcomes
|1 Understand the research process and different research approaches.||1.1 Summarise the stages of the research process and compare different data collection methods.|
|2 Be able to conduct a critical review of information sources in an area of HR/business practice and analyse the findings.||2.1 Identify an area of HR practice for investigation. |
2.2 Conduct a critical review of different information sources relevant to the chosen area of HR/business practice.
|3 Be able to draw meaningful conclusions and evaluate options for change.||3.1 Draw meaningful conclusions from the review and make justified recommendations for improvements in practice.|
|4 Know how to deliver clear, business-focused reports on an HR issue.||4.1 Formulate a business report for identified stakeholders that include an appropriate mix of diagrammatic and narrative formats.|
Change within organisations is an important element that requires the involvement of employees, thus creating the need to promote the learning and development concept of the human resource. Learning does have an impact in development of skills, abilities, knowledge and competence needed by employees in addressing the organisational goals and objectives. The HR has to ensure that the organisation invests in training programs that are significant in enhancing knowledge development among the employees. Through development options, the employees learn the importance of having to develop their skills for purposes of securing the best alternatives that help them progress in their careers. Thus, there is need to promote a learning culture with available programs that support the different employees within the organisation. These help the employees become empowered and they also become more satisfied, thus recording an improved level of both employee and organisation performance.
Learning and development is a key Human Resource function that is very significant in promoting the means through which the employees survive within the organisation. Learning is a concept that is associated with the development of skills among the employees within the places of work for purposes of improving their competency. Organisations that get involved in their employees’ learning focus on promoting the well-being of those workers as well as improve on their performances and productivity. Through learning, the learners are able to associate with the changes in attitude as well as improvement in their knowledge and skills. This in turn enhances change of behaviour among the learners, while at the same time creating opportunities for them to get involved in the achievement of the goals and objectives in their work places. Development is part of learning that is considered crucial by both the management and the employees, and it associates with the creation of opportunities to which the employees can grow in their careers. Development is a process that prepares the employees in the future works positions as they grow in the activities and tasks that they are engaged in. By promoting employee development, the employees are prepared for future responsibilities that are part and parcel of enhancing organisation success.
Prabawati and AOktariyanda (2018) focused on analysing the most significant aspects of learning and development towards improving the competency of the employees. In their study, the authors defined competence from the perspective of enhancing training and education in the places of work. Training is offered to promote learning, and it should be done in accordance to the standards of competence, and therefore the human resource has to take the role of ensuring that they promote learning and development towards enhancing competency among the employees, for purposes of changing employee behaviours and enhancing changes in their attitudes. In order to facilitate this, it is important to identify with the system of Competency Based Training, which is associated with the training of the employees through a system that focuses on the achievement of certain objectives or outcomes. In promoting competence based training, the HR has to associate with the issues of skills, which identifies with the expertise of individuals to enhancing performance in their physical, manual, motor, mental and social well-being. Skills identify with the abilities that are gained towards promoting the individual expertise, and they are gained when the learners get to associate with the aspects of knowledge acquisition. The HR has to also associate with the issue of competence, which is defined from the perspective of how the employees are able to handle their duties. Individually, employees should be self-competent, and their performance in the different industries of work should be realised. Competence thus associates with the extent to which the employees are able to use the skills gained towards effectively completing their tasks and in accordance to the requirements set by the organisation. Competence standard is the third issue that the HR has to associate with in promoting the competence based training system. This associate with the aspects of training opportunities in the training institutions, which are significant in determining how they are able to develop and bring out individuals whose skills are well developed.
The competency based training is significant more especially because it enhances development of opportunities that are meant to promote learning of the employees. The system may follow a process that involves profiling to identify the learning needs of the employees, selection of a training program that supports the training goals, development of training plans for the different learners to identify with individual rating, and assessment of individual competency after training. From this kind of situation, it is evident that the competence based training system is important in facilitating the extent to which learning and development is enhanced within the organisations, and therefore the HR within any organisation should be ready to adapt the system for purposes of ensuring that employee development is made evident (Prabawati and AOktariyanda, 2018).
The performance of the employees within an organisation is dependent on the extent to which the employee needs are aligned to the vision and mission of the organisation they work for. Learning allows employees to relate with different kinds of achievements, which are the basis to which they get to address the challenges that are part of the business processes. Development is also an important aspect that enhances improved present and future performances of the employees. Mahmood et al. (2018), in their research sought to determine the relationship between training needs analysis and employee performance, as well as the relationship between training effectiveness and employee performance. The authors also wanted to determine the competence mediation of employee competence in enhancing training need analysis and employee performance, as well as the competence mediation of the training effectiveness and performance of the employees.
From the results identified by the researchers, it is clear that the training needs analysis is the most important aspect that has to be considered before training is given to the employees. This is important because it identifies with the training needs of the employees, and also prevents the management from offering trainings that are not required. The training needs analysis provides a platform where the HR identifies the needs that need to be prioritised, and this is important because it enhances the extent to which the employees get to effectively perform within their places of work. Through training, the employees get to learn and acquire skills and thus promote efficiency. In addition, the results showed that training effectiveness positively impacts the employees by boosting their morale and recording positive change of behaviour and attitude. This most specifically addresses the nature of employee involvement in supporting the organisation and recording changes in quality of performance. Effective training is also significant in helping the employees adapt to the changes within the organisation, and also supports development of knowledge essential in solving the business problems. The results also showed that employee competence is subject to enhancing the relationship between employee performances and training effectiveness. This is a great source of information because it provides information that supports the need to promote learning within the organisations, for purposes of ensuring that performance is also improved, and the organisation vision and mission are met.
The organisations that promote learning among their employees work towards securing alternatives that are meant at promoting new ways of doing things within the organisations. Potnuru, Sahoo, and Sharma (2019) sought to identify the impacts of developing a learning culture within the organisation. This is an aspect that relates with the identification of the extent to which the employees become empowered to addressing the most important issues within the business environment. Teamwork is an important aspect that has been found to have an impact on the business success, and the members of the team have the responsibility of ensuring that they complete the objectives that have been developed. The employees who go through learning gain skills and abilities that help them build relationships among themselves. This often happens because through learning, they become empowered and thus get into the position where they address their issues and also make significant decisions that make them become more competent. The more the employees get involved in learning, the more they are likely to address challenges within the business on their own, and they become more empowered. Organisations that invest in training their employees and developing their skills for the future have employees who have a better understanding of their roles and responsibilities. This also means that the employees are more competent and as explained by Prabawati and AOktariyanda (2018), competent employees are more productive. Therefore when analysing this from a team’s perspective, employees are in a learning environment work together and boost each other’s morale and self-confidence. They also understand each other and develop plans to enhance improved standards of performance. It is therefore easier for organisations to develop alternatives that are best at enhancing business success by promoting a culture where the employee skills, knowledge, expertise, and competence are promoted.
Similar to the views of Mahmood et al. (2018), Karim, Choudhury, and Latif (2019) argue that training promotes employee performance, which then translates to improved performance and productivity within the organisation. The authors developed ideas that necessitate training of the employees within the organisation, and they focused on analysing the trends in the global market that requires new ways of doing things within the business environments. As a result, a learning culture has to be developed within organisations to ensure that the organisations get to compete effectively in the market, and facilitate positive ways of addressing business challenges that may develop as a result of the changing business trends. The organisations that support learning among the employees are known to have a positive momentum on how they address different kinds of challenges at their work places. This associate with the transfer of skills towards enhancing self-development, which is an important aspect that associates with development of knowledge and expertise needed to address future issues within the organisations. The conclusions obtained from the study conducted by Karim, Choudhury, and Latif (2019) are that the organisations that focus entirely to promote learning among the employees become more productive. The reason for this is because the employees who gain more skills and knowledge, and who see a positive future from what they learn become more satisfied, and they become committed to the work that they do, thus recording improved productivity in the organisation.
Learning and development is a HR function that the stakeholders within the organisation should consider investing in for purposes of improving the people’s skills and abilities. Through learning, new ideas and ways of doing things are identified, and by developing the employees, knowledge is gained to help in the process of shaping the future of the employees. Learning and development prepare the employees and help them address their present and future responsibilities, which then enhance improved organisation performance and productivity. From the information analysed from the different sources, it is evident that organisations have the responsibility of supporting the employees and ensuring that they gain the skills and knowledge needed towards improving their performances in their places of work. In shaping the future of the organisation as well, the HR has to be keen on developing strategies meant at positively impacting the future behaviours and attitudes of the employees in the organisation.
The first recommendation is that the HR within the organisation should relate with the promotion of an online competency-based training that identifies with the promotion of knowledge and skills among the employees. The online training is less expensive and can serve a large number of employees who get online training and have their skills developed to enhance effective completion of duties and tasks within the organisation.to enhance competency, the HR should develop measurement rubrics that test the extent to which the employees benefit from the training, and the output they bring to the table (Tyagi, 2017).
The second recommendation is associated with the development of employee learning towards ensuring that the training effectiveness is enhanced. The HR has the obligation to ensure that the training given to the employees is in accordance to the organisation or business requirements. Thus, training has to be provided on basis of the operating goals within the organisation, and a learning culture has to be developed as well (Serrat, 2017). This enhances improvement in performances among the employees as they complete their tasks and duties.
Third, there HR has to work on ensuring that they promote improve the capabilities to which the employee desired goals are achieved. This means that the HR has to identify with the roles of individual employees, and their participation in teamwork to enhance improved association towards addressing the business needs and objectives (Namada, 2018).
Finally, the HR should learn the significance of having satisfied and well trained employees within their work places. The results of effective learning and development among employees are that the HR gets to identify with the function of employee retention. This prevents employee turnover and costs of recruitment. Therefore, HR should identify with more training programs to support all the employees within the different organisational departments (Al Mamun and Hasan, 2017). This then enhances overall performance in all departments, as improvements are realised through learning.
The research process starts with the identification of the research topic, which seeks to address a certain issue. The researcher takes the first step of identifying the problem that needs to be researched on. This is followed by the step that involves reviewing of literature from other scholars and published information related to the issue of study. This step helps the researcher to have a better understanding of the research issue and gets a clarification of the problems. The third step involves developing a methodology to collect information that seeks to address the issue of research topic. The instrumentation plan is developed and the researcher identifies the population involved in giving out information related to the study topic. The fourth step involves analysing the information collected from the methodology, and the final step is the provision of the research summary and recommendations that relate to the study topic (Quinlan et al., 2019).
The secondary data research is a methodology that is associated with the collection and review of literature studies. This is a research method that requires the researcher to get involved in the process of collecting literature information through reading research information from various secondary sources. With this research method, the researcher does not get involved in primary research where interaction with the respondents is required. Instead, the researcher identifies various sources of information, such as journal articles that are credible and up to date, books, magazines, credible online articles, as well as other documents from credible sources such as reports from organisations. The information obtained from all these sources is used by the researcher to ensure that they strengthen their opinions of the research arguments, as well as ensure that they solve the research problems developed from the research objectives. Information is analysed through content analysis because the secondary data analysis research method is qualitative where the concepts of research are described (Hair, Page and Brunsveld, 2019).
The survey research method is a quantitative methodology that involves identification of samples from a population. The samples may be selected through the random or non-random sampling techniques. The sample population is chosen based on the requirements identified by the researcher. The information obtained from survey research is quantitative, and thus it is analysed statistically. This can be done by use of the excel sheets where tables and charts are represented, as well as the Statistical Package for Social Science (SPSS) tool. The researcher has to identify with the validity of the research to identify the correct measures meant to represent different research concepts (Hair, Page and Brunsveld, 2019).
Al Mamun, C.A. and Hasan, M.N., 2017. Factors affecting employee turnover and sound retention strategies in business organization: A conceptual view. Problems and Perspectives in Management, 15(1), pp.63-71.
Hair Jr, J.F., Page, M. and Brunsveld, N., 2019. Essentials of business research methods. Routledge.
Karim, M.M., Choudhury, M.M. and Latif, W.B., 2019. The Impact of Training and Development on Employees Performance: An Analysis of Quantitative Data. Noble International Journal of Business and Management Research, 3(2), pp.25-33.
Mahmood, R., Hee, O.C., Yin, O.S. and Hamli, M.S.H., 2018. The Mediating Effects of Employee Competency on the Relationship between Training Functions and Employee Performance. International Journal of Academic Research in Business and Social Sciences, 8(7), pp.664-676.
Namada, J.M., 2018. Organizational learning and competitive advantage. In Handbook of Research on Knowledge Management for Contemporary Business Environments (pp. 86-104). IGI Global.
Potnuru, R.K.G., Sahoo, C.K. and Sharma, R., 2019. Team building, employee empowerment and employee competencies: Moderating role of organizational learning culture. European Journal of Training and Development, 43(1/2), pp.39-60.
Prabawati, I. and AOktariyanda, T., 2018, January. Competency-based training model for human resource management and development in public sector. In Journal of Physics: Conference Series (Vol. 953, No. 1, p. 012157). IOP Publishing.
Serrat, O., 2017. Building a learning organization. In Knowledge solutions (pp. 57-67). Springer, Singapore.
Tyagi, A., 2017. Strategic measurement of human resource management. Horizon Books (A Division of Ignited Minds Edutech P Ltd).
Quinlan, C., Babin, B., Carr, J. and Griffin, M., 2019. Business research methods. South Western Cengage.